護理人員進階制度實施後主客觀護理能力差異之比較

A Comparison between Objective and Subjective Nursing Competence in Post Implementing Clinical Ladder Systems

徐南麗(Nan-Ly Hsu) ； 李茹萍(Ru-Ping Lee) ； 李芸茹(Yun-Ju Lee) ； 賴正芬(Chang-Fen Lai) ； 彭台珠(Tai-Chu Peng)

《志為護理-慈濟護理雜誌》 2卷1期 (2003/03) Pp. 53-62

https://doi.org/10.6974/TCNJ.200303.0053

摘要

本研究之目的是：為了(1)了解醫學中心進階制度實施後，護理人員在主客觀認知護理六大能力之差異性，(2)分析有關的影響因素。研究對象為甲醫學中心之護理人員，研究時間分兩階段，由民90年12月至91年6月16日。第一階段針對實施分級制度後之基層護理人員，採分層抽樣，有效問卷共161份，進行主觀護理能力自我評值；第二階段以護理長為樣本，針對該單位被抽到之護理人員進行客觀之護理能力評值，有效樣本共150份。以Likert 5分法計分，兩次問卷測試信度Cronbach's alpha分別為0.96、0.97，效度採專家效度及內容效度。研究結果顯示：1.實施進階制度後，護理人員與護理長在照顧、溝通、管理及自我與專業成長能力(3.84、3.70; 3.75、3.57; 3.50、3.32; 3.36、3.32)上，均有顯著差異，護理長評的分數較低；然而在教學能力與研究能力方面，並無明顯差異。2.護理能力主觀認知分數與護理人員個人的學歷、服務年資、職稱、進階分級不同，有顯著差異。研究結果與乙醫學中心護理人員之護理能力比較，甲醫學中心在六大護理能力平均得分及N1、N2、N3、N4之平均分數均較乙醫學中心為低。研究結果有助於甲醫學中心護理人員瞭解護理人員在六大護理能力及各分級能力之優缺點，作為改進臨床服務、教學內容、及提昇品質之參考。

關鍵字

臨床進階制度 ； 護理能力 ； 評值

並列摘要

The purpose of this study was to (1) understand the subjective and objective cognition scores on nursing competence after implementing clinical adder systems in medical center, (2) analyze the influence factors impacting on the six nursing competences. This study was conducted from Dec 1, 2001 and until June 16, 2002. There were 161 nurses in medical centers participating in assessing six-nursing competences for subjective data and 30 head nurses evaluating their unit nurses' performances as objective data. The valid number was 150. A 5-point Likert scale was used to test nursing competence. Cronbach's alpha was 0.96 and 0.97 for reliability. The validity of research tool was based on content validity and experts' opinion. The results showed: (1) there was significant difference between nurses' and head nurses' scores in caring ability, communicating, managing and self-growth (3.84, 3.70; 3.75, 3.57; 3.50, 3.32; 3.36, 3.32). There was no significant difference in teaching and research ability after implementing clinical ladder systems. (2) There was significant difference on educational background, the experience of service, position, and classification of nurses. The average scores of six nursing competence in medical center A was lower than medical center B. Hospital A nurses' competence scores were also lower than Hospital B on the average of N1, N2, N3, and N4 competent ability. The results will not only help nurses understand their strengths and weakness on nursing six-competence ability, but also improve clinical service, teaching contents and elevate the quality of nursing care.

並列關鍵字

Clinical Ladder Systems ； nursing competence ； evaluation