護理主管接班人計劃之推動與成效

護理主管是單位的靈魂人物，一位好的管理者應具備樂觀正面思考、誠實、創新、負責、知人善用等特質，更要能帶領同仁創造高價值護理及營造正向工作職場。然21世紀是充滿競爭與多變的管理時代，只靠傳統培養思維與教條管理方式，已無法滿足現今護理專業人才需求。本院2014-2016年護理人員離職率平均為13%，且5年來共有37位護理主管相繼離職及退休，面對動盪不安的環境，無法及時找到適合的人選承接行政管理造成接班人斷層，有鑑於此護理接班人計劃勢在必行，故透過系統、創新多元化培育方案，提升對專業的熱忱，橫向聯結及縱向賦能，精準培育優秀接班人。自2017年起在部主任領導下，推動各階層主管接班人計劃，參考系統性接班人計劃與管理模式，並依據選、英、識、習、充、文、優、享、學等九大要領推展執行，有效達到接班人的培育與賦能。2016-2019年共完成137位菁英培訓，滿意度達到95%，不但穩定組織，更成就菁英護理主管量能，有道是留人要留心，唯有護理主管大家齊心合作，方能達到最高護理行政價值。

關鍵字

企業管理；護理領導；接班人計劃

並列摘要

The nursing leader is the soul of the unit. The characteristics of a desirable manager are to create a high-value, positive and productive workplace; optimistism, positive, honest, innovative, responsible, know the staff, and leadership. Current nursing management is full of change and competition, and the traditional dogmatic management style is outdated. From 2014 to 2016, the average turnover rate of nursing staff in this hospital was 13% and 37 nursing supervisors either resigned or retired in the past five years. Nursing succession planning became imperative in nursing management. This project is designed for a systematic, innovative, and diversified motivation program to increase the vitality for the profession, to connect both peer level and a ladder to cultivate suitable successors. Beginning in 2017, under the leadership of current nursing directors, we have promoted a succession plan at all levels of supervisors, reference to the global succession plan and management model that was based on nine major factors: selection, English, knowledge, study, enrichment, literature, excellence, enjoyment, and learning. It is important to effectively acquire, cultivate and empower the successors. From 2016 to 2019, a total of 137 elite training sessions were completed with a satisfaction rate of 95%. It not only stabilized the organizations, but also helped nursing supervisors to heighten their abilities. The management team must be cohesive with unified goals to achieve high level of nursing administrative values.

並列關鍵字

business management ； nursing leadership ； succession planning

參考文獻

李選、張婷（2012）．企業管理時代下的護理領導趨勢．源遠護理，6（1），5-11。https://doi.org /10.6530/YYN.2012.6(1).01

陳孟君、楊美賞、王秀紅（2017）．魅力領導在護理專業的意涵與運用．高雄護理雜誌，34（2），5-11。https://doi.org/10.6692/KJN-2017-34-2-6

許玉雲、張瑩如、顏妙芬、王靜枝、柯乃熒（2020）．國際護理教育的社會影響力．護理雜誌，67（2），22-26。https://doi.org/10.6224/JN.202004_67(2).04

Choi, E. H., Kim, E. K., & Kim, P. B. (2018). Effects of the educational leadership of nursing unit managers on team effectiveness: Mediating effects of organizational communication. Asian Nursing Research, 12(2), 99-105. https://doi.org/10.1016/j.anr.2018.03.001

Doody, O., & Doody, C. M. (2012). Transformational leadership in nursing practice. British Journal of Nursing, 21(20), 1212-1218. https://doi.org/10.12968/bjon.2012.21.20.1212

被引用紀錄

郭雪敏、岳芳如、詹培梅、梁詩欣、張瑩如（2024）。護理長行政管理核心能力及評量指標之建立。護理雜誌，71(2)，34-45。https://doi.org/10.6224/JN.202404_71(2).06

國際替代計量

護理主管接班人計劃之推動與成效

全文下載

主題瀏覽