School of Nursing, Yasuda Women's University, 6-13-1 Yasuhigashi, Asaminami-ku, Hiroshima-shi, Hiroshima 731-0153, Japan.
Department of Nursing, Hiroshima University Hospital, 1-2-3, Kasumi, Minami-ku, Hiroshima City, Hiroshima 734-8551, Japan.
Int J Nurs Stud. 2018 Apr;80:147-154. doi: 10.1016/j.ijnurstu.2018.01.011. Epub 2018 Feb 2.
While assessment made by nurses of themselves (self-assessment) and assessment made of them by others (other-assessment) provide unique and valuable information as to individual nurses' competence, the subjective nature of both assessments often causes a disagreement between them. This is problematic when educational interventions to foster nurses' competence are designed. However, the question of what factors contribute to the self-other disagreement in competence assessment has rarely been investigated in nursing.
The aims of this study were to compare competence assessments made by nurses with that by others, and to investigate what types of demographic variables of nurses and others, and which personality traits of nurses were associated with the self-other agreement/disagreement in the competence assessment.
A cross-sectional survey design.
Three hospitals in Japan.
A total of 1167 registered nurses, who were practising in these three hospitals, were invited to participate in the study. The inclusion criteria of the participants were as follows: 1) currently working in an inpatient department, and 2) directly involved in patient care.
The survey package included two sets of questionnaires: one for self-assessment and the other for other-assessment, each of which was accompanied by an ID number for matching. Collected data were analysed using a Wilcoxon signed-rank test to compare the scores on competence assessed by nurses and others, and using multiple regression to examine the relationships between the demographics, personality traits, and the degree of self-other disagreement.
A total of 207 matched questionnaires were obtained. The results showed that the scores on the assessment made by others were statistically significantly higher than those made by nurses of themselves. Moreover, regression analysis suggested that the age of nurses (i.e., younger nurses) and that of others (i.e., older evaluators), and nurses' personality traits of conscientiousness and extraversion were statistically significantly related to the agreement in self-other competence assessment.
Nurse managers need to understand which factors contribute to self-other disagreement in competence assessment, and to identify a way to precipitate mutual agreement between them. By doing so, both nurses and managers can comprehend nurses' own strengths and weaknesses, and can determine educational needs and goals regarding nurses' competence development.
护士对自身的评估（自我评估）和他人对他们的评估（他人评估）都提供了有关个体护士能力的独特且有价值的信息，但这两种评估的主观性常常导致它们之间存在分歧。当设计促进护士能力的教育干预措施时，这是一个问题。然而，在护理中，很少有研究探讨哪些因素导致能力评估中的自我-他人分歧。
本研究旨在比较护士的能力评估和他人的能力评估，并探讨护士的哪些人口统计学变量和他人的哪些人格特质与能力评估中的自我-他人一致性/不一致性相关。
横断面调查设计。
日本的三家医院。
共邀请了 1167 名在这三家医院工作的注册护士参加这项研究。参与者的纳入标准如下：1）目前在住院病房工作，2）直接参与患者护理。
调查包包括两套问卷：一套用于自我评估，另一套用于他人评估，每套问卷都附有匹配的 ID 号。使用 Wilcoxon 符号秩检验比较护士和他人评估的能力得分，使用多元回归分析检验人口统计学、人格特质与自我-他人分歧程度之间的关系。
共获得 207 份匹配的问卷。结果表明，他人评估的得分在统计学上显著高于护士对自己的评估。此外，回归分析表明，护士的年龄（即年轻护士）和他人的年龄（即年长的评估者），以及护士的尽责性和外向性人格特质与自我-他人能力评估的一致性有统计学意义。
护士管理人员需要了解哪些因素导致能力评估中的自我-他人分歧，并找到一种方法促使他们之间达成共识。通过这样做，护士和管理人员都可以了解护士自身的优势和劣势，并确定有关护士能力发展的教育需求和目标。
