Daba Lema, Beza Lemlem, Kefyalew Merahi, Teshager Tilahun, Wondimneh Fenta, Bidiru Ashenu, Ketema Indeshaw
Department of Emergency and Critical Care Nursing, College of Health and Medical Sciences, Haramaya University, Harar, Ethiopia.
Department of Emergency Medicine, College of Health Science, Addis Ababa University, Addis Ababa, Ethiopia.
BMC Nurs. 2024 May 7;23(1):312. doi: 10.1186/s12912-024-01979-w.
Optimizing the performance level of nursing staff is crucial for the efficient functioning of hospitals and better patient health outcomes. However, published data on the job performance levels and associated factors of nurses in Ethiopia is limited. Therefore, this study aimed to assess the job performance and associated factors of nurses working in adult emergency departments at selected public hospitals in Addis Ababa, Ethiopia.
A facility-based cross-sectional study was conducted from March 25 to April 25, 2023, among 172 nurses working in the adult emergency departments of selected public hospitals in Addis Ababa, Ethiopia. A simple random sampling technique was used to select the study participants. Data were collected using pretested, self-administered structured questionnaires. Data were coded, entered into Epi-data version 4.6, and analyzed using Statistical Package for Service Solution (SPSS) Version 27.0.1 software. Data were summarized using descriptive statistics, including mean, frequency, and standard deviation. A binary logistic regression analysis was done to determine factors associated with the performance of nurses. The strength of the association was measured using an adjusted odd ratio (AOR) with a 95% confidence interval (CI), and a P-value < 0.05 was considered statistically significant.
The majority of nurses, 70.5% (95% CI: 63.7-77.3), rated their job performance as good. Workload [AOR = 1.70 (95% CI: 1.19-2.44)], remuneration [AOR = 1.89 (95% CI: 1.35-2.67)], rewards [AOR = 1.50 (95% CI: 1.01-2.23)], objectives to be achieved [AOR = 1.88 (95% CI: 1.32-2.67)], and feedback on performance appraisals [AOR = 1.65 (95% CI: 1.17-2.33)] were identified as significantly associated with nurses' performance.
While the majority of nurses rated their job performance as good, it is important to note that a relevant proportion of nurses rated their job performance as poor. The findings of this study identified that nurses' performance is influenced by several key factors, including workload, remuneration, rewards, objectives to be achieved, and feedback on performance appraisals. Our findings call for improving nurses' job performance; therefore, hospitals should consider implementing systems that effectively utilize performance appraisal results and recognize and encourage hardworking nurses.
优化护理人员的绩效水平对于医院的高效运作和改善患者健康结局至关重要。然而，埃塞俄比亚关于护士工作绩效水平及相关因素的已发表数据有限。因此，本研究旨在评估埃塞俄比亚亚的斯亚贝巴选定公立医院成人急诊科护士的工作绩效及相关因素。
于2023年3月25日至4月25日在埃塞俄比亚亚的斯亚贝巴选定公立医院成人急诊科工作的172名护士中进行了一项基于机构的横断面研究。采用简单随机抽样技术选择研究参与者。使用预先测试的自填式结构化问卷收集数据。数据进行编码，录入Epi - data 4.6版本，并使用服务解决方案统计软件包（SPSS）27.0.1版进行分析。使用描述性统计方法对数据进行总结，包括均值、频率和标准差。进行二元逻辑回归分析以确定与护士绩效相关的因素。使用调整后的比值比（AOR）及95%置信区间（CI）衡量关联强度，P值<0.05被认为具有统计学意义。
大多数护士（70.5%，95%CI：63.7 - 7)认为自己的工作绩效良好。工作量[AOR = 1.70（95%CI：1.19 - 2.44）]、薪酬[AOR = 1.89（95%CI：1.35 - 2.67）]、奖励[AOR = 1.50（95%CI：1.01 - 2.23）]、要实现的目标[AOR = 1.88（95%CI：1.32 - 2.67）]以及绩效评估反馈[AOR = 1.65（95%CI：1.17 - 2.33）]被确定与护士的绩效显著相关。
虽然大多数护士认为自己的工作绩效良好，但值得注意的是，有相当比例的护士认为自己的工作绩效较差。本研究结果表明，护士的绩效受到几个关键因素的影响，包括工作量、薪酬、奖励、要实现的目标以及绩效评估反馈。我们的研究结果呼吁改善护士的工作绩效；因此，医院应考虑实施有效利用绩效评估结果并认可和鼓励勤奋工作护士的系统。
