Objective To explore the status quo of job performance and its influencing factors among clinical nurses.Methods 903 of clinical registered nurses from 5 comprehensive hospitals in Jilin province were investigated by the questionnaire.Results The level of job performance of clinical nurses from these 5 comprehensive hospitals in Jilin province was high,the average score of it was (3.345±0.442).The score of six dimensions followed by high and low were as followed:critical care,leadership,professional development,communication,planning and teaching.Some factors such as the title of a technical post,possession of spouse,classification of hospital,empowerment and organizational support were considered as the related factors via multiple regression analysis.Conclusions The leader should pay attention to empowerment and organizational support,so as to promote the job performance.

Objective To know about the current status of the work engagement of the clinical nurses,and discuss the relatioaships among hardiness,perceived organizational support and work engagement so as to provide basis for improving the level of the work engagement of the clinical nurses.Methods The work engagement scale,hardiness scale and perceived organizational support scale were used to investigate a total of 630 clinical nurses.Results The general score of work engagement,hardiness and perceived organizational support were showed respectively as following:(52.54±8.08),(70.09±14.44) and(82.41±24.98).Every two items of hardiness,perceived organizational support and work engagement were in significant positive correlation.Regression analysis showed after the variable of demographic was controlled,the hardiness and perceived organizational support respectively had significant positive predictive function on work engagement as respective independent variables.Conclusions Hospital managers should create a good working environment for clinical nurses,measures should be taken from individual and organizational aspects so as to improve the hardiness and perceived organizational support and the work positivity of the clinical nurses,in order to make the nurses more positively devoted to their work.It had important practical significance to improve the quality of their services and stabilize nursing group.

目的 调查延边地区居家主要老年照料者的照料负担并探讨其影响因素.方法 运用便利抽样法,对于延吉市3个街道16个社区符合条件的52对需要照料的老年人及其主要老年照料者,采用问卷进行调查.对于需要照料老年人调查一般状况、日常生活能力( ADL)及问题行为等；对于主要老年照料者调查一般状况、健康状况自我评价、每日照料时间、夜间睡眠状况、社会支持资源及Zarit护理负担量表(Zarit caregiver Burden Interview:ZBI)等.结果 主要老年照料者的ZBI得分为34.19±16.59,影响照料负担的因素分别为主要照料者的夜间睡眠情况、照料烦恼时咨询对象及需要照料老年人的年龄.结论 朝鲜族主要老年照料者的照料负担显著高于同期进行的共通研究中的日本老年照料者的照料负担(28.2±16.9),应采取措施改善其夜间睡眠,积极调动家庭成员和社会工作者主动提供咨询服务,及时消除照料烦恼；尤其对于照料70岁以下的老年照料者,更应予以支持以减轻负担而提高照料能力.

目的 探讨临床护士授权赋能、工作卷入及离职意向现状及影响因素.方法 采用问卷调查法,对延吉市4所医院的350名临床护士进行调查.结果 临床护士授权赋能与其各结构纬度即自我效能、工作意义、自主性及工作影响之间存在正相关关系;临床授权赋能与工作卷入呈显著正相关、与离职意向呈显著负相关(P＜0.01).结论 建议通过树立"以人为本"的管理理念、构建授权赋能的工作环境、提高护理组织的公平性、增加护士参与决策的机会等措施,提高护士工作卷入程度,降低离职意向,从而实现稳定护理队伍的目的.

静脉输液是临床护理工作中常见的一种治疗手段.目前临床上经常遇见输液过程中不重视速度的现象,时而因输液速度过快造成患者不适而发生纠纷.为加强输液管理,增强护士与患者的输液安全意识,我们对住院患者和护士进行了有关控制静脉输液速度的现状以及认知行为调查,以探讨根据不同病房特点控制静脉输液速度的有效方法.

目的 明晰授权赋能的概念,促进护理管理人员及广大护士对此概念的理解和认识,为护理人力管理模式提供借鉴.方法 采用文献调查法,收集国内外研究者的授权赋能理论及研究文献.结果 概括出授权赋能概念内涵与传统的授权有着根本的不同,包括结构性、心理性和领导性3个层面.结论 提高护理管理者与临床护士对授权赋能概念的理解和认识,将有利于临床护理人力管理新模式的探索与实践。

目的:调查静脉输液患者输液速度及患者对输液与用药的认知与行为.方法 对正在输液的162名患者或主要照顾者进行面对面交谈式调查.结果:输液速度正常组、过快组、过慢组的患者分别占44.4%、53.7%、1.9%.输液速度过快组中男性有50名(57.5%)显著性高于输液速度正常组.输液速度过快组中24名(27.6%)对输液速度重要性的问题回答为不太重要/不重要,显著性高于输液速度正常组.研究对象总体对输入药物的正常速度、输液速度过快的危害性、自行调节输液速度的行为的问题依次回答为"不知道"约占80%、"不了解"约占50%、"有"约占"54.7%".结论:对静脉输液患者,护士应针对性地实施健康教育并加强输液监测,确保输液速度正常、药物疗效以及避免不良反应,达到输液安全.

为了加强医院管理,树立"以人为本,以患者为中心"的服务理念,牢固树立为人民服务的宗旨,加强医患沟通,规范医疗服务行为,提高应急处理能力,保障护理安全,2007年以来,我院在全院掀起护理人员钻研技术、创优争先、矢志成才的热潮,实施了岗位大练兵,取得了较满意的效果.

笔者于2000年6月20日～9月20日在韩国汉城中央医院研修护理管理，现将该院的护理管理概况介绍如下。……