基于匹配整合模型的规培后新入职护士定科方案的构建及效果评价

Construction and effect evaluation of department determination scheme for new nurses after regular training based on matching integration model

摘要:

目的 构建基于匹配整合模型的规范化培训(以下简称“规培”)后新入职护士定科方案并对其效果进行评价。方法 选取2017-2024年雅安市人民医院327名规培后新入职护士及其所在科室的43名护士长为研究对象。定科方案基于匹配整合模型制定，实施中由护理部明确现有匹配的资源，组织科室与新入职护士开展一致性匹配和互补性匹配，同时协调双方多重需求进行双选。采用工作满意度量表、离职意愿量表、工作嵌入量表、转型冲击量表和工作满意度量表对科室及新入职护士满意度进行评价。结果 2017-2024年规培后新入职护士工作满意度评分、工作嵌入程度和护士长对新入职护士的满意度逐渐提高，不同年份得分比较，差异有统计学意义(P<0.05)。与2017年相比，2024年新入职护士离职意愿和转型冲击量表得分降低，差异有统计学意义(P<0.05)。结论 基于匹配整合模型构建的规培后新入职护士定科方案的实施，可增强科室和新入职护士双方的满意度，提升护士的工作嵌入水平，降低其离职意愿和转型冲击程度。

Abstract:

Objective Todevelopandevaluatetheeffectivenessofapost-standardizedtrainingdepartmentassignment programfornewlygraduatednursesbasedonperson-organization(PO)fittheory.Methods Atotalof327post-standardized trainingnewlyassignednursesand43correspondingheadnursesinYa'anPeople'sHospitalbetween2017and2024afterthe implementation ofthedepartmentassignmentprogram wereselectedastheresearch objects.Followingtheprogram developedbased on the PO fittheory,the Nursing Departmentclarified the existing resources,and organized the supplementaryfit(consistencyinvaluesandgoals)andcomplementaryfit(resource-needcomplementarity)betweenclinical departmentsandnewnurses,whilecoordinatingthemultipleneedsofbothpartiesfortwo-wayselection.JobSatisfaction Scale(JSS),TurnoverIntention Scale (TIS),Job EmbeddednessScale (JES),Transition Shock Scale (TSS),and self-developedheadnurse'ssatisfactionscalewithnewnursewereusedtoevaluatethesatisfactionratingsofthedepartment andthenewlyrecruitednurses.Results ThescoresonJSSandJESofthenewlyassignednursesandheadnurse'ssatisfaction withnewnursesgraduallyincreasedfrom 2017to2024,andthedifferencesbetweenthescoresofdifferentyearswere statisticallysignificant (P<0.05).Compared with2017,thenew nursesin2024 demonstratedstatisticallysignificant reductionsinscoresonbothTISandTSS (P<0.05).Conclusion Theimplementationofthepost-standardizedtraining departmentassignmentprogramfornewlygraduatednursesbasedonPOfittheoryenhancesthesatisfactionofboththe departmentandthenewnurses,aswellasimprovesthelevelofjobembeddednessandreducestheturnoverintentionand transitionshockofthenewnurses.