醫院護理人員核心職能契合度指標預測考績之分析

Coherence coefficient of core competencies applied to predict nurse job performance in a hospital

黃彩霖(Tsai-Lin Huang) ； 吳榮華(Jung-Hua Wu) ； 周偉倪(Willy Chou) ； 錢才瑋(Tsair-Wei Chien)

《醫院雙月刊》 50卷2期 (2017/04) Pp. 1-12

摘要

目的：分析護理人員核心職能契合度指標預測其工作考績。方法：運用1111人力銀行測驗評量中心的「九大職能星」測評工具，對南部3家醫院共1,855位護理人員進行15項核心職能調查。t檢定護理人員與整體大眾常模在15項職能構面分數之平均值；迴歸分析探討個人效標（1）3家醫院、（2）自己醫院、與（3）自己部門的3情境之核心職能契合度與其工作考績之關聯。結果：3家醫院護理人員的「團隊精神」與「顧客關係」核心職能優於大眾常模。護理人員效標3情境之迴歸分析結果，只有對自己部門的核心職能契合度可以預測其工作考績。結論：人力資源管理可以參考個人對自己部門核心職能的契合度，作為未來護理人員晉升、培育與訓練主管的參考。

關鍵字

護理人員 ； 人力資源管理 ； 工作職能 ； 契合度

並列摘要

Objectives: To investigate whether the coherence coefficient of core competencies can predict nurse job performance in a hospital. Methods: A total of 1,855 nurses from 3 hospitals in southern Taiwan participated in the competency survey using the ＂Nine Competencies Star＂ system developed by 1111 Job Bank in Taipei. The t-test was used to examine the mean differences between the 15 core competencies and demographic variables. Regression analysis was performed to inspect the association between the personal coherence coefficient of core competencies and their job performances. Results: The results show that the core competencies of nurses in 3 hospitals were team cohesion and customer relationship superior to the public norm. The coherence coefficient related to the all or respective hospital cannot predict nurse job performance. Instead, the department-related one can significantly predict job performance. Conclusions: In human resource management, the coherence coefficients of core competencies associated with their own department were beneficial to recruit, select, and career development. The coefficient of core competencies can be used for promoting to and training supervisors' position.

並列關鍵字

nurse ； human resource management ； job competency ； coherence coefficient