芜湖市不同人事编制护士核心能力现状及其影响因素的分析

摘要

Objective:To understand the status of core competency and its influencing factors among different staffing registered nurses in Wu-hu City hospitals so as to provide a theoretical basis to improve the core competency of local nurses. Nethods:Cluster sampling method was adopt-ed to select 842 clinical staff nurses from Wuhu City hospitals to carry out basic personal questionnaire,China Competency Inventory for Registered Nurses Scale and Social Support Rating Scale and Trait Coping Style Questionnaire for self - assessment. Results:The total score of the 842 cases of nursing core competence was 175. 87 ± 38. 24,in which the scores of Critical thinking and Research aptitude,Clinical Care,Leadership,Inter-personal Relations,Legal Ethics practice,Professional Development and Inculcate Consult average were 28. 74 ± 7. 09,26. 82 ± 6. 43,30. 09 ± 7. 15 ,25. 04 ± 5. 77,25. 94 ± 6. 21 ,18. 15 ± 4. 41 and 21. 10 ± 5. 33 respectively. The total scores of core competence and other fields of the registered nurses were higher than those of substitute and provisional nurses. Multiple regression analysis showed that the score of core compe-tence was higher in the nurses with older age,more night shift frequency,higher education and title,higher positive coping style and higher subjec-tive support and utilization of support. The score of core competence was lower in the single and overweight nurses with higher score of negative cop-ing style. Conclusion:The overall condition of core competence for registered nurses is better. Concern should be given to the nurses outside estab-lishment who are with relatively low scores. The relevant nursing management departments should take corresponding measures to enhance their core competencies.%目的：了解芜湖市不同人事编制的医院在职护士核心能力现状及其影响因素，为提高当地护士核心能力提供理论依据。方法：利用整群便利抽样的方法抽取芜湖市的临床在职护士842名，采用个人基本情况调查表、中国注册护士核心能力量表、社会支持评定量表和特质应对方式问卷进行自评。结果：842名护士核心能力的总分为（175.87±38.24）分；其中批判性思维科研、临床护理、领导能力、人际关系、法律伦理实践、专业发展和教育咨询领域的平均得分分别为（28.74±7.09）分、（26.82±6.43）分、（30.09±7.15）分、（25.04±5.77）分、（25.94±6.21）分、（18.15±4.41）分和（21.10±5.33）分，在编在岗的护士核心能力总分和各领域得分要高于人事代理和临时聘用的护士；多元逐步回归分析显示年龄越大、夜班次数越多、学历越高、职称越高、积极应对得分越高、主观支持得分越高、支持利用度得分越高的护士核心能力总分也越高，而目前处于单身状况的、体重越重的，消极应对得分越高的护士核心能力总分越低。结论：芜湖市在职护士的总体核心能力情况较好，但是编制外的护士核心能力得分相对较低，应予以关注；相关护理管理部门应采取针对性措施，提高其核心能力。