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박종선 ( ) - 진주보건대학 간호과
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Abstract
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This study was to inquire the duty evaluation system which a chief nurse uses. The research subjects were total 50 peolple, the chief nurses working at two national and private university hospitals located in J city and M city of Kyungnam province from Feburary 20th to March 15th, 2002. The research data were analyzed by t-test and ANOVA according to the characteristics of the variables after obtaining actual numbers, percentages, arithmetical means and standard deviations using SPSS program.
1) For the goal perception about the duty evaluation of a chief nurse, the most highly recognized case was shown on that it offered the evaluator a chance to observe the staffs closely(4.12). For the evaluation purpose of the duty record which chief nurses actually used, it showed that the most widely one was that it offered the evaluator a chance to observe the staffs closely(92.0%). And, in the evaluation principles of the duty record of chief nurses, when many chief nurses evaluated ,it showed they evaluated keeping in their mind of the growth and advancement which nurses should reach to(3.86). It showed there was no significant difference according to the results analyzed by F-test and t-test about the relationship of general characteristics with goal perception and evaluation principle of the subjects.
2) It showed that most chief nurses(90.0) in the evaluation method used for the duty evaluation used the way to check the evaluation items given in the evaluation record of personnel merits. Among the duty evaluation methods, it showed the idealist method were that the head of nursing department revaluated the evaluation of chief nurses and the scores of colleague evaluation. It was appointed that of the improvements of the duty evaluation system which the hospital performs, the objectivity of the evaluation was deficient (the score of 71). Of sub-index areas of the duty evaluation elements, the ability of the duty performance showed as the highest perception on the average(4.33), and the duty performance in each area showed the accuracy of the duty as the most important one and (4.58) and the duty performance attitude showed the responsibility as the most important one(4.48). For the results of the duty evaluation, the 94.0% recognized the need for meeting after the duty evaluation and the 52% agreed the opening of the result of the duty evaluation. Also, for the resolution methods at request, the 64% had an opinion that the coordination by conference with nurses, a chief nurse and the head of nursing department was the most desirable.
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KeyWords
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원문 및 링크아웃 정보
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등재저널 정보
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