基于胜任力模型的护士长绩效管理体系的建立

目的基于胜任力模型建立护士长绩效管理体系。方珐根据行为事件访谈、德尔菲专家咨询、问卷调查,构建护士长胜任力模型;再由专家会议讨论建立基于胜任力模型的护士长绩效管理体系。结栗构建的护士长胜任力模型包括3个一级指标（知识技能特征、管理特征、个人素养）及14个二级指标,并基于胜任力特征确立绩效目标和标准。结论基于胜任力模型的护士长绩效管理体系的建立,不仅提升了护士长的胜任力,同时也保证了护士长管理工作业绩的持续实现。     

北京市助产士核心胜任力现状及影响因素的调查研究

目的:了解北京市助产士的核心胜任力现状,并分析其影响因素。方法:采用助产士核心胜任力量表对北京市24家二级以上医院的283名助产士进行横断面调查。结果:助产士核心胜任力总均分为4.02±0.47。其中分娩期保健能力、孕期保健能力和产后保健能力3个方面能力较好,而孕前保健能力、公共卫生保健能力和新生儿保健能力三个方面相对薄弱。多元回归分析发现,助产工作年限、职务、编制是助产士核心胜任力的影响因素(P<0.05)。结论:北京市助产士核心胜任力水平总体较好,但仍有进一步提升的空间,以满足孕产妇及家属日益增长的服务需求,以及助产士工作范畴拓展和助产专业发展的需要。管理者应根据医院自身情况,对不同特征的助产士实施针对性的培训和管理策略,提高助产士的核心胜任力水平。     

济南市三级甲等综合医院新护士岗位胜任力水平的相关性分析

目的分析济南市三级甲等综合医院新护士的岗位胜任力水平及其影响因素,为新护士岗位胜任力评价体系的建立和规范化培训方案的修订与深入开展提供参考依据。方法 2018年6月,采用问卷调查法,使用济南市三级综合医院新护士一般资料调查表和护理岗位胜任力量表,对济南市3所三级甲等综合医院入职2年内的新护士进行便利抽样调查。结果济南市三级甲等综合医院新护士岗位胜任力水平总分为327.53±46.96,各维度得分:程序运用能力52.73±8.57,危重病人救护能力48.22±8.16,健康教育能力53.72±8.72,沟通能力51.27±7.23,管理能力60.73±9.08,专业发展能力60.86±9.32。胜任力水平相关因素的回归分析中,是否为应届生、护士信念水平及职称水平纳入回归方程,差异均有统计学意义(均P0.05)。结论济南市三级甲等综合医院新护士的岗位胜任力处于中等水平,提高医院规范化培训管理水平、管理内容水平以及护士信念水平均可提高新护士岗位胜任力水平。     

县级医院护士长岗位胜任力模型构建及应用的初步研究

护士长胜任力模型是指担任护士长这一特定的任务角色所需要具备的胜任特征的总和,是针对护士长职位表现要求组合起来的一组胜任特征。县级医院是我国基层医疗服务体系的枢纽,也是目前国家推进公立医院改革的重点,县级医院护士长作为县级医院的护理管理者,不仅要负责病房的行政组织管理,又要参与医院的服务质量监督,基金预算等方面的工作。本文通过对江苏、河南和广西三省（区）184名护士长的调研,探讨县级护士长胜任力模型构建及应用,以期为护士长的任职资格提出更加全面的要求,为县级医院护士长的选拔、培训、绩效考核提供科学依据。     

基于胜任力的某区级医院中层干部能力模型构建研究

目的:研究区域卫生医疗中心中层干部应当具备的核心能力,为医院干部教育培训提供依据.方法:采取整群抽样的方法,选取某区级医院不同科室/部门所有的中层干部(包括护士长)为调查对象,运用行为事件访谈法形成"区级医院中层干部胜任力词典",通过问卷核检法,建立"区级医院中层干部胜任力模型".结果:课题组从专业知识、职业能力、职业道德、管理能力、个人特质5个维度22项胜任力要素,构建了医院中层干部应当具备的能力模型.研究发现,科研能力、临床技能、公关能力、创新能力的得分均数较低;在各胜任力的标准差比较中,科研能力和临床技能的标准差最大.这说明,中层干部在科研能力和临床技能上有明显的弱势认知.结论:区属医疗机构应当强化对中层干部科研能力和临床技能的培训,确立科研能力和临床技能作为医院发展的核心竞争力意识.努力构建医院中层干部"统一培训"与"个性培训"相结合的干部培训模式,提升干部培训精准化及多元化水平.     

川东北地区助产士的核心胜任力

目的评价川东北地区助产士核心胜任力现状,分析助产士核心胜任力总体情况及对其的影响因素。方法采用一般资料调查表和助产士核心胜任力量表对川东北地区各级医院助产士进行问卷调查。结果川东北地区助产士核心胜任力总均分为(4.11±0.52)分;助产士核心胜任力得分与年龄、助产工作年限、职称、婚姻状况、聘任形式具有相关性。结论川东北地区助产士核心胜任力水平较高,应将产科模式调整为助产士主导的模式,建立完善助产士教育体系和继续教育,提高助产士核心胜任力水平。     

贵州省766名医院感染管理专职人员岗位胜任力及专业发展能力现状调查

目的 分析贵州省医院感染管理专职人员岗位胜任力及专业发展能力现状。方法 基于便利抽样原则,于2022年5-6月对贵州省9个市(州)220所医疗机构766名医院感染管理专职人员岗位胜任力水平及专业发展能力开展问卷调查。结果 全省766名医院感染管理专职人员岗位胜任力自评总分为(5.057±1.159)分,核心条目中专业发展能力自评得分最低,为(4.655±1.250)分,专业发展能力子条目综合知识自评得分最低,为(3.997±1.518)分;多因素分析结果显示,医院感染管理专职人员的年龄、职称、平均月收入、一线抗疫经历和办公软件应用水平是影响岗位胜任力水平和专业发展能力的影响因素,其中有一线抗疫经历人员的岗位胜任力(β=0.236,P=0.003)和专业发展能力(β=0.213,P=0.014)高于无一线抗疫的人员。结论 贵州省医院感染管理专职人员整体岗位胜任力处于中等偏上水平,专业发展能力是拉低总体胜任力综合得分的关键因素,主要体现在综合知识掌握能力薄弱,有一线抗疫经历的医院感染管理专职人员利于专业发展能力。     

卫生信息人才岗位胜任力模型构建研究

目的分析我国卫生信息人才的岗位胜任力情况,构建卫生信息人才岗位胜任力模型。方法采用文献分析法、专家咨询法和行为事件访谈法收集和筛选卫生信息人才岗位胜任力特征,根据胜任力特征编制胜任力重要性调查问卷,对调查问卷进行探索性因子分析,并对因子进行命名,构建卫生信息人才岗位胜任力模型。结果最终确定模型包括3个层次,6个维度及16个条目(中心层:"职业精神";次外层:"社交能力"、"学习创新能力";最外层:"业务能力"、"计算机技术"及"学科基础知识"),每项二级条目由5个等级的具体行为描述构成。结论构建的卫生信息人才岗位胜任力模型概括了对卫生信息人才的能力要求,能够为提高卫生信息人才岗位胜任力提供科学依据。     

胜任力模型在医院护士长素质测评中的应用

卫生部人才交流服务中心人才研究中心依据先前的研究成果——护士长通用胜任力模型，对山东省青岛市H医疗集团的32名在职护士长进行了胜任力测评，模型与实际情况较为一致。     

医院统计人员胜任力评价指标体系构建研究北大核心CSCD

目的构建医院统计人员胜任力评价指标体系。方法采用文献法、行为事件访谈法和核检表法收集和筛选医院统计人员胜任力评价指标,根据胜任力评价指标编制胜任力重要度调查问卷,采用SPSS13.0对问卷调查数据进行探索性因子分析,确定评价指标体系的框架结构,运用层次分析法确定医院统计人员胜任力评价指标的权重。结果构建的医院统计人员胜任力评价指标体系包括5个一级指标和24个二级指标。结论构建的医院统计人员胜任力评价指标体系概括了医院对统计人员的能力要求,可以作为提高医院统计人员胜任力的依据。     

浅析卫生监督人员胜任力模型研究

目的探索卫生监督人员所需的胜任特质,构建卫生监督人员胜任力模型。方法采用分层抽样的方法抽取我国4省和2个直辖市的卫生监督员为研究对象,通过文献法、工作分析法、问卷调查法和行为事件访谈法收集资料。结果卫生监督人员胜任力模型共包含24项特质,卫生监督胜任力模型可以划分为6大特征群。结论本研究第一次构建了我国卫生监督人员的胜任力模型,其研究成果为各级卫生监督机构更加有效的组合人才。更好地录用、选拔、配置、培训、激励卫生监督人员提供方法和依据。     

A critical evaluation of the validity and the reliability of global competency constructs for supervisor assessment of junior medical trainees

Supervisor assessments are critical for both formative and summative assessment in the workplace. Supervisor ratings remain an important source of such assessment in many educational jurisdictions even though there is ambiguity about their validity and reliability. The aims of this evaluation is to explore the: (1) construct validity of ward-based supervisor competency assessments; (2) reliability of supervisors for observing any overarching domain constructs identified (factors); (3) stability of factors across subgroups of contexts, supervisors and trainees; and (4) position of the observations compared to the established literature. Evaluated assessments were all those used to judge intern (trainee) suitability to become an unconditionally registered medical practitioner in the Australian Capital Territory, Australia in 2007–2008. Initial construct identification is by traditional exploratory factor analysis (EFA) using Principal component analysis with Varimax rotation. Factor stability is explored by EFA of subgroups by different contexts such as hospital type, and different types of supervisors and trainees. The unit of analysis is each assessment, and includes all available assessments without aggregation of any scores to obtain the factors. Reliability of identified constructs is by variance components analysis of the summed trainee scores for each factor and the number of assessments needed to provide an acceptably reliable assessment using the construct, the reliability unit of analysis being the score for each factor for every assessment. For the 374 assessments from 74 trainees and 73 supervisors, the EFA resulted in 3 factors identified from the scree plot, accounting for only 68 % of the variance with factor 1 having features of a “general professional job performance” competency (eigenvalue 7.630; variance 54.5 %); factor 2 “clinical skills” (eigenvalue 1.036; variance 7.4 %); and factor 3 “professional and personal” competency (eigenvalue 0.867; variance 6.2 %). The percent trainee score variance for the summed competency item scores for factors 1, 2 and 3 were 40.4, 27.4 and 22.9 % respectively. The number of assessments needed to give a reliability coefficient of 0.80 was 6, 11 and 13 respectively. The factor structure remained stable for subgroups of female trainees, Australian graduate trainees, the central hospital, surgeons, staff specialist, visiting medical officers and the separation into single years. Physicians as supervisors, male trainees, and male supervisors all had a different grouping of items within 3 factors which all had competency items that collapsed into the predefined “face value” constructs of competence. These observations add new insights compared to the established literature. For the setting, most supervisors appear to be assessing a dominant construct domain which is similar to a general professional job performance competency. This global construct consists of individual competency items that supervisors spontaneously align and has acceptable assessment reliability. However, factor structure instability between different populations of supervisors and trainees means that subpopulations of trainees may be assessed differently and that some subpopulations of supervisors are assessing the same trainees with different constructs than other supervisors. The lack of competency criterion standardisation of supervisors’ assessments brings into question the validity of this assessment method as currently used.     

省级护理质量督导员队伍建设及作用

目的探讨陕西省省级护理质量督导员队伍的建设和作用。方法通过条件选拔、系统培训和效果评价等措施,建立省级护理质量督导员队伍。督导员实施县级医院质量督导,开展质量相关培训,医院等级评审前支援,接受电话咨询或到访咨询。结果共培养30名省级护理质量督导员,其接受系统培训并考核合格,具备督导员资格。督导员开展工作后,县级医院护理质量较前有所改善。结论建立省级护理质量督导员队伍,能够帮助县级医院发现问题并改进,不断提升护理质量。     

Managerial performance and cost efficiency of Japanese local public hospitals: a latent class stochastic frontier model

The paper explores the link between managerial performance and cost efficiency of 617 Japanese general local public hospitals in 1999-2007. Treating managerial performance as unobservable heterogeneity, the paper employs a panel data stochastic cost frontier model with latent classes. Financial parameters associated with better managerial performance are found to be positively significant in explaining the probability of belonging to the more efficient latent class. The analysis of latent class membership was consistent with the conjecture that unobservable technological heterogeneity reflected in the existence of the latent classes is related to managerial performance. The findings may support the cause for raising efficiency of Japanese local public hospitals by enhancing the quality of management.     

肝炎中医辨证分型研究中潜在类别模型的应用

目的对肝炎的中医症状、体征分类,探讨潜在类别模型在多个二分类反应变量聚类分析中的应用。方法本研究共收集2011年全国56家医院接受中医治疗或者中西医结合治疗的肝炎患者信息,建立肝炎患者中医症状和体征的数据库,最终得到737例肝炎患者症状和体征信息。利用潜在类别模型对肝炎患者的中医证候进行辨证(SAS软件Proc LCA模块),以探讨显在变量(中医症状)和潜在变量(中医证候)之间的内在联系,利用最少的潜在分类来解释显变量的关联程度。潜类别分析过程包括模型参数化、参数估计、模型识别、模型评价、潜在分类和结果解释。结果以BIC最小为标准,5个潜类别的潜变量模型是数据拟合的理想模型(BIC=2 601.43)。依据中医证候(中医症状、体征),对各种潜在类别依据其下各项目的条件概率特点进行潜类别解释,按照后验概率,737例肝炎患者可以分为5类,分别为:肝肾阴虚,湿阳脾胃,湿热中阻,肝郁脾虚,肝郁气滞。各组的人数分别为:148人,170人,46人,265人,108人。结论潜在类别分析是描述一组分类变量间相互关系所形成的数学模型,综合了结构方程模型与对数线性模型的思想,潜变量的"降维简化"技术既可以从群体角度帮助我们确定肝炎的证候分类,也可以从个体角度确定其属的证候,达到中医辨证的目的。     

公立医院医生对组织管理满意度的评价研究

目的 了解公立医院的组织管理水平并发现其不足,为管理部门进行相关决策提供依据.方法 按照分层随机抽样原则,对12个城市不同级别医院中的5 677名医生进行问卷调查,采用因子分析萃取因素,之后根据因子分析结果建立评价模型,对公立医院组织管理水平进行模糊综合评判.结果 医生对医院组织管理满意度总得分为3.25分,制度建设、领导行为2个次维度分别得分为2.88分、3.20分.结论 公立医院的组织管理水平有待进一步提升,尤其是要重视医院管理制度的制定和实施.     

Nurses' attitudes toward parent participation: personal and professional characteristics.

A nonrandom sample of 273 registered nurses completed a questionnaire that included the Parent Participation Attitude Scale and a personal and professional data section. Analysis of variance indicated that subjects who were married, were parents, were nursing supervisors, had a collegiate nursing education, or worked in Hospital 1 or 4 had more positive attitudes toward parent participation than did subjects who did not possess these characteristics. Further study of nurses from 28 hospitals found that head nurses, nursing supervisors, nurses with a professional nursing education, and nurses with a master's degree in nursing had significantly more accepting attitudes than did nurses without these characteristics.     

Nurses’ attitudes toward parent participation: Personal and professional characteristics

A nonrandom sample of 273 registered nurses completed a questionnaire that included the Parent Participation Attitude Scale and a personal and professional data section. Analysis of variance indicated that subjects who were married, were parents, were nursing supervisors, had a collegiate nursing education, or worked in Hospital 1 or 4 had more positive attitudes toward parent participation than did subjects who did not possess these characteristics. Further study of nurses from 28 hospitals found that head nurses, nursing supervisors, nurses with a professional nursing education, and nurses with a master's degree in nursing had significantly more accepting attitudes than did nurses without these characteristics.     

Glimpsing undergraduate research from the view of the advisors of Nursing scholarships

This research aimed at understanding the meaning of undergraduate research for supervisors of Nursing scholarship students in a university in the South of Brazil. The methodological reference used was the Grounded Theory, by the means of interviews with seven undergraduate research scholarship advisors forming two sample groups. The phenomenon "glimpsing undergraduate research activities of research groups coordinated by nursing advisors, the basis of competency formation in research of the scholarships" emerged form the interrelation of six categories. To be a advisor and researcher of human resources in research form undergraduation requires pedagogical, instrumental, and managerial competencies associated to research policies of nursing and health.     

公立医院中层干部胜任力培训体系构建与实践

目的探索将胜任力模型与重要性-可塑性矩阵相结合,建立培训体系并应用于公立医院中层干部培训中,促进干部能力提升。方法以自贡市某三甲医院108名干部为样本,用逻辑推导法、因子分析法建立胜任力模型;用重要性-可塑性矩阵筛选需要的胜任力培训方式;用柯氏模型评估反应层次、行为层次培训效果;用密切值法评估胜任力提升效果。结果实践证明,培训整体效果明显,尤其是公立医院中层干部亟需的管理能力、团队建设、统率能力三项能力提升明显。 结论基于胜任力模型的中层干部培训体系具有实用性和可操作性,可为医院干部培训提供重要参考。