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护理学报 ›› 2024, Vol. 31 ›› Issue (3): 30-35.doi: 10.16460/j.issn1008-9969.2024.03.030

• 护理管理 • 上一篇    下一篇

基于个人绩效四维模型的肿瘤专科医院手术室护士绩效考核指标的焦点小组访谈研究

魏永婷1,2,3a, 席祖洋1,2,3b, 田书梅1,2,3a, 谢丹4, 郑一宁5   

  1. 1.三峡大学临床护理研究中心,湖北 宜昌 443003;
    2.三峡大学第一临床医学院,湖北 宜昌 443003;
    3.宜昌市中心人民医院 a.手术室一区;b.护理部,湖北 宜昌 443003;
    4.中国医学科学院北京协和医院眼科,北京 100730;
    5.中华护理学会,北京 100035
  • 收稿日期:2023-09-26 出版日期:2024-02-10 发布日期:2024-03-07
  • 通讯作者: 田书梅（1984-）,女,湖北仙桃人,硕士,副主任护师。E-mail:1160711417@qq.com
  • 作者简介:魏永婷（1989-）,男,湖北宜昌人,硕士,主管护师。

Performance appraisal indicators of operating room nurses in cancer hospitals based on personal performance four-dimensional model: a focus group interview research

WEI Yong-ting1,2,3a, XI Zu-yang1,2,3b, TIAN Shu-mei1,2,3a, XIE Dan4, ZHENG Yi-ning5   

  1. 1. Institute of Clinical Nursing Research, China Three Georges University, Yichang 443003, China;
    2. The First Clinical Medical College, China Three Georges University, Yichang 443003, China;
    3a. Operating Room I; 3b. Dept. of Nursing Administration, Yichang Central People’s Hospital, Yichang 443003, China;
    4. Dept. of Ophthalmology, Peking Union Medical College Hospital, Beijing 100730, China;
    5. Chinese Nursing Association, Beijing 100035, China
  • Received:2023-09-26 Online:2024-02-10 Published:2024-03-07

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摘要： 目的 以个人绩效四维模型为理论基础,探讨制定肿瘤专科医院手术室护士绩效考核指标。方法 采用目的抽样方法于2022年6月选择4家肿瘤专科医院从事手术室护理工作的临床护士作为访谈对象,以医院为单位共组织4场腾讯会议线上焦点小组访谈,采用Colaizzi资料分析法对文字资料进行分析,形成主题框架并构建指标内容。结果 共计访谈27名手术室护士,基于个人绩效四维模型构建了任务绩效维度包括工作量、工作质量、知识技能、岗位职责4个因素层共计30个指标,人际维度包括团队协作、人际关系2个因素层共计6个指标,适应性绩效包括工作创新、专业发展、工作适应性3个因素层共计9个指标,努力绩效包括个人奉献、职业道德、工作纪律3个因素层共计10个指标。结论 肿瘤专科医院手术室护士绩效考核指标体系当前存在着诸多现实问题亟需改善,基于个人绩效四维模型的肿瘤专科医院手术室护士绩效考核指标具有一定的科学性,尚需进一步实践研究以检验。

关键词: 绩效考核, 手术室, 肿瘤医院, 焦点小组访谈, 工作绩效

Abstract: Objective To identify the performance assessment indicators for nurses in operating room in cancer specialized hospitals based on personal performance four-dimensional model. Methods Using purposive sampling, clinical nurses in operating room from 4 cancer specialized hospitals were selected as interviewees in June 2022. Online focus group interviews in each hospital were conducted using Tencent Meeting as the platform. The Colaizzi data analysis method was employed to analyze the data. A thematic framework was formed and indicators were identified. Results A total of 27 nurses were interviewed. Based on personal performance four-dimensional model, task performance dimension included four factors of workload, work quality, knowledge and skills, and job responsibilities, totaling 30 indicators; interpersonal dimension included two factors: teamwork and interpersonal relationships, totaling six indicators; adaptability performance dimension included three factors: work innovation, professional development, and work adaptability, totaling nine indicators, and effort performance dimension included three factors: personal dedication, professional ethics, and work discipline, totaling ten indicators. Conclusion The current performance assessment indicator system for nurses in operating room in cancer specialized hospitals has many existing problems that need to be addressed. The newly constructed system is scientific and reliable, but further empirical research is needed.

Key words: performance appraisal, operating room, cancer hospital, focus group interview, job performance

中图分类号: 

  • R473
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