Study On The Construction Of Nurse Performance Evaluation Index System In Third-class A General Hospital

Objective:Based on the content of performance appraisal,combined with the shortcomings in the current performance appraisal,this study constructs the performance appraisal index system of nurses in the top three general hospitals,and verifies the scientificity,rationality and applicability of the index system through empirical research,and develops performance for nursing managers.The assessment activities,improve the nurse's work ability and work literacy,improve the overall quality of medical services,guide the growth and development of nurses,and improve the level of hospital care performance management.Methods:Firstly,this study used literature research,theoretical analysis and brainstorming methods to collate and analyze relevant literature at home and abroad,and initially constructed a framework of performance evaluation index system for nurses in third-level general hospitals.The Delphi method was used to carry out two rounds of expert consultations for 29 experts in related fields.According to the screening criteria and the suggestions made by the consulting experts,the preliminary established index system was revised to form a relatively complete performance appraisal indicator system for the top three general hospitals.Secondly,using the analytic hierarchy process,the weights of each indicator are calculated,and the relative importance of each indicator in the overall indicator system is clarified.Finally,according to the index system constructed in the previous period,the questionnaire of“Importance and Recognition of Nurses'Performance Appraisal Items in the Top Three General Hospitals”was compiled.A large-scale top three general hospital in Shanxi was used as a sample hospital,and internal medicine,surgery,obstetrics and gynecology were taken from the clinical department of the hospital.The medical technology department extracted the operating room,a total of four departments,each department randomly selected 100 nurses,and recovered 380 valid questionnaires.Based on the results of the survey,the reliability and validity of the indicator system were tested,and the dimensions and entries of the indicator system were utilized.The weight coefficient,calculate the dimensions of each index and the score of the index,and compare the scores of the recognition degree of different demographic indicators.Results:1.Construction of the performance evaluation index system for nurses in the top three general hospitals(1)The positive coefficients of the two rounds of expert consultation results were96.67%and 100%,the expert authority degree coefficient was 0.96,and the expert opinion coordination coefficient was 0.446 and 0.580,respectively,and the differences were statistically significant.(2)Constructed the performance appraisal index system of nurses in the top three general hospitals:5 first-level indicators and 28 second-level indicators.Among them,the first-level indicators and their weights are post environment(0.1479),work quality(0.3467),and work ability.(0.1929),working attitude(0.2620),basic situation(0.0505).2.Examination of the performance appraisal index system of nurses in the top three general hospitals(1)Reliability test results of nurses'performance appraisal index system in the top three general hospitalsThe Cronbach'?coefficient of the overall evaluation index system is 0.946,and the Cronbach'?coefficient of the five primary indicators is 0.853 to 0.888,and the Cronbach'?coefficient of the index system as a whole is higher than the Cronbach'?coefficient of each primary index.(2)Validity test results of nurses'performance appraisal index system in the top three general hospitals1)Content validity of the indicator system:The I-CVI of each indicator in the indicator system is?0.75,and S-CVI/UA and S-CVI/Ave are 0.93 and 0.99,respectively.2)Structural validity of the indicator system:In the exploratory factor analysis,five common factors were extracted by principal component factor analysis,and the cumulative variance contribution rate reached 67.924%,which was basically consistent with the structure of the index system constructed in the previous period.In the confirmatory factor analysis,the external quality evaluation results of the model were:GFI=0.825,AGFI=0.788,RMR=0.033,RSMEA=0.079,NFI=0.856,RFI=0.837,IFI=0.894,TLI=0.880,CFI=0.893,PGFI=0.681,PNFI=0.758,?~2/d'f=3.351;the intrinsic quality evaluation of the model,the combined reliability of the five latent variables is0.8611~0.9043,both higher than 0.60,and the average variance extraction is 0.4924~0.6200,the average variance of the work quality except the potential variable is less than0.50,and the rest are greater than 0.50.3.Feasibility analysis results:The questionnaire recovery rate was 100%,the questionnaire effective rate was 95%,and each questionnaire was completed within the specified time.4.Analysis of the recognition degree of nurses'performance appraisal index system in the top three general hospitalsIn this study,the highest recognition score of the indicator system is the work quality dimension,the score is:1.61±0.18;the lowest score of the indicator system recognition degree is the basic situation dimension,and the score is:0.23±0.03.The top three entries in the indicator system entry recognition score are:PDA medical order execution quality,comprehensive satisfaction,and nursing information system application ability.The scores are:0.39±0.06,0.39±0.05,0.34±0.05,respectively.The last three entries in the ranking are:highest education,compliance with relevant laws and regulations,and working years scores:0.04,0.05±0.01,0.03±0.01.Conclusion:Based on the performance appraisal content,this study is based on the performance appraisal index system of nurses in the top three general hospitals.The expert opinions are concentrated and coordinated.The weights of the indicators are scientific and reasonable,and the reliability and validity are good.It can improve the nurses'work ability,improve the quality of nursing services,salary and duties.The adjustment,nurse training,and work performance improvement provide a reference,but still need to continue to improve according to the practical application.