• 文献检索
  • 文档翻译
  • 深度研究
  • 学术资讯
  • Suppr Zotero 插件Zotero 插件
  • 邀请有礼
  • 套餐&价格
  • 历史记录
应用&插件
Suppr Zotero 插件Zotero 插件浏览器插件Mac 客户端Windows 客户端微信小程序
定价
高级版会员购买积分包购买API积分包
服务
文献检索文档翻译深度研究API 文档MCP 服务
关于我们
关于 Suppr公司介绍联系我们用户协议隐私条款
关注我们

Suppr 超能文献

核心技术专利:CN118964589B侵权必究
粤ICP备2023148730 号-1Suppr @ 2026

文献检索

告别复杂PubMed语法,用中文像聊天一样搜索,搜遍4000万医学文献。AI智能推荐,让科研检索更轻松。

立即免费搜索

文件翻译

保留排版,准确专业,支持PDF/Word/PPT等文件格式,支持 12+语言互译。

免费翻译文档

深度研究

AI帮你快速写综述,25分钟生成高质量综述,智能提取关键信息,辅助科研写作。

立即免费体验

在职教育:南澳大利亚护士的职业发展

Inservice education: career development for South Australian nurses.

作者信息

Gaston C

出版信息

Aust J Adv Nurs. 1989 Jun-Aug;6(4):5-9.

PMID:2789769
Abstract

Inservice education is mandatory for the development of a skilled workforce and a planned rational program is required to ensure that labourforce requirements are met in specific areas of practice. The South Australian Health Commission (SAHC) has endorsed a Career Development Model for Nursing Practice which among other things will assist in the planning and implementation of inservice education in South Australia (SA). The model is based on the principles of advancement, competency and diversity and reflects the Dreyfus Model of skill acquisition adapted to nursing by the American nurse theorist Patricia Benner.

摘要

在职教育对于培养熟练的劳动力队伍至关重要,需要一个有计划的合理方案来确保在特定实践领域满足劳动力需求。南澳大利亚卫生委员会(SAHC)认可了一种护理实践职业发展模式,该模式除其他外,将有助于南澳大利亚(SA)在职教育的规划和实施。该模式基于进步、能力和多样性原则,反映了美国护士理论家帕特里夏·本纳改编用于护理的德雷福斯技能获取模型。

相似文献

1
Inservice education: career development for South Australian nurses.在职教育:南澳大利亚护士的职业发展
Aust J Adv Nurs. 1989 Jun-Aug;6(4):5-9.
2
Combining a clinical ladder and performance appraisal system as a reward strategy: the EXCEL clinical ladder program.将临床阶梯与绩效评估系统相结合作为一种奖励策略:EXCEL临床阶梯计划。
Semin Nurse Manag. 1994 Sep;2(3):175-82.
3
A multi-generational staff development model for registered nurses.注册护士的多代员工发展模式。
J Adv Nurs. 1993 Jan;18(1):144-9. doi: 10.1046/j.1365-2648.1993.18010144.x.
4
Development of a core competency program for patient educators.患者教育工作者核心能力项目的开发。
J Nurses Staff Dev. 2007 Jul-Aug;23(4):155-61; quiz 162-3. doi: 10.1097/01.NND.0000281414.19978.f6.
5
Sustained nurse home visiting in early childhood: exploring Australian nursing competencies.幼儿期持续的护士家访:探索澳大利亚护士的能力。
Public Health Nurs. 2005 May-Jun;22(3):254-9. doi: 10.1111/j.0737-1209.2005.220309.x.
6
Training-needs analysis.
Nurs Stand. 1998;13(6):50-3; quiz 55-6. doi: 10.7748/ns1998.10.13.6.50.c2550.
7
Synergy: a framework for leadership development and transformation.协同作用:领导力发展与变革的框架。
Crit Care Nurs Clin North Am. 2005 Jun;17(2):113-9, ix. doi: 10.1016/j.ccell.2005.02.001.
8
Performance evaluation: building blocks for credentialing and career advancement.
Nurs Manage. 1995 Sep;26(9):52-5; quiz 56-7.
9
The performance appraisal as a developmental tool.作为一种发展工具的绩效考核
J Nurses Staff Dev. 2008 May-Jun;24(3):E12-8. doi: 10.1097/01.NND.0000320654.87802.16.
10
Implementing KSF competency testing in primary care. Part 1: developing an appraisal tool.在初级保健中实施关键成功因素(KSF)能力测试。第1部分:开发评估工具。
Br J Community Nurs. 2010 Oct;15(10):485-91. doi: 10.12968/bjcn.2010.15.10.78729.