Nursing Performance Management Research Articles

The construction of nursing performance evaluation model in community health service center based on the balanced scorecard and hygiene factors

To develop and design a nursing performance evaluation model for community health service centers for nursing performance management. Preliminary evaluation indicators were constructed through literature retrieval and research. Applying the Delphi method, 20 experts were invited to conduct two rounds of questionnaire consultation and indicator importance scoring. The primary indicators use the Delphi method to determine the weights, and the secondary indicators use the AHP method to determine the weights. The nursing unit evaluation model (including 30 indicators), the nursing staff evaluation model (including 21 indicators), and the performance evaluation hygiene factors model (including 5 indicators) were constructed. The recovery rate of the expert questionnaire was 100%, and the authority coefficient was 0.768. The degree of coordination was in line with the standard, and the consistency of the judgment matrix of the analytic hierarchy process was acceptable. The model is scientific and innovative, which adapts to the work characteristics and development needs of community health service centers, and provides a practical tool for nursing performance evaluation.

Impact of using data from electronic protocols in nursing performance management: A qualitative interview study.

AimTo explore the impact of using electronic data in performance management to improve nursing compliance with a protocol.BackgroundElectronic data are increasingly used to monitor protocol compliance but little is known about the impact on nurses’ practice in hospital wards.MethodSeventeen acute hospital nursing staff participated in semi‐structured interviews about compliance with an early warning score (EWS) protocol delivered by a bedside electronic handheld device.ResultsBefore electronic EWS data was used to monitor compliance, staff combined protocol‐led actions with clinical judgement. However, some observations were missed to reduce noise and disruption at night. After compliance monitoring was introduced, observations were sometimes covertly omitted using a loophole. Interviewees described a loss of autonomy but acknowledged the EWS system sometimes flagged unexpected patient deterioration.ConclusionsIntroducing automated electronic systems to support nursing tasks can decrease nursing burden but remove the ability to record legitimate reasons for missing observations. This can result in covert resistance that could reduce patient safety.Implications for nursing managementProviding the ability to log legitimate reasons for missing observations would allow nurses to balance professional judgement with the use of electronic data in performance management of protocol compliance.

Application of Porter-Lawler comprehensive incentive model in psychiatric nursing performance management

Objective To explore the effect of applying Porter-Lawler comprehensive incentive model in nursing performance management in Psychiatric Department. Methods From January 2017, we began to implement the Porter-Lawler comprehensive incentive model orientated nursing performance management, including improving job performance evaluation, integrating job incentive and high-quality nursing service incentive in the performance management. The incidence of Psychiatric Department inpatients' nursing adverse events, nurses' turnover intention, discharged patients' satisfaction on nurses and nurses' working satisfaction were compared before implementation (January to December, 2016) and after implementation (January to December, 2017) . Results The incidence of adverse nursing events decreased from 1.049 thousand hospital days to 0.555 thousand hospital days after the implementation of Porter-Lawler comprehensive incentive model-oriented nursing performance management, the difference was statistically significant (χ2=8.06, P<0.01) . The total score of turnover intention of nurses decreased from (16.93±4.75) to (13.65±4.50) . The difference was statistically significant (P<0.01) . The satisfaction of discharged patients increased from 95.2% to 98.5%. The difference was statistically significant (χ2=9.29, P<0.01) . The job satisfaction of nurses increased from (65.48±4.85) to (82.95±6.35) . The difference was statistically significant (P<0.01) . Conclusions Implementing incentive-based nursing performance management in Psychiatric Department can effectively enhance the working enthusiasm of nurses, reduce the turnover intention of nurses, improve the quality of nursing work, and increase patient satisfaction. Key words: Psychiatric Department; Nurses; Performance management; Porter-Lawler comprehensive incentive model; Turnover intention

The application of 360-degree feedback in nursing performance management in China: a literature review

360-degree feedback evaluates the performance of employers by using a variety of resources related to the employers and emphasizes the feedback after evaluating. It aims at improving the employers′ work performance and personal development, which are the needs of nursing performance management. This paper reviewed the application of 360-degree feedback in nursing performance management in China by combining the implementation steps, found out the potential problems through the reviewed papers, and proposed more effective ways of application of 360-degree feedback in nursing performance management in China. Key words: 360-degree feedback; Nursing management; Performance management

Research status of the nursing performance management in China

Nursing performance management is one of the significant elements in nursing administration. An effective nursing performance management would guide, coordinate, and inspire clinical nursing practice. Nursing performance management plays an important role in current hospital system reform and optimizing nursing care program. This paper clarified relative concepts about performance management and nursing performance management, and summarized common nursing performance management applied in China. Moreover, the clinical value of performance management, and problems in it were also mentioned. To perfect nursing performance management system and accelerate the development of domestic nursing career, suggestions about how to improve nurse performance management were put forward in the end of this paper. Key words: Review; Performance management; Nursing performance management; Nursing management; High-quality nursing

Establishment and application effects of nursing personal performance appraisal program

Objective To explore and build a real, objective, comprehensive clinical nursing individual performance indicators architecture model, and check the rationality and validity for prize distribution by clinical application. Methods The methods included that discuss new ideas of nursing performance management by multi-disciplinary experts, developed clinical personal nursing staff performance evaluation program, worded out indicators and methods for the clinical assessment of individual nurses and nurse managers respectively, then applied research in the pilot departments and hospital step by step. Results A personal performance evaluation framework model was constructed, which include clinical nurses and nursing managers. Experimental results show that the nursing staff in this regard performance program have a high degree of recognition, 98.82% (1 741/1 762) nursing staff understanding of the purpose and significance, 97.15% (1 712/1 762) nurses think the performance model structure is reasonable. After the implementation of the performance program, the outstanding rate of personal performance appraisal of nurses was 93% (1 639/1 762). Conclusions The application of scientific performance appraisal programs can play a positive role in helping improve the quality of clinical care, and promote the stable development of the care team. Key words: Nursing care; Personal management; Performance evaluation

Application effect of point-factor method in constructing nursing performance management mode in Operating Room

Objective To investigate the application effect of point-factor method in constructing nursing performance management mode in Operating Room, so as to provide reference for improving quality of operating room nursing. Methods Relative indexes were collected and compared before (December 2014) and after (December 2015) implementation of nursing performance management mode in Operating Room basing on point-factor method, including performance assessment of nurses, professional standard test of nurses and satisfaction of nursing. Results The nursing performance management mode constructed by point-factor method included 4 first-level indexes and 20 second-level indexes, after implementation of which, Operating Room nurses′ scores of theoretical level, duty work quality, equipment operating quality, round going quality and total scores were all improved (P<0.05); scores of their three basis theory, three basis operation and professional achievements were also improved (P<0.05); satisfaction of patients, doctors and Operating Room nurses to the nursing work were improved (P<0.05). Conclusions The nursing performance management mode constructed by point-factor method can promote management efficiency in the Operating Room and improve quality of nursing. Key words: Operating Room; Personnel management; Performance management; Point-factor method

基于数据库网络的护理岗位分层绩效考核体系的建立与成效分析

目的：通过医院的数据库网络信息化管理平台为依托，建立护理人员岗位分层绩效考核系统，提高肿瘤专科医院护理人员工作效率及服务品质。方法：根据Delphi法确定由护士工作量、工作质量、职称、年资、岗位及学历组成的护理人员层级绩效考核系统嵌入医院的HIS系统，实施对护士的层级绩效考核，比较层级绩效考核前后护士离职率、患者对护理工作满意度、护士医生对护理工作满意度、护理质量得分等情况。结果：层级绩效实施后护士离职率低于实施前(p < 0.05)，护理质量检查得分高于实施前(p < 0.05)，实施前后患者对护理工作满意度、护士医生对护理工作满意度均有差异有统计学意义(p < 0.05),实施前后护士护理工作绩效评价自评与他评均有差异有统计学意义(p < 0.05)。结论：基于数据网络化的护理岗位层级护理绩效管理体系，有利于提升肿瘤专科医院护理人员的工作效率及职业价值，提高医院整体管理水平及服务品质，有力促进优质护理服务的深化。 Objective: Based on the hospital database network information management platform, we establish the nursing staff post hierarchical performance evaluation system and improve the quality of service of the hospital nursing staff. Methods: According to the Delphi method which determines the workload of nurses, quality of work, title, seniority, position and degree of nursing staff level of performance appraisal system get into the hospital HIS system to appraise the implementation of performance level of nurses, level of performance assessment and nursing turnover rate, the patient to nurses the work degree of satisfaction, doctors and nurses to nurses the work degree of satisfaction and nursing quality score, etc. Results: The after implementation of the level of per-formance of nurse turnover rate is lower than before (p < 0.05); the nursing quality examination score is higher than before (p < 0.05); the implementation of the patients before and after nursing job satisfaction, doctors and nurses to nursing job satisfaction were different with statistical signi-ficance (p < 0.05); the implementation of before and after the nurses’ work performance evaluation of self rating and other rated the differences were statistically significant (p < 0.05). Conclusion: Based data networking nursing post level nursing performance management system can enhance the tumor hospital nursing staff’s work efficiency and occupation value, improve the hospital management level and service quality, and have a strong impetus to the deepening of the quality of nursing service.

Application and cogitation of nursing performance management system

Objective To explore the incentive effect of nursing performance management, and guide clinical frontline nurses who have more professional knowledge, ability and rich experience. Methods We utilized the key process indication (KPI), method of performance appraisal index and weight distribution of hospital units to expound and prove by expert, and sufficient communicated with nursing representative in order to choose practical index for assessment project, establish nursing performance appraisal management system and provide practice in practical work. We also compared nurses′ satisfaction for their job and patients′ satisfaction for nurse. Results Before and after implementation, the nurse job satisfaction were (3.02±0.32) and (4.28±0.38) (t=2.02, P<0.05) while patients satisfaction for nursing job were (4.08±0.46) and (4.68±0.54) (t=2.26, P<0.05). Conclusions Nursing performance management is an effective management method and tool to improve the nurses′ enthusiasm, initiative and creative. It can ensure nurses to acquire self-achievement and improve job satisfaction, sustainable development reach its goal at the same time. Key words: Nursing management research; Nurse; Performance index; Satisfaction