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The purpose of this study was to explain the actual circumstances and the recognition of the performance appraisal targeting the top nursing administrators in the hospitals. In this study, the partici...pants were 203 nursing administrators (in 2000), 199 nursing administrators (in 2001), and 181 nursing administrators (in 2002) of hospitals that had beyond 100 beds in 3 prefectures of the northern part of Kyusyu. It was conducted by using a mailed self-reported questionnaire. Contents of the investigation were composed of ① the actual circumstances of the performance appraisal of nurses and ② the methods of and the necessity of the performance appraisal of nurses, and I have got the following results: 1) The survey was conducted for three consecutive years from 2000 to 2002, however, there was no obvious change in the results. 2) The hospitals where the performance appraisals were being carried out were 31.7％ (in 2000), 40.2％ (in 2001) and 37.6％ (in 2002). 3) The hospitals with the criteria of the performance appraisal were approximately 60％. Concerning the methods of the performance appraisal, the “relative evaluation” was 67.7％ (in 2000), 55.0％ (in 2001) and 33.9％ (in 2002), and the “absolute evaluation” was 30.8％ (in 2000), 36.3％ (in 2001) and 54.4％ (in 2002). 4) Although most nursing administrators recognized the need of the performance appraisal system, they answered “There is no performance appraisal system in the hospital.” And “I don’t know how to carry it out.” For the reason why it wasn’t being carried out. From the above, the need of the education of the nursing administrator was suggested to introduce a performance appraisal system with the purpose of the development of ability based on the will and the fitness of the individual nurse and the use of talented people.続きを見る
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Mendeley出力
shsjournal2004-1_01