提升護理臨床教師之教學意願方案

Improving the Teaching Willingness of Preceptors

何紀嫻(Chi-Hsien Ho) ； 游金靖(Chin-Ching Yu) ； 陳晴薇(Ching-Wei Chen) ； 劉惠瑚(Hui-Hu Liu)

《長庚護理》 23卷2期 (2012/06) Pp. 186-196

https://doi.org/10.6386/CGN.201206_23(2).0006

摘要

優秀的人才培育需護理臨床教師薪火相傳，然現今的護理臨床教師面臨沉重工作負荷及壓力，造成教學意願低落，不僅影響教學品質，甚至危及護理品質與病人安全。故本專案旨在提升臨床護理師之教學意願率，執行期為2009年12月至2010年5月，經現況分析後發現主要原因有學習護照內容繁瑣、自覺教學訓練不足、缺乏獎勵制度、專人輔導機制及教學指引。研擬解決方案包括簡化學習護照、定期辦理院內教學教育訓練、實施公假公費計畫性派員接受教育訓練、改善獎勵制度、專人輔導機制與制訂教學指引。經由以上改善措施後，護理臨床教師之教學意願率由41.66%提升至73.33%。期藉由本專案提供護理管理者之參考，並建議未來應適當調整護理臨床教師工作量、落實獎勵政策與關懷支持，以促進教學使命感，進而激發教學熱誠和責任，讓臨床護理教學蔚為風氣，護理專業得以傳承。

關鍵字

護理臨床教師 ； 臨床教學 ； 教學意顧

並列摘要

Preceptors are crucial persons in nurturing novice professionals. However, preceptors usually face heavy workload and pressure, resulting in low teaching willingness, which not only affects the quality of teaching, but also endangers the quality of nursing care and patient safety. Therefore, the purpose of this project was to improve the teaching willingness of preceptors. The implementing period was from December, 2009 to May, 2010. After data analysis, problems indentified included complex learning passport, lack of teaching and learning skills, lack of reward mechanism, lack of consultation with designated personnel, and lack of teaching guidelines. Improvement strategies included simplifying the learning passport, providing regular in-hospital education programs, implementing paid leave and paid expense-based training programs, improving reward system, developing consultation mechanism, and establishing teaching guidelines. After implementation of these strategies, the teaching willingness increased from 41.66% to 73.33%. The project provides nursing managers with a reference, which advocates adjustment of appropriate workload of preceptors, improvement of reward programs, and provision of caring support. It will improve sense of mission for teaching and inspire the teaching zeal and responsibility.

並列關鍵字

preceptors ； clinical teaching ； teaching willingness