Analysis Of Status Quo And Demand Of On-the-job Training For Nurses In A 3A Classified Hospital In Changchun

Objective:This paper investigates the status of on-the-job training(training form,trainingmethods,training frequency,training and examination form)of nurses in a 3A classified hospital in Changchun Grade A general hospital in Changchun,analyzes the influence of different nursing staffs on in-service training(knowledge,skills,attitudes and values)Demand,so as to provide a basis for the hospital to develop targeted training programs,thereby improving the effectiveness of nursing staff on-the-job training and promote the improvement of the quality of nursing services.Methods:The literature review method is widely used to refer to the relevant literature on training needs of nurses,providing theoretical basis and methodological reference for this study.Through questionnaire survey and questionnaire survey,a total of 281 questionnaires were sent to 277 valid questionnaires by using random stratified sampling method.The questionnaire of training status of nurses and questionnaire of training needs are taken as the investigation tools.The survey includes the general information of nurses,the forms and methods of training,the forms of evaluation and so on.The nurses’ knowledge,skills,attitudes and values Training needs.Statistical analysis was used to describe the general information of the survey subjects.The demand analysis of different nursing staffs was analyzed by t-test and ANOVA.P <0.05 was considered statistically significant.Results:1.Among the surveyed subjects,44.3% of the nursing staff have job burnout.Occupational burnout in the three dimensions of the highest detection rate of personalization,accounting for 28.1%,followed by a decrease in personal accomplishment detection rate,accounting for 26.5%,and finally the detection rate of emotional exhaustion,accounting for 17.8%.2.Nursing staff working pressure of the total score(84.96 ± 18.59).Among the five dimensions of work stress,the highest ranked scores are nursing specialty and work dimension,and the average score of each question is(2.72 ± 0.79).Among them,the first three items with the highest scores are the social nursing work The status is too low,regular shift,salary and other benefits are low.The second most important dimension is the workload and the time allocation.The average score of each question is(2.64 ± 0.86),while the highest score of the first three The entries are too much workload,the number of nursing staff to work is not enough,the nature of non-nursing work too much;scores in the third dimension is in the patient care dimension,the average score of each question(2.60 ± 0.67),which scores The top three items in the top are worried that something goes wrong at work,the nurse’s job is not recognized by the patient and family,and the patient’s family members are not polite.The fourth dimension is the working environment and the resource dimension,with an average score of 2.26 ± 0.74).Among them,the highest scored item was crowded ward;the fifth ranked scoring was management and interpersonal dimension,and the average score per item was 1.93 ± 0.70,of which the top three scores Head is too critical care doctors,nurse managers too much criticism nursing,nurse managers understanding and support is not enough.3.Nursing staff’s marital status,health status,monthly income,job title,age is the impact of job burnout and its dimensions.Among them,marital status is the influencing factor of job burnout,and the probability of job burnout of married nurses is 4.941 times higher than that of unmarried women.Health status is a contributing factor to emotional exhaustion,which is 2.671 times more likely to be associated with emotional exhaustion than a nurse who is in good health.Professional title and monthly income are the factors influencing personalization.Compared with nurses,the possibility of depersonalization of competent nurses may be 0.275 times.Compared with the monthly income of less than 2000 yuan nursing staff,monthly income of 2000-3000 nurses in the possibility of de-personality is 8.093 times.Elderly care is a contributing factor to the reduction of personal accomplishment.Compared with nurses with 1-5 years of nursing care,the possibility of a decrease in their personal accomplishment in 6-10 years of age is 4.397 times.the possibility of a decrease in their personal accomplishment in 11-15 years of age is 4.397 times.is 14.179 times.Conclusions: 1.The hospital nurses occupational burnout higher detection rate.In the three dimensions of job burnout,de-personalization,personal accomplishment reduction,the highest detection rate,the lowest detection rate of emotional exhaustion.2.Nursing staff’s marital status,health status,monthly income,job title,nursing age is the impact of job burnout and its dimensions.Job stress in the work environment and resources,workload and time distribution,nursing profession and job burnout and its impact on each dimension.3.The hospital should aim at the influencing factors of occupational burnout of nurses and take targeted measures to improve the occupational burnout of nurses,so as to improve the quality of nursing service and improve patient satisfaction.