护理专业两种临床见习模式的对比研究

[目的]比较护理专业两种临床见习模式的效果.[方法]将2007级本科护生、2008级专科护生176名随机分为对照组88名和实验组88名,以<外科护理学>为改革课程,对照组采用传统的分散见习教学模式,实验组采用集中见习的教学模式进行比较.[结果]实验组对见习的满意度较高于对照组,两种临床见习模式的效果评价存在差异(P<0.05),两组护生成绩也存在差异(P<0.01).[结论]集中见习效果优于分散见习,护理专业应采用集中见习更为适合.     

本科《基础护理学》课程临床见习效果评价

[目的]了解本科护理专业《基础护理学》课程临床见习质量。[方法]采用随机整群抽样调查的方法,对护理本科生就《基础护理学》课程临床见习相关的一般情况、对临床带教老师教学态度、临床见习课教学效果评价等内容进行了调查。[结果]本组97名本科护生均为女性,其中维吾尔族护生占51.5%,汉族护生占48.5%;本科护生对临床带教老师教学态度评价优良率在80.4%及以上;76.3%以上护生对临床带教老师教学能力评价较高;有79.4%的护生表示临床见习课能部分完成课堂所学护理知识和技术;94.8%护生对临床见习课比较重视;43.3%护生认为临床见习课时间安排不太合适;维吾尔族、汉族本科护生对临床见习课效果评价所持赞同率不同（P〈0.01）。[结论]本科护生普遍重视临床见习课,对临床带教老师教学态度及教学能力评价均较高,对临床见习课效果评价所持赞同率维吾尔族护生明显高于汉族护生,但需对临床见习课时间进行合理安排,使护生通过临床见习课掌握课堂所学护理知识和技术,进一步巩固教学效果,提高整体护理教学质量。     

本科《基础护理学》课程临床见习效果评价

[目的]了解本科护理专业《基础护理学》课程临床见习质量。[方法]采用随机整群抽样调查的方法,对护理本科生就《基础护理学》课程临床见习相关的一般情况、对临床带教老师教学态度、临床见习课教学效果评价等内容进行了调查。[结果]本组97名本科护生均为女性,其中维吾尔族护生占51.5%,汉族护生占48.5%;本科护生对临床带教老师教学态度评价优良率在80.4%及以上;76.3%以上护生对临床带教老师教学能力评价较高;有79.4%的护生表示临床见习课能部分完成课堂所学护理知识和技术;94.8%护生对临床见习课比较重视;43.3%护生认为临床见习课时间安排不太合适;维吾尔族、汉族本科护生对临床见习课效果评价所持赞同率不同(P<0.01)。[结论]本科护生普遍重视临床见习课,对临床带教老师教学态度及教学能力评价均较高,对临床见习课效果评价所持赞同率维吾尔族护生明显高于汉族护生,但需对临床见习课时间进行合理安排,使护生通过临床见习课掌握课堂所学护理知识和技术,进一步巩固教学效果,提高整体护理教学质量。     

双导师制带教模式对护生临床实践能力的影响

目的：探讨双导师制（学校导师和临床导师）的临床见习带教模式对护生临床实践能力的影响。方法：选取2012级的护理学生共120名,采用集中见习、分组对照的方法,实验组采取以双导师合作的带教模式,对照组采取传统的以临床教师为主的带教模式。结果：实验组护生临床实践能力的四个维度得分（临床护理能力、沟通交流、专业与自我发展、评判性思维）及总分均高于对照组（P ＜0.05）。结论：双导师合作的带教模式可以有效提高护生的临床实践能力,并能激发学生的学习兴趣,从而缩短理论教学和临床实践教学的差距。     

临床见习人文环境对护理本科生见习满意度的影响

目的了解护理本科生见习人文环境对见习满意度的影响,完善教学环境,提高教学质量。方法采用问卷调查法,自行设计问卷对104名护理本科生进行调查,内容包括临床见习人文环境中医患关系、教学方法、师生关系、参与性和护生见习满意度。结果护生满意度得分为(11.72±1.93)分;师生关系得分较高(14.91±3.70)分,教学方法、护生参与性、医患关系得分低;多元逐步回归提示护生参与性(β=0.451,P0.01)和医患关系(β=0.293,P0.01)是临床见习满意度的重要影响因素。结论临床教学应从提高护生的参与性、改善医患关系、改革临床见习教学方法等方面入手,提高护理本科生见习满意度。     

问题式教学法在高职护生外科护理临床见习中的应用

目的:探讨问题式教学法在高职护生外科护理临床见习中的应用效果.方法:选取2006级五年制高职护生2个班共110人.分为实验组和对照组各55人.在外科护理临床见习中,实验组采用问题式教学法,对照组采用传统的教学方法.完成见习回校后,采用相同试卷进行期末理论考核,同时发放调查问卷,了解两组护生的见习效果.结果:实验组护生问卷调查各项有效率、外科理论考核成绩均高于对照组(P＜0.01).结论:问题式教学法能有效提高外科护理临床见习效果.     

以学生为主体的问题解决教学法在临床教学中的应用效果

目的 探讨以学生为主体解决问题式教学法在临床见习中的实施效果.方法 将上海市某卫生学校3年级中专生随机分为实验组41名与对照组43名.实验组在临床见习中采用以护生为主体的问题解决临床护理教学法;对照组在临床见习中使用以教师为主体的传统教学法.以护士自主学习准备度量表、临床见习效果调查表、临床护理期末成绩分析作为评价手段.结果 实验组在自我管理、自我控制、学习渴望方面的得分均高于对照组,差异有统计学意义（P＜0.05）;实验组在提高病例讨论的主动性,提高病例分析归纳能力方面高于对照组,差异有统计学意义（P＜0.05）;外科期末理论成绩实验组高于对照组,差异有统计学意义（P＜0.01）.结论 以学生为主体解决问题式的教学法能提高护生的自主学习能力、提高学习成绩及病例分析能力.     

基于ASK模型的关怀体验式培训体系在手术室本科护生教学中的应用

目的 探讨基于ASK模型的关怀体验式培训体系在手术室本科护理专业学生(以下称护生)教学中的应用效果。方法 选择2019年7月—2020年2月在本院手术室实习的71名本科护生作为对照组，2020年7月—2021年2月实习的76名本科护生作为ASK组，每组共有8轮护生，每轮8～10名，均在手术室实习4周。对照组实施常规培训模式；ASK组实施基于ASK模型的关怀体验式培训，以提升护生ASK(即Attitude—态度，Skill—技能，Knowledge—知识)3方面的核心能力。比较两组的出科理论和操作成绩、PPT病例汇报成绩、人文关怀能力、实习护生教学满意度、教学老师对护生的评价。结果 两组出科理论成绩和操作成绩比较，差异无统计学意义(P>0.05);培训后ASK组护生PPT病例汇报得分为(92.32±4.83)分，高于对照组的(85.91±5.42)分，人文关怀能力量表总分为(183.24±13.41)分，高于对照组的(172.33±13.59)分，差异均有统计学意义(P<0.05);两组护生教学满意度比较、教学老师对两组护生的评价比较，差异有统计学意义(P<0.05)。...     

本科护生见习前后对病人安全认知状况的比较分析

[目的]了解本科护生见习前后对病人安全意识、技能和态度的认知现状。[方法]采用经修改后的病人安全评估问卷对188名护理本科生分别在见习前及见习结束后进行问卷调查。[结果]护生见习前促进病人安全意识认知得分(29.55±3.49)分,见习后得分(30.61±2.99)分;见习前确保病人安全基本技能认知得分(30.24±3.81)分,见习后得分(31.60±3.56)分;护生见习前病人安全认知总分(78.53±7.82)分,见习后总分(80.78±7.18)分,差异均有统计学意义(P0.05)。[结论]临床见习有助于提高护生病人安全的认识。     

护理本科生临床见习模式的实践

目的探讨护理本科生临床见习模式,提高护理实践教学质量。方法对2006级护理本科1班护生30人采用集中见习模式（实验组）,2班护生60人采用传统的分散见习模式（对照组）,将2组学生见习后各课程考试成绩、《护理学基础》理论考试中记忆、理解和应用知识点得分进行比较,对2组护生见习后进行访谈,对实验组护生见习后进行学习兴趣的问卷调查。结果2组护生见习后各课程考试成绩比较差异显著,2组《护理学基础》理论考试中记忆、理解和应用知识点得分比较,差异均有统计学意义。实验组96．8％对集中见习教学感兴趣,其中805％呈中等以上水平（兴趣指数≥3分）。结论集中见习能增进护生的学习积极性,提高护生学习效果,促进专业思想的形成;集中见习强化了理解和应用类知识点,而分散见习则强化了记忆类知识点;在护生临床见习中多种见习方法有机地结合,采用多种教学方法和评价手段是提高见习质量的重要保证。     

A model for research-based practice

• ? Nursing practice is based on experience, tradition, intuition, common sense, untested theory and sometimes research.
• ? There are a number of reasons why nurses may see research as irrelevant to their practice.
• ? This paper provides a model identifying possible strategies to help nurses develop research-based practice.

     

Redescribing reflective practice and evidence-based practice discourses

This paper provides an analysis on the discourses of reflective practice and evidence-based practice. It commences by examining the role of discourse in describing and defining our beliefs and attitudes. Consequently, it argues that each discourse is based on a certain epistemology, which in effect are language constructs that create realities and like all language constructs, the epistemology of each discourse is open to the possibility of being restructured. Sequentially, any discourse can (re)describe a different type of reality by providing a set of different words, values and beliefs. Eventually, by exposing the language play and the engineered binary of the reflective practice and the evidence-based practice discourses it is concluded that these discourses are not mutually exclusive as they have been portrayed by most of the literature, but complementary ones. Finally, reflective practice and evidence-based practice are re-described as supplementary discourses and practitioners can simultaneously utilize both through the process of critical reflexivity.     

Nursing roles and levels of practice: a framework for differentiating between elementary,specialist and advancing nursing practice

The recent profusion of new nursing roles in the UK has led to much confusion in the minds of health care consumers, employers, nursing practitioners and educationalists regarding the meaning, scope of practice, preparation for, and expectations of such roles. Titles such as Clinical Nurse Specialist (CNS), Nurse Practitioner (NP), Advanced Nurse Practitioner (ANP), Higher Level Practitioner (HLP) and more recently Nurse Consultant (NC) are being adopted in a variety of care settings with little understanding or consensus as to the nature of or differences between such roles. Further, the former United Kingdom Central Council for Nursing, Midwifery and Health Visiting (1992) initiative for extending the scope of professional practice allows for the prospect that nurses can adopt additional clinical tasks or alter the nature of service provision provided that they acquire the appropriate education or training, levels of competence and are prepared to be accountable for their new practices. Consequently, nursing practice is becoming more diverse than ever before and the boundaries of inter- and intraprofessional practices are becoming increasingly blurred. The UKCC (1999a) has recently contributed to an understanding of the levels of clinical practice undertaken at the specialist level but the situation at advanced or consultant levels remains unclear.     

Practice development in psychological interventions: mental health nurse involvement in the Conversational Model of psychotherapy

This paper describes a mental health nurse led practice development initiative in psychotherapy. Four mental health nurses have been trained to deliver the Conversational Model of psychotherapy (also known as psychodynamic-interpersonal (PI) psychotherapy) a non-cognitive behavioural therapy (CBT) with a robust evidence base. We report on the robust range of both processes and outcome measures being used to evaluate this initiative. We conclude that good quality evidence-based practice requires careful planning and preparation, adequate financial resources from Trusts, as well as commitment and motivation from the staff expected to be involved in such initiatives.     

国外护士执业准入管理的现状及其启示

本文旨在通过介绍国外护士执业准入管理现状,以及国内护士执业准入管理的基本情况,分析得出我国护士执业准入管理中存在的问题：护士执业资格考试内容与院校护理教学改革方向相脱离,缺乏护士执业准入标准等,并提出制定我国护士执业准入标准、建立新的护士执业资格考试模式等解决办法。     

Evidence-based practice (EBP) is not enough

Certainly times have changed, and incorporation of evidence-based practice into clinical practice is a welcome change from the past. Unfortunately, the expected improved efficiency and clinical outcomes have yet to be observed, and we believe this to be related to multiple disciplines working independently and a lack of focus on an interprofessional, systems-based approach to health care. Shared decision making amongst all members of the health care team is needed with a patient first mindset.     

Paper 1: Conceptualizing the Transition from Advanced to Consultant Practitioner: Career Promotion or Significant Life Event?

BackgroundThe diversification of nursing and allied health profession (AHP) roles has seen unprecedented growth as organizations have sought to optimize limited health care resources. Within the UK health care system, the nonmedical consultant is viewed as the pinnacle of the clinical career ladder. Yet, nearly 15 years after their introduction, recruitment to these positions remains slow. Criticisms of nonmedical consultant practice include a lack of role clarity, a failure to work across the four domains of consultant practice, a lack of suitable applicants, and poor preparedness of new appointments. Although there is evidence exploring the nature and effectiveness of established consultant roles, little research addresses the development phase of aspiring consultants.ObjectivesTo explore the transitional journey experienced by trainee consultant radiographers as they move from advanced to consultant practitioner within a locally devised consultant development programme.DesignLongitudinal qualitative enquiry.Methods and SettingsFive trainee consultant radiographers were recruited to a locally devised consultant practice development program within a single UK hospital trust. Semistructured interviews were undertaken at 1, 6, and 12 months with the trainees.ResultsA challenging journey was recounted involving five key emotional stages that occurred in a consistent and predictable order (ie, elation, denial, doubt, crisis, and recovery). The identified stages had close parallels with Hopson's Life Events model, suggesting that transition to consultant practice is a significant life event rather than a straightforward job promotion.ConclusionsCurrent emphasis on the four domains of practice, although providing a clear framework for expected external role outcomes, overlooks the importance of the internal or subjective career development on the perceived success or failure of the role. Employers, educators, and professional bodies have a responsibility to facilitate aspirational consultants to explore and enhance their internal career development, offering more time to define themselves and their role with support to guide them through the transition journey.