The Effect Of Dynamic Nursing Management Model On Social Capital And Work Performance Of Third-class Hospitals

Objective To explore the effect of dynamic nursing post management mode on social capital and work performance of third-class A hospitals,so as to solve the shortage of nursing human resources and achieve the management efficiency and efficiency of human resources.Methods 203 nurses from the outpatient and intravenous dispensing centers of the First Affiliated Hospital of China University of Science and Technology(Anhui Provincial Hospital)were selected as the research objects.The dynamic nursing post management model was applied in the outpatient and intravenous dispensing centers respectively to evaluate the internal social capital and work performance before and after the application.Change and statistical analysis were carried out.Nurses' internal social capital was assessed by using Nahapiet and Ghoshal(1998)related research to develop relevant scales.Nurses' job performance was measured by referring to Dr.Schwirian's nurse job performance evaluation scale.At the same time,the basic data of nurses,including age,nursing age,length of storage,title,level,education level,marital status,gender and origin,were collected.RESULTS(1)Internal social capital: After dynamic nursing post management was implemented in different departments,the average scores of stationary distribution centers with larger numbers were significantly higher than those before application,while the scores of outpatient clinics with smaller numbers were not significantly higher than those before application,and there was no statistical significance;the proportion of patients/nurses in outpatient clinics was higher than that before application.There is statistical significance before and after the use of stationary matching centers,but there is no statistical significance before and after the use of stationary matching centers without patients;in the stationary matching centers of departments with close contact strength in our hospital,there is statistical significance before and after the use of stationary matching centers;while there is no statistical significance before and after the use of outpatient clinics with low contact strength;There was no statistical significance in the average score before and after the application of human resource management in dynamic nursing posts,but there was statistical significance in the average score before and after the application of bed/ward;after the implementation of human resource management in dynamic nursing posts for nurses with different professional titles,there was no significant difference between senior professional titles and intermediate professional titles before and after the application of human resource management in dynamic nursing posts.Statistical significance showed that there was no significant difference between higher and intermediate titles before the application of lower titles of nurses,but there was statistical significance after the application of lower titles compared with before;outpatient(connection relationship)and static distribution center(close relationship)had statistical significance compared with before the application of the two relations;The average scores of doctor's cooperation relationship and medical ethics were significantly higher than before,with statistical significance.(2)Work performance: There was statistical significance before and after the application of dynamic infusion post and venous center waiting time in outpatient clinic;Nurses in outpatient/static distribution center had statistical significance before and after the application of dynamic infusion post and venous center waiting time in three aspects:good nurse-patient relationship,self-growth and team belonging;positive occupational perception and recognition of relatives and friends.It has statistical significance compared with the career benefit,especially the total score before and after the application.The self-evaluation and head nurses' evaluation index of performance,leadership,health education,intensive care,planning and evaluation,communication and cooperation,and professional development were significantly improved compared with those before implementation,with statistical significance.CONCLUSION(1)In the third-class hospitals similar to the subjects of this study,nursing human resources can be reasonably allocated in dynamic nursing post management,which saves human resources,avoids the waste of nursing human resources in a few departments,improves the quality of nursing service,improves the intensity of work during peak period of nursing work,and alleviates the nurses.Work stress improves patient satisfaction.(2)Human resource management of dynamic nursing posts has a significant impact on hospital social capital,which promotes the improvement of management level of departments with different collaborative relationships,scales and densities.It is easy to form a leapfrog collaborative relationship between departments and departments,and promotes the formation of medical ethics and medical ethics of nurses.(3)Dynamic nursing post management has a positive impact on the performance of hospital nurses,which may be related to the improvement of head nurses' evaluation through the improvement of nurses' self-evaluation results.