摘要
目的探讨医院对新生儿科护理人员给予激励化管理后对其工作质量等产生的影响。方法选取2021年3月—2023年7月麻城市人民医院工作的15名新生儿科护理人员为研究对象。2021年3月—2022年4月实施常规管理干预设为参照组,2022年5月—2023年7月实施激励化管理干预设为研究组,两组护理人员为同一批。对比两组儿科护理人员的职业倦怠感评分、工作质量评分、工作压力情况评分以及管理满意度。结果研究组职业倦怠感评分、工作质量评分、工作压力情况评分均优于参照组,差异有统计学意义(P均<0.05)。研究组有0名不满意、9名基本满意、6名非常满意,总满意率为100.00%(15/15)。参照组有6名不满意、4名基本满意、5名非常满意,总满意率为60.00%(9/15)。研究组的满意率高于参照组。结论医院对新生儿科护理人员给予激励化管理可改善护理人员的职业倦怠感及工作压力,充分提升其工作积极性、自我效能,获得较高的满意度以及工作质量。
Objective To explore the effect of incentive management on the quality of neonatology nursing staff in hos-pital.Methods A total of fifteen neonatal nurses working in Macheng People's Hospital from March 2021 to July 2023 were selected as the study objects.The routine management intervention implemented from March 2021 to April 2022 was set as the reference group,and the incentive management intervention implemented from May 2022 to July 2023 was set as the study group,and the two groups of nursing staff were the same batch.The scores of job burnout,job quality,work pressure and management satisfaction were compared between the two groups.Results The score of job burnout,work quality and work pressure in the study group were better than those in the reference group,and the dif-ferences were statistically significant(all P<0.05).In the study group,0 people were not satisfied,9 people were basi-cally satisfied,6 people were very satisfied,and the total satisfaction rate was 100.00%(15/15).In the reference group,6 people were not satisfied,4 people were basically satisfied,5 people were very satisfied,and the total satisfac-tion rate was 60.00%(9/15).The satisfaction rate of the study group was higher than that of the reference group.Con-clusion The incentive management can improve the job burnout and work pressure of nursing staff,improve work qual-ity,work enthusiasm and self-efficacy.
作者
夏明芳
熊婷
肖娟
XIA Mingfang;XIONG Ting;XIAO Juan(Department of Neonatology,Macheng People's Hospital,Macheng 438300,Hubei,China)
出处
《中国卫生产业》
2024年第17期48-51,共4页
China Health Industry
