Study The Present Situation Of Nursing Performance Evaluation In Six Grade Ⅲ-A Hospitals From Urumqi

Objective: To use the quantitative and qualitative combination research methods,know Urumqi six three level of first-class hospital nursing comprehensive performance evaluation satisfaction situation and reform attitude. Methods: According to random clustersampling method,extracted six three level of first-class comprehensive hospitals in thisregion; To use stratified random method, extracted1052nursing personnel questionnairesurvey in the six hospitals. At the same time, used phenomenological research methods ofqualitative study and interviewed30different titles nursing staff. Meanwhile, analysedand arranged the data with phenomenological analysis method, refining topics. Results:1)The nurse staff in three level of first-class hospitals are lack of recognition for currentperformance evaluation, which are mainly lack of recognition for the assessmentmethods and evaluation index content;2) Nurses staff with different basic material (title,education, departments, and work time) for the satisfaction degree of performance evalua-tion have significant differences (P <0.05);3) The overall score performance attitude forreform:48.01±7.04; There is statistically significant difference (P <0.05) in score of theperformance reform for nurses with differenttitles, educations, departments, and work time.4) The main content of qualitative interview research: The satisfaction degree forperformance evaluation are not ideal, ordinary nurses and the head nurse support thereform, and hope the emphasis on evaluation content, index, and put forward performanceevaluation should link up with workload, and relative factors, separate from the influenceof education background, professional title, the fixed years of job,which consistent withquantity and qualitative research results. Conclusion:The current nursing performanceevaluation system is not mature, check-up index and weight coefficient inassessment structure are not science, evaluation content not perfect, and lackof openness and transparency on the implementation, leading to the low overallsatisfaction for performance evaluation from nursing staff. Therefore, the reform should be away from the bondage of nursing performance title, education, personnelmanagement type, working years, building more gain for more pay nursing performance evaluation system, in order to improve the enthusiasm for work in nursing staff.