Yu Haiyan, Chen Yuan, Wu Linjing, Wang Ligang, Lai Yuting, You Aijun
Xiamen Cardiovascular Hospital, Xiamen University, Xiamen, China.
School of Nursing, Fujian University of Traditional Chinese Medicine, Fuzhou, China.
Front Med (Lausanne). 2024 Nov 21;11:1472384. doi: 10.3389/fmed.2024.1472384. eCollection 2024.
To construct a hierarchical management system for specialist nurses based on Patricia Benner's theory, and evaluate its implement effect, so as to provide reference for the hierarchical management of specialist nurses.
Literature retrieval, semi-structured interview and Delphi method were conducted for initially formulation of the draft of hierarchical management system for specialist nurses. Forty-three specialist nurses and 14 nursing managers were selected for the study, using a non-randomized controlled experimental study design, and at the end of the study, the job satisfaction, job engagement, job exuberance, advice behaviors and nursing managers' overall job satisfaction of specialist nurses were compared before and after the hierarchical management.
This study constructed a hierarchical management system for specialist nurses. The differences in specialist nurses' job satisfaction, job engagement, job exuberance and constructive behaviors before and after hierarchical management were statistically significant ( < 0.05), and the differences in the nursing managers' assessment of specialist nurses' overall job satisfaction were statistically significant ( < 0.05).
The hierarchical management system of specialist nurses based on Patricia Benner's theory improves the quality of hierarchical management of specialist nurses, which could improve the job satisfaction of specialist nurses. The system could provide guidance and reference for hierarchical management system of specialist nurses.
基于帕特里夏·本纳的理论构建专科护士层级管理体系，并评价其实施效果，为专科护士的层级管理提供参考。
通过文献检索、半结构化访谈和德尔菲法初步制定专科护士层级管理体系草案。选取43名专科护士和14名护理管理者进行研究，采用非随机对照实验研究设计，研究结束时，比较层级管理前后专科护士的工作满意度、工作投入度、工作热情、建言行为以及护理管理者对专科护士整体工作满意度的评价。
本研究构建了专科护士层级管理体系。层级管理前后专科护士的工作满意度、工作投入度、工作热情和建言行为差异有统计学意义（<0.05），护理管理者对专科护士整体工作满意度评价的差异有统计学意义（<0.05）。
基于帕特里夏·本纳理论的专科护士层级管理体系提高了专科护士层级管理质量，可提高专科护士的工作满意度。该体系可为专科护士层级管理体系提供指导和参考。
