深圳市三级医院临床护士工作满意度与离职倾向的关系研究

目的 探讨深圳市三级医院临床护士的工作满意度与离职倾向的关系及其影响因素.方法 采用问卷调查法,对深圳市3家非营利性三级综合性医院646名临床护士进行工作满意度和离职倾向的问卷调查.结果 内、外在满意度和总满意度与离职倾向的pearson相关系数r分别为-0.49、-0.57、-0.56(均P<0.01);不同工龄的临床护士工作满意度得分差异有统计学意义(P<0.05),不同年龄、工龄和任职方式的临床护士离职倾向得分差异有统计学意义(P<0.01).结论 临床护士的工作满意度与离职倾向呈显著负相关,即满意度越高,离职倾向越低;人口特征因素对临床护士的工作满意度和离职倾向分别有不同的影响.建议医院及护理管理者应结合护士的具体情况,采取多种激励手段相结合,从而有效地提高临床护士的工作满意度,降低离职率,稳定护理队伍.     

压疮风险预警报告表的设计与应用研究

目的 提高压疮的防治率,降低压疮的院内发生率.方法 选择2007年1月至2008年12月住院病人采用压疮风险预警报告表进行压疮风险评估,筛选出1881例压疮高危病人,将其作为观察组,并对其皮肤情况进行监控,采取针对性的防压疮护理措施及压疮风险预警资料信息化管理.采用历史对照法,将2005年1月至2006年12月用Braden量表进行压疮风险评估,筛选出1650例的相关资料设为对照组.观察两组高风险压疮预报准确率、难免压疮的发生率、不同程度难免压疮的发生数及可避免压疮发生数.结果 两组高风险压疮预报准确率、难免压疮的发生率、Ⅱ度难免压疮的发生数及可避免压疮发生数比较,观察组均明显优于对照组,差异有显著性(P<0.05).结论 应用压疮风险预警报告表能有效预测压疮风险,结合医院信息化平台进行压疮预报数据资料管理,预见性地实施压疮护理措施及管理监控,能提高基础护理质量,降低高危病人压疮发生率.     

开设PICC专科护理门诊的探讨

目的 探讨PIC专科护理门诊科学、规范的工作模式和管理方法 .方法 通过开设PICC专科护理门诊的实践,制定相应的流程和制度.结果 开设PICC专科护理门诊,满足了出院患者导管的日常维护,在减轻病房工作压力的同时,方便了患者,促进了PICC技术的开展和普及.结论 设立PICC专科护理门诊可满足就诊者多元化的需求,提升了专科护理质量,有利于护理专科的发展.     

护理干预对肿瘤经外周静脉置入中心静脉导管患者自我护理能力和健康行为的影响

目的 探讨护理干预对肿瘤经外周静脉置入中心静脉导管(PICC)患者自我护理能力和健康行为的影响,以提高肿瘤PICC患者的生活质量.方法 将218例肿瘤PICC患者随机分为干预组107例和对照组111例,对照组采用常规护理,干预组在对照组的基础上由PICC专科护士给予针对性的认知干预,内容包括健康知识水平、自我概念、自护责任感和自我护理技能等4个方面,干预时间为3个月.干预前后进行问卷调查.比较2组的自我护理能力和健康行为水平.结果 干预后干预组自我护理能力及健康知识水平显著高对照组.结论 有针对性的护理干预能有效地提高门诊肿瘤PICC患者的自我护理能力,改善健康行为.     

PICC置管患者对专科护理门诊工作模式的评价

目的 了解PICC置管患者对专科护理门诊工作模式的评价,为规范专科护理门诊工作流程提供参考依据.方法 采用自行设计的调查问卷,对118例PICC置管肿瘤患者进行问卷调查,并对调查结果进行分析.结果 92.37%调查对象认为PICC专科护理门诊能解决PICC置管患者治疗问歇期出院后的导管维护问题,但不同的文化程度、经济收入患者对PICC护理门诊的工作流程及维护费用的评价存在差异.结论 建立规范的PICC专科护理门诊可满足PICC置管患者出院导管的延续护理,为PICC置管的推广提供保障.     

护理人员科研能力提高措施及效果分析

目的:探讨提高护理人员科研能力的措施并分析其效果.方法:建立护理科研管理组织,加大护理人员科研能力的培养力度,并结合医院的实际情况实施有效的科研激励机制.结果:护理人员写作能力逐渐提高,护理论文在核心期刊上的发表率逐年上升.结论:要提高护理人员的整体科研能力,应加强护理人员的在职继续教育培训,理论联系实际,实施有效的激励机制.     

腹部手术患者疼痛评估管理的效果观察

目的 探讨对腹部手术患者实施疼痛评估管理的效果.方法 将251例择期腹部手术患者随机分为对照组(n=116)和观察组(n=135),对照组患者采用传统的临床经验法对疼痛进行护理,即患者在术后主诉疼痛难忍和要求药物镇痛时才被动地给予镇痛治疗;观察组在常规围术期护理基础上实施疼痛评估管理,要求护理人员统一掌握使用视觉模拟疼痛量表(Visual Analogue Scale,VAS):护士从患者入院即开始运用规范的语言对患者和家属进行疼痛知识及疼痛治疗观念教育,介绍使用VAS线性标尺表达疼痛的方法,使其对术后疼痛有较全面的认识,能正确地表达术后疼痛,当VAS评分≥5分即报告医生进行镇痛治疗.术后72 h对两组患者进行问卷调查,评估镇痛治疗效果及其满意度.结果 两组患者接受镇痛治疗态度、术后72 h内镇痛治疗频率、疼痛治疗满意度差异均有统计学意义(P＜0.001).结论 规范化疼痛评估管理增强了患者镇痛治疗的依从性,减轻了患者术后疼痛,有利于术后康复.     

压疮风险预警报告表的设计与应用研究

Objective To elevate the prevention rate and reduce the incidence of pressure ulcer inhospi-tal. Methods Design a forecast report chart to assess patients who were in hospital from Jan. 2007 to Dec. 2008 by putting this chart in application, from which screen out 1881 patients who were susceptible to high risk of pressure ulcer (patients" risk scale was below 14) . Those patients were regarded as investigation group, and their shin con-difions was observed, and taken effective nursing measures. Using historical contrast, the patients picked out by Braden chart in Jan. 2005-Dec. 2006 were considered as control group. The differences in gender, age, history, and the number of patients between two groups were insignificant (P>0.05) . The high - risk prediction accura-cy rate of pressure ulcer, inevitable pressure ulcer rate, the amount of inevitable pressure ulcer in different depth, and the amount of evitable pressure ulcer were analyzed. Results The high - risk prediction accuracy rote of pres-sure ulcer, inevitable pressure ulcer rate, the amount of inevitable pressure ulcer in Ⅱ depth, and the amount of evitable pressure ulcer inhospital of investigation group were significantly better than those of control group (P < 0.05) . Conclusions The forecast report chart is a more effective in pressure ulcer risk prediction. Predictive nuring , management and supervision for patients with pressure ulcer high risk factors are conducive to the im-provement of the basic nursing quality and thus lower the incidence of pressure ulcer among high risk patients.     

深圳市三级医院临床护士组织承诺及影响因素调查分析

Objective To study the organizational commitment and influencing factors of clinical nurses at tertiary hospital in Shenzhen. Methods 347 clinical nurses from a tertiary hospital were select-ed by stratified random sampling and investigated and analyzed for organizational commitment with ques-tionnaires. Results Total score for organizational commitment of clinical nurses was (60.45±9.99),in which, from the highest to the lowest, the scores for five aspects were normative commitment (14.49±2.97), affective commitment (13.50±3.57), ideal commitment (11.69±3.20), economic commitment (11.27±3.23), opportunity commitment (9.50±3.30),respectively, their influencing factors included age, nursing age, mari-tal status, professional tide. Conclusions The organizational commitment of clinical nurses is at higher-middle level, their influencing factors are multi-dimensional, demographic characteristics have different im-pact on five aspects of organizational commitment.     

深圳市三级医院临床护士组织承诺及影响因素调查分析

Objective To study the organizational commitment and influencing factors of clinical nurses at tertiary hospital in Shenzhen. Methods 347 clinical nurses from a tertiary hospital were select-ed by stratified random sampling and investigated and analyzed for organizational commitment with ques-tionnaires. Results Total score for organizational commitment of clinical nurses was (60.45±9.99),in which, from the highest to the lowest, the scores for five aspects were normative commitment (14.49±2.97), affective commitment (13.50±3.57), ideal commitment (11.69±3.20), economic commitment (11.27±3.23), opportunity commitment (9.50±3.30),respectively, their influencing factors included age, nursing age, mari-tal status, professional tide. Conclusions The organizational commitment of clinical nurses is at higher-middle level, their influencing factors are multi-dimensional, demographic characteristics have different im-pact on five aspects of organizational commitment.