新生儿监护病房实施住院总护士岗位培训的效果与评价

摘要

目的：评价在新生儿监护病房实施住院总护士岗位培训的方法及其效果。方法我院自2010年1月至2013年1月对11名护士进行住院总护士岗位培训上岗，比较住院总护士上岗前后科室护理质量、患儿家属满意度、护士个人能力以及夜班护士工作压力的情况。结果实施前新生儿监护病房护理质量评分为(88.9±1.3)分，实施后为(96.3±1.9)分；实施前患儿家属满意度评分为(90.1±1.8)分，实施后为(97.6±1.6)分。实施住院总护士岗位后科室护理质量和家属满意度均明显提高，差异均有统计学意义(P<0.05)。11名接受住院总护士岗位培训的护士岗前急救技能考核合格4人，合格率为36.36%；人际沟通考核合格3人，合格率为27.27%；处理纠纷考核合格2人，合格率为18.18%；组织协调考核合格2人，合格率为18.18%；综合素质考核合格3人，合格率为27.27%。培训后所有护士均通过个人能力考核，合格率为100%。培训后护士个人能力考核合格率均高于培训前，比较差异均有统计学意义(P<0.05)。自实施住院总护士岗位后，对新生儿监护病房36名夜班护士进行工作压力调查，实施前26人自觉工作压力大，占72.22%；实施后6人自觉压力大，占16.67%。实施住院总护士岗位后自觉压力大护士所占比例明显降低，比较差异有统计学意义(P<0.05)。结论新生儿监护病房实施住院总护士岗位培训能明显提高科室护理质量和患儿家属满意度，提升护士个人能力，减轻夜班护士的工作压力，值得推广。%Objective To analyze the training effect and methods of the chief resident nurse in the neonatal intensive care unit. Methods From January 2010 to January 2013, 11 nurses in the neonatal intensive care unit start-ed to work after the chief resident nurse training, then the nursing quality, the family satisfaction, the nurses individual ability and the night-shift nurses work pressure before and after work were compared. Results Before the chief resident nurse training, the nursing quality score of the neonatal intensive care unit was (88.9 ± 1.3), and that after training was (96.3 ± 1.9);The family satisfaction score before implementation was (90.1 ± 1.8), and that after training was (97.6 ± 1.6). The nursing quality and family satisfaction after the chief resident nurse training were significantly higher than that be-fore training, (P<0.05). Before training, in the 11 nurses, 4 (36.36%) were qualified for first aid skill examination, 3 (27.27%) were qualified for interpersonal communication inspection, 2 (18.18%) were qualified for handling disputes examination, 2 (18.18%) were qualified for organizing and coordinating ability examination, and 3 (27.27%) were qualified for comprehensive quality examination. After training, all the nurses passed the personal ability examination, with the qualified rate of 100%. The pass rate of individual ability examination after training were significantly higher than that before training (P<0.05). Thirty-six night-shift nurses were investigated for work-related stress, which indi-cates that 26 nurses (72.22%) had consciously working pressure before the implementation of the chief resident nurse, and only 6 (16.67%) showed consciously working pressure after the implementation. The difference was statistically significant (P<0.05). Conclusion The chief resident nurse training in the neonatal intensive care unit can obviously improve the nursing quality and family satisfaction, promote the nurse individual ability, and lighten the working pres-sure of night-shift nurses, which is worthy of promoting.