Construction and application of the secondary distribution scheme for surgical room nursing performance based on the NWMS system
基于NWMS手术室护理绩效二次分配方案构建及应用

摘要

目的 探讨从公平性、激励性、可持续性的角度利用护理工作量测量系统构建手术室绩效二次分配方案，为同类医疗机构绩效改革提供可推广范式。方法 2024年1月-6月实施常规绩效管理为常规组。2024年7月-12月实施基于护理工作量测量系统管理为研究组。研究组合计纳入25名我院手术室护士。比较管理前后的护理质量、护士满意度、工作态度和获得感等指标变化情况。结果 研究组护理质量得分高于常规组，差异有统计学意义（P＜0.05）。研究组护士满意度高于常规组，差异有统计学意义（P＜0.05）。常规组护士情感枯竭、去人格化得分高于研究组，个人获得感得分低于研究组，差异有统计学意义（P＜0.05）。结论 护理工作量测量系统通过多维度考核和量化分配，体现同岗同酬、多劳多得、优绩优酬，调动护理人员积极性，提高了护理质量和手术室护士满意度与积极性。

Abstract

Objective To explore the construction of a secondary distribution scheme for surgical room performance from the perspectives of fairness, motivation, and sustainability by using the nursing workload measurement system, and to provide a replicable model for performance reform in similar medical institutions.
Methods From January to June 2024, the routine performance management was the control group. From July to December 2024, the management based on the nursing workload measurement system was the research group. A total of 25 nurses from our surgical room were included in the research group. The changes in indicators such as nursing quality, nurse satisfaction, work attitude, and sense of gain before and after management were compared.
Results The nursing quality score of the research group was higher than that of the control group, and the difference was statistically significant (P < 0.05). The satisfaction of nurses in the research group was higher than that in the control group, and the difference was statistically significant (P < 0.05). The scores of emotional exhaustion and de-personalization of nurses in the control group were higher than those in the research group, and the scores of personal sense of gain were lower than those in the research group, and the differences were statistically significant (P < 0.05).
Conclusion   The nursing workload measurement system, through multi-dimensional assessment and quantitative distribution, reflects the principle of equal pay for equal work, more work for more pay, and excellent performance for excellent rewards, which mobilizes the enthusiasm of nursing staff, improves nursing quality, and enhances the satisfaction and enthusiasm of surgical room nurses.