Study Of Job Performance And Related Factors Among Nurses In Changsha

Objective: To investigate the level of job performance of clinic nurses in Changsha, and to examinate the variation in job performance among nurses by personal characteristics. To improve utilization of human resources, and to alleviate the status of nurses shortagement.Methods: A stratified randomized method was used. 630 registered nurses of 12 hospitals in Changsha were randomly selected. Three instruments were used for data collection: Individual Information Sheet was used to collect the subject' demographic information;A translated version of Six-D Scale Items for Nurse Graduate Self-Appraisal by Xiaoli Yang, developed by Schwirian PM, including six dimensions:(leadship, critical care, teaching, planning, communication and professional development), was used for assessing job performance; A modified scale of Work Values Scale, developed by Tiexiong Wu, modified by Jiahua Shi, for work values. Describing analysis, t test, one-way ANOVA, SNK test, Kruskal-Wallis H, Pearson correlation and multiple linear stepwise regression were performed by SPSS11.5.Result: 1,In the six types of professional development received the highest scores(3.02±0.45), health education received the lowest scores(2.63±0.49).2,There were significant differences of various dimensions of job performance by age, years of work experience, education levels, job title, duties and incomes(P < 0.05). There was a positive relationship between age and job performance. There was a highest scores of nurse worked over 20 years. There was a positive correlation between education levels and performance in leadership and planning.In the leadership and professional development, nurses-in-charge had higher scores than primary nurses and nurses(P < 0.05). In the caritical care and leadership, the performance growed higher with incomes. Regression analysis found that, except of professional development, academic qualifications entered the regression model of the other dimensions (P < 0.05). Titles entered the regression models of leadership, intensive care, professional development and total performance. Duties only entered the regression models of the professional development and leadership. There were significant differences of other performance dimensions by incomes, except of teaching; Incomes was the most important factor of the total performance(β=0.140). Single-factor analysis revealed that there were significant differences of the scores of leadership, critical care and planning in different marriages, and divorced nurses had the highest scores(P < 0.05). The performance scores of the formal nurses in leadership, critical care, professional development, were significantly higher than the contracted nurses. Nurses working in public hospitals in leadership and the critical care were higher than on non-public hospital nurses(P < 0.05). There were significant affection on the leadership, critical care and planning by different hospital ranks.Conclusion: 1,The performance of nurses was in the mid to upper level in Changsha. In the six types of professional development with the highest scores, health education received the lowest scores.2,The influential factors of leadership are income, job, educational level, job title, hospital level; The influential factors of intensive care are income, education, job title, hospital level; The influential factors of teaching are education, age care; The influential factors of planning are the way office, income, education, age care; The influential factors of communication are education, age, income; The influential factors of professional development are income, job, marital status, functions; The influential factors of the total performance are income, education, job title.3,There is a positive correlation between the work values of the various dimensions of work performance' dimensions. Self-esteem is the primary factor in performance.