建置護理績效評核辦法與人員接受度之初探

The Development of Performance Bonus Appraisal Management System and Evaluation of Nursing Staff's Acceptance

林麗珠(Lie-Chu Lin) ； 林麗英(Lih-Ying Lin) ； 藍麗美(Lee-Meei Lan) ； 盧小玨(Shaio-Jyue Lu)

《榮總護理》 25卷4期 (2008/12) Pp. 324-333

https://doi.org/10.6142/VGHN.25.4.324

摘要

良好的績效獎金制度可以提昇個人的效率與組織的效能，主管在管理上更能有效的獎勵員工。本研究的目的為設計與建置護理工作績效獎金評核辦法，並瞭解護理人員對工作績效獎金評核辦法的接受度（即共識面）與瞭解程度（即執行面）。研究分為二部分，第一部份是設計與建置護理工作績效獎金評核辦法及資訊系統，流程中以螺旋方式反覆地重新修訂辦法及系統，使其達到最符合評核需求。第二部份是評價護理人員對工作績效獎金評核辦法的接受和瞭解程度。本研究對象為某醫學中心之護理人員，以分層立意取樣，採匿名方式收集問卷。有效問卷共518份，回收率達89%，開放性問題有335位護理人員填答，其填答率佔63.9%。結果顯示參與者有362位(70%)同意、413位(79.64%)瞭解此工作績效獎金評核辦法。在335位開放性意見中，有39.2%表示認同的理由為立意好、有根據、可激勵同仁和適確、清楚，有6%認為不認同的理由為主觀因素多、評分者無法看到每位同仁的表現和落實績效獎金實質精神的公平性。此研究結果提供護理主管在考評上能基於評核者與被評核者的互信基礎上，達公開、公平的實施績效獎金，更期望能做為其他醫療人員執行工作績效獎金的參考。

關鍵字

工作績效 ； 績效評核 ； 績效管理資訊系統

並列摘要

The goal of this research was to establish the nursing work achievement bonus rating system and to understand the nursing staffs acceptance degree. The research was divided into two parts, with the first part emphasizing the establishment of nursing bonus system along with the information system, and the second part referring to questionnaire survey. The result showed 518 nursing staffs to have participated, acceptance ratio being above 70%, the understanding degree reaching 79.6%, 39.2% in open opinion to express the approval reasons, that might drive the colleagues suitable firmly. Some 6% expressed their objections to the unfair bonus, for the subjective factors failing to realize the essential bonus spirit. The suggestion can create substantial mutual confidence in the nursing superiors and subordinators in realizing bonus system and finally extend its good civilizing influence on fair bonus effect for other medical workers.

並列關鍵字

job performance ； performance bonus ； performance management system