双因素理论在护理层级绩效奖金管理中的应用及价值

目的探讨双因素理论在护理层级绩效奖金管理中的应用方法，并分析其应用价值。方法选择530名临床一线护理人员为研究对象，运用双因素理论的绩效奖金分级管理，干预前则进行普通护理层级管理，比较干预前后1年内合同制护理人员流失情况、护理三基成绩和绩效分数及护理人员对奖金收入满意情况。结果干预后合同制护理人员流失率低于干预前（P〈0．05），干预后护理三基成绩高于干预前（P〈0．05），绩效考核分数高于干预前（P〈0．05），干预后护理人员对奖金收入满意率显著高于干预前（P〈0．05）。结论运用双因素理论实施护理绩效奖金层级管理，能显著提高护理人员工作积极性和主动性，更好的保证护理队伍的稳定性。

The application and value of management with nursing level of performance bonuses by Two-factor theory

Objective To investigate the application and value of management with nursing level of performance bonuses by two-factor theory. Methods 530 nurses in the line clinical were ehoosed and used the performance bonuses with two-factor theory of hierarchical management,and pre-intervention management was carried out with ordinary care,that contract wastage of nurses,nursing three basic accomplishments and scores and nursing staff satisfaction on bonus income situation before and after intervention of 1 year were compared. Results After the intervention,nursing intervention contract churn rate was lower than before （P 〈 0.05）,three base score intervention were higher than before （P 〈 0.05）,performance evaluation score was higher than before （P 〈 0.05）,nurses bonus income satisfaction rate was significantly higher than before （P 〈 0.05）. Conclusion The use of management with nursing level of performance bonuses by two-factor theory can significantly improve nurses＇work enthusiasm and initiative,it can better ensure the stability of the care team.