岗位胜任力管理模式对护理人员工作满意度的影响

目的探讨岗位胜任力管理模式对护理人员工作满意度影响，为合理配置手术室人力资源提供参考。方法分别采用护士工作满意度量表、自我设计调查问卷，评价岗位胜任力培训前的护理人员工作满意度和岗位胜任能力；按护理人员职称类别及工作年限，分层次对324名护士进行岗位胜任力培训，采用自我设计调查问卷评价岗位胜任力；对不符合岗位胜任能力要求的人员进行分工调整，采用护士工作满意度量表评价调整后的护士满意度状况，比较采用岗位胜任力管理模式前后护士工作满意度变化。结果岗位能力培训后21人（占6.48%）无法胜任现岗位工作；岗位胜任力管理模式实施后护理人员在工作总体满意度、个人及专业发展机会、被认可与表扬、成就感、排班安排与工作条件、管理与医院政策、家庭与工作间的平衡等均高于实施前，差异有统计学意义（P＜0.05）。结论应积极提倡岗位胜任能力管理模式，提高护理人员工作满意度。

The Influence of Post Competency Management Mode on Job Satisfaction of Nurses

Objective Discuss the influence of post competency management mode on job satisfaction of nurses, which provides a reference for rational distribution of human resources for operating room. Methods Assessed job satisfaction of nurses and their post competency by means of nurses＇ job satisfaction scale and self-designed questionnaire. 324 nurses were trained based on their title and years of working and their post competency were assessed by self-designed questionnaire. Disposed the nurses that did not qualify post competency to other positions and assessed these nurses＇ satisfaction after disposition. Compared job satisfaction of nurses before and after conducting post competency management mode. Results 21 nurses （6.48%） could not qualify their current posts. General job satisfaction of nurses, personal and professional development opportunity, reorganization and praise, sense of accomplishment, work schedule and work environment, management and hospital policy and the balance between family life and work were higher after implementing post competency management mode（P〈0.05）. Conclusion Post competency management mode should be promoted to increase job satisfaction of nurses.