STUDY ON GROTH OF PROFESSIONAL COMPETENCY IN NURSING AND RETENTION OF NURSING MANPOWER

护理专业能力的增长和护理人才的保留研究

• 批准号: 11672319
• 负责人: TAKEO Keiko
• 金额: $ 0.96万
• 依托单位: TSUKUBA UNIVERSITY
• 依托单位国家: 日本
• 项目类别: Grant-in-Aid for Scientific Research (C)
• 财政年份: 1999
• 资助国家: 日本
• 起止时间: 1999 至 2000
• 项目状态: 已结题
• 来源: https://kaken.nii.ac.jp/grant/KAKENHI-PROJECT-11672319/
• 关键词: PROFESSIONAL COMPETENCE IN NURSING; RETENTION OF NURSING MANPOWER; ESTIMATION OF PRODUCTIVITY IN NURSING; FINANCIAL ESTIMATION FOR NURSING CARE; NURSING EDCATION AFTER GRADUATION; COMPORNET FOR FINANCIAL ESTIMATOR OF NURSING COMPETENCY; マンパワー; 専門能力

The professional competency of nursing is increased through clincial experience, training and teaching after graduation. When such nurses resign from their workplace, it means a great loss of time. accumulated competency and invested source for the hospitals or wards. In 1999, we observed the growth of professional competency in nursing and estimated financially the loss of invested source by such nurse's leave from workplace. Three national ＆ general hospitals are investigated from 1999 to 2000. Questionnaires are disseminated to 3 directors of nursing department and 58 head nurses. Return rate from head nurses in each hospital is 85.7% (12/15 wards), 100.0% (16/16 wards), 100.0% (28/28 wards), respectively. Invested source for the newcomer and loss of resignation is calculated according to the following categories.1. Advertising/recruiting, 2. Hiring, 3. Orientation/training, 4. Decreased productivity, 5. Termination, 6. Unfilled positionsThe amount of expense is calculated in each c … More ategory and summed up. The total loss of resignation will be placed by the expense in all categories. As a result of this calculation, the loss of resignation becomes \ 1,614,963〜\ 1,637,727, \ 1,331,503〜\ 1,345,522, \ 1,386,318〜\ 1,395,682, respectively. The ratio of "4. Decreased productivity" is the biggest and accounted for 84.0%〜94.5% of all expense. In 2000, we interviewed 18 expert nurses, who have clinical experiences of 5 years or more and clinical preceptor, and department of nursing proved that they could provide excellent nursing care. They are asked about the subjective growth of clinical competency in nursing from novice to expert and draw the growth curve as a nursing profession using this data. We roughly estimated the loss of competency by resignation of expert nurse using the growth curve. As a result of this procedure, subjective competency of nursing profession is 23.75% in average (3.5%〜60.0%, SD is 13.8) in one-year experience comparing to the present ability of 100%. Years up to 100% ability become 10.5 years in average (4.3〜21.0 years, SD is 4.51). Less

毕业后通过临床实习、培训和教学，提高护理专业能力。当这些护士从工作场所辞职时，这意味着大量的时间损失。为医院或病房积累能力和投入资源。1999年，我们观察了护理专业能力的增长，并从经济上估计了这些护士离开工作场所的投资来源的损失。1999年至2000年对三家国家医院和综合医院进行了调查。向护理部3名主任和58名护士长发放问卷。各医院护士长回访率分别为85.7%（12/15个病房）、100.0%（16/16个病房）、100.0%（28/28个病房）。新员工的投入来源和离职损失按以下分类计算。广告/招聘,2。招聘,3。定位/培训、4。生产力下降；终止6。空缺职位费用金额按每个c…More类别计算并汇总。辞职的总损失将由所有类别的费用支付。据此计算，辞职损失分别为\ 1,614,963 ~ \ 1,637,727、\ 1,331,503 ~ \ 1,345,522、\ 1,386,318 ~ \ 1,395,682。4的比率。“生产力下降”是最大的，占所有费用的84.0% ~ 94.5%。2000年，我们访谈了18名临床经验5年以上、临床指导医师的专科护士，经护理科证明，他们能够提供优秀的护理服务。他们被问及从新手到专家的护理临床能力的主观增长，并利用这些数据绘制护理专业的增长曲线。利用生长曲线对专家护士离职后的胜任力损失进行了粗略估计。结果表明，1年护理专业主观胜任率平均为23.75%(3.5% ~ 60.0%，标准差为13.8)，而目前的主观胜任率为100%。达到100%能力的年数平均为10.5年（4.3 ~ 21.0年，标准差为4.51）。少