Objective To explore the methods and effects of performance management and performance — related pay applied in nurses in out - patient and emergency infusion rooms. Methods Performance assessment included the quality and quantity of work,professional technique,nursing safety,and other additional items. Based on the evaluation results, nurse s performance - related pay was identified. Results Implementation of performance - related pay improved nurses'job satisfaction and patients'satisfaction to nursing (P ＜0. 05) . Conclusion A scientific performance management can make performance - related pay more reasonable. It can promote the nurses'enthusiasm and improve the satisfaction of patients.%目的 探讨门急诊输液室护士绩效工资的分配方法与效果.方法 采取以工作质量、工作数量、专业技能、护理安全、附加分值多项指标相结合的方法进行绩效考核,按照考核结果分配绩效工资.结果 实施绩效管理后提高了护士、患者对输液室工作的满意度(P＜0.05).结论 科学的绩效管理方法可以使绩效工资的分配更加合理,利于提高护士的工作积极性,提高患者的满意度.
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