Hospital Nursing Research Paper Sample

If hospitals want to get long development, quality assurance is the premise and foundation, and in the process of nursing management services in hospitals, nursing quality management system provides the most basic guarantee. The following is my hospital nursing research paper for you to organize for your reference.

[Abstract] PurposeTo explore the effect brought about by the application of humanization management mode in hospital nursing management. Methods 60 cases of nursing staff of various departments of the hospital were selected as the object of investigation, randomly divided into the control group and the observation group, the control group of nursing staff using the traditional management mode for management; the observation group of nursing staff using the humanization management mode for management. The nursing quality, nursing error scores and nursing operation scores of the two groups were compared. The results of the two groups of nursing staff observation indicators for comparison, the observation group nursing staff of nursing quality score and nursing operation score is significantly higher than the control group nursing staff, and nursing error score is significantly lower than the control group nursing staff, the difference is statistically significant (P & lt; 0.05). Conclusion The use of humanized management applied to hospital nursing work not only improves the service attitude of nursing staff, improves the quality of care, reduces the incidence of nursing errors, but also reduces the incidence of nurse-patient disputes. It is worthwhile to widely popularize and use in clinical practice.

[Keywords] humanized management; nursing; application analysis

At present, with the development of science and technology, social progress, people's living standards have been gradually increased, for the quality of life and physical health status of the requirements are also higher. Therefore, the nursing work of the hospital is particularly important. How to take effective measures to improve the efficiency and level of hospital nursing work has become a concern of hospitals. This study investigated 60 cases of nursing staff in this hospital during May 2013?May 2014, and achieved good results by adopting the humanized management model for nursing management. It is now reported as follows.

1 Data and Methods

1.1 General Data

60 cases of nursing staff of various departments in this hospital were selected as the survey object in May 2013?2014, and were randomly divided into two groups, 30 cases of nursing staff of the control group aged between 24~45 years old, with a mean age of (26.84?1.23) years old, and 30 cases of nursing staff of the observation group aged between 25~40 years old, with a mean age of (26.84?1.23) years old, and 30 cases of nursing staff of the observation group aged between 25~40 years old, with a mean age of (26.84?1.23) years old. 25~40 years old, the average age is (24.64?1.33) years old, the two groups of nursing staff of which 31 cases of bachelor's degree, 18 cases of college education, 11 cases of secondary education. Comparison of the general information of the nursing staff of the two groups is not statistically significant (P>0.05), and is comparable.

1.2 Methods

The control group of nursing staff using traditional management mode for management, the observation group of nursing staff using humanized management mode for management, specifically in the following aspects. First of all, the hospital should create a humanistic environment for the nursing staff, can be regularly for the nursing staff to carry out training courses, nursing management knowledge for nursing staff, professional ethics knowledge and etiquette knowledge training, improve the professional quality of nursing staff. Regularly organize nursing operation exchange conferences to strengthen technical communication and experience communication among nursing staff to achieve the purpose of promoting strengths and avoiding weaknesses [1]. At any time to understand whether the nursing staff have work and life difficulties, and psychological communication with them, as appropriate, to give appropriate help to eliminate the burden of their minds, so that they are fully committed to their work. ② A good working environment can fully mobilize the nursing staff's enthusiasm for work, in terms of hardware, the lounge can be equipped with sofas, air conditioners, drinking fountains and other facilities suitable for millet [2]. In software, you can develop a clear operation standardization process, and develop reward and punishment measures, promotion system, the quality of nursing staff's work and income, promotion and nursing staff's performance, in order to achieve the improvement of nursing staff's enthusiasm for work as well as enthusiasm for learning [3]. ③ According to the nursing staff's own personality, specialty and skill level for its arrangement of suitable positions, pay attention to the nursing staff's education at any time, according to the situation can be arranged for part of the nursing staff for further study. Improve the quality of nursing managers, do fair, just and open nursing affairs [4].

1.3 Statistical methods

All data were processed on the statistical software SPSS17.0, and the measurement data were expressed as (x?s), using the t-test.

2 Results

Comparing the observation indexes of the two groups of nursing staff, the quality of care scores of the nursing staff of the observation group as well as the accuracy rate of nursing operations were significantly higher than that of the nursing staff of the control group, while the rate of nursing errors was significantly lower than that of the nursing staff of the control group, and the difference was statistically significant (P<0.05).

3 Discussion

Humanized management is, in essence, a way to address the human mind? Stability and change? strategy for management. Applying it to hospital nursing management can alleviate the conflicts between doctors and patients to a large extent, reduce the incidence of nurse-patient disputes, and thus make the treatment go smoothly. According to the domestic Li Xuefei literature report [5], the use of humanized management not only improves the quality of nursing staff, but also improves the satisfaction of patients, and plays a great role in the development of the hospital. In this study, through the investigation and analysis of 60 cases of nursing staff in this hospital, the observation group adopting humanized management was significantly higher than the control group nursing staff in the quality of care score as well as the accuracy score of nursing operation, and the nursing error score was significantly lower than the control group nursing staff, and the results were similar to those reported by Li Xuefei in the literature. The results are similar to those reported in the literature by Li Xuefei. This fully demonstrates the advantages of adopting humanized management in nursing. Humanized management allows nursing staff to fully appreciate the emotional changes of patients, so that they can effectively manage the psychological emotions of patients in nursing work and help patients recover their health as soon as possible. In the process of humanized management, managers should fully consider the main points of human nature and adopt a series of systems and measures to tap the potential of employees. The basic content of humanized nursing management includes the following aspects: ① Emotional management. First of all, we should pay attention to the inner world of nursing staff, according to the characteristics of its emotional management, improve the enthusiasm of nursing staff, managers should respect the nursing staff, from time to time to communicate with them, to understand the life of the nursing staff and the difficulties of the work, fair and just treatment of each nursing staff; ② open management. Managers should always interact with nursing staff, for nursing staff to put forward reasonable requests and suggestions, to be accepted and adopted with an open mind, invite nursing staff to participate in decision-making, so that the final decision is more likely to be accepted by the nursing staff; ③ humanistic management. As the nursing staff in the long-term work has formed the inherent ideas, values and moral norms, managers should be humanized nursing management to elevate the nursing work to the level of humanistic management, and increased reliance on the nursing culture of their management, to alleviate the cold system management [6].

In summary, the use of humanized management applied to hospital nursing not only improves the service attitude of nursing staff, improves the quality of care, reduces the incidence of nursing errors, but also reduces the incidence of nurse-patient disputes. It is worthwhile to widely promote and use the clinical.

[References]

[1] Cheng Si-Feng. The application of humanized management mode in hospital nursing management [J]. Laboratory Medicine and Clinics,2014(12):1733-1734.

[2]Zhang Yuanyun. The use of humanized management mode in nursing management[J]. China Practical Medicine,2013(16):261-262.

[3]Qiu Chunyan,Jin Yingfu,Mu Yuanying. Observation on the application effect of humanized management mode in clinical nursing management[J]. Northern Pharmacy,2011(12):73.

[4]Yang Xiu,Zhang Guoying,Liu Yanping. Application of humanized management in clinical nursing management[J]. China Medical Innovation,2014(5):94-96.

[5]Li Xuefei. Analysis of the application effect of humanized management mode in hospital nursing management[J]. Jilin Medicine,2014(3):626.

[6]Wang Xiuqin. The use of humanized management mode in nursing management[J]. Journal of Mathematical Medicine,2014(4):456-457.

Abstract: [Purpose] Investigate the current situation of nursing human resource allocation in second-level traditional Chinese medicine hospitals in Shanxi Province, and discuss the problems that exist in the current nursing human resource allocation. [Methods] Microsoft Excel statistical software was used to analyze the research data of 33 secondary Chinese medicine hospitals. [Results] The bed-nurse ratio of the 33 hospitals did not reach 1:0.4 accounting for 48.5%; the distribution of nursing staff title structure is 1.33% of senior title, 18.40% of intermediate title, and 80.27% of junior title; among them, nurses in the establishment accounted for 52.17%. [Conclusion] Our province's secondary Chinese medicine hospital nursing staff quantity configuration is insufficient, the bed nurse ratio is lower than the standard requirements, the senior title nursing talent is lacking, the nursing team is unstable; it is recommended to increase the nursing manpower configuration of secondary Chinese medicine hospitals, to improve the title structure of nursing staff, to solve the staffing problem, and to gradually stabilize the nursing team.

Keywords: secondary Chinese medicine hospital; nursing human resources; status quo

Nursing human resources is an important component of health resources, its staffing is reasonable to determine the quality of medical care and the level of quality of care, in order to comprehensively understand the situation of nursing human resources allocation in Chinese medicine hospitals in Shanxi Province, our Institute in 2013 on the 33 Chinese medicine hospitals in Shanxi Province to carry out research. In order to comprehensively understand the nursing human resource allocation situation in Chinese medicine hospitals in Shanxi Province, our institute conducted a research on 33 Chinese medicine hospitals in Shanxi Province in 2013 and analyzed the situation of nursing human resource allocation in depth. The results are analyzed as follows.

1 Data and Methods

1.1 Data

The research data of 33 secondary Chinese medicine hospitals in Shanxi Province in 2013 (the region covers 11 prefecture-level cities in the province) were selected as the research data, and nursing human resources were summarized and analyzed.

1.2 Research Methods

Design and distribution of basic research questionnaires on nursing human resources in Chinese medicine hospitals, through the hospitals to fill in the relevant data and the researchers to go to the hospitals on-site review, and ultimately access to the original data of this study.

1.3 Content of the research

Research on the basic situation of nursing human resource allocation in 33 Chinese medicine hospitals in Shanxi Province, including the actual number of open beds in hospitals, the total number of nursing staff, the distribution of nursing staff titles and the number of employed nurses.

1.4 Statistical methods

Microsoft Excel database software was applied for statistical analysis.

3 Discussion

3.1 Insufficient number of nursing staffing, bed-nurse ratio is lower than the standard requirements

The "Outline of China's Nursing Career Development Plan (2011?2015)" requires that the actual bed-nurse ratio of the general wards of Chinese medical institutions should be no less than 1:0.4, and gradually reach 1:(0.5-0.6), and that the proportion of nurses in the clinical nursing positions should be no less than 95% of the total number of nurses [0.5-0.6], and the percentage of nurses in clinical nursing positions should be no less than 95% of the total number of nurses [1:1]. The proportion of nurses in clinical nursing positions is not less than 95% [1]. As can be seen from Table 1, 48.5% of hospitals have substandard bed-nurse ratios, and the original research data show that there are individual hospitals with bed-nurse ratios of only 1:0.18. The 2012 survey of nursing human resources in 23 Chinese medicine hospitals in Shanghai also showed that the bed-nurse ratio declined markedly with the expansion of the size of the hospital and the increase in the number of open beds [2]. At present, due to the poor basic conditions of some secondary Chinese medicine hospitals, low economic income, in order to reduce medical costs, hospitals are unable to expand the nursing team, resulting in a serious shortage of nursing manpower in Chinese medicine hospitals; on the other hand, Chinese medicine has its own Chinese medicine characteristics of the theoretical system, the content of the nursing work not only includes the Western medicine nursing program, but also includes Chinese medicine nursing-specific skills such as the use of the holistic view of the identification of the evidence of the nursing process, traditional Chinese medicine for medicine, Fumigation, foot bath, fire pot and other Chinese medicine characteristics of therapeutic nursing work, so that the nursing workload increased, clinical nurses every day to complete the doctor's orders for the purpose of the treatment task, thus resulting in the characteristics of Chinese medicine nursing face atrophy of the status quo, hindering the development of the cause of Chinese medicine nursing.

3.2 Nursing staff title structure is unreasonable, the proportion of high-level nursing staff is low

As can be seen from Table 2, 33 secondary Chinese medicine hospitals in Shanxi Province, nursing staff titles from low to high in a ? The distribution of nursing staff titles from the lowest to the highest is in the form of a triangle. Distribution, primary title and the following personnel accounted for 80.27%, intermediate title personnel accounted for 18.40%, senior title personnel accounted for only 1.33%, senior: intermediate: primary 1:14:60, and the Ministry of Health issued a standard ratio of 1:3:12 and the World Health Organization (WHO) advocated 1:3:1 [3] is far from the difference; at present, Chinese medicine nursing and professional education and continuing education are not matching the clinical needs [3]; at present, Chinese medicine nursing professional education and continuing education are not matching the clinical needs [4]. Currently, the professional education and continuing education of TCM nursing do not match with the clinical needs [4], and the education of nurses in TCM hospitals in our province is dominated by university and junior college students, and the titles of nurses are generally low. This title structure has certain limitations on the TCM nursing team and TCM nursing development, the nursing team does not have a good echelon construction, and there is a shortage of professional discipline leaders [5], suggesting the necessity of constructing a rational title structure for nursing staff in secondary TCM hospitals in our province.

3.3 The number of employed nurses is high, and the nursing team is unstable

Table 3 shows that the number of nurses on staff in the nursing team of 33 secondary Chinese medicine hospitals in our province accounts for 52.17%, and the ratio of beds to nurses on staff is only 1:0.20, which makes the nursing staffing seriously insufficient. In recent years, with the expansion of Chinese medicine hospitals, beds increase, the number of clinical nurses can not meet the needs of hospital development, in order to alleviate the shortage of nurses, hospitals with employed nurses to maintain the basic needs of the work, most of the employed nurses can not be issued bonuses according to the workload of nurses as in the case of staff nurses, and there is no opportunity to hire according to the title, resulting in part of the nurses to exercise and mature jump, resulting in the loss of hospital nursing talent and training. The loss of funds, nursing characteristics and quality of the current situation.

4 Recommendations

Based on the results of the analysis of this research, the following recommendations for the existing problems: rational allocation of human resources, optimize the structure of nursing human resources, scientific setup of nursing positions, the real meaning of the implementation of nurses hierarchical management. The establishment of optimization of Chinese medicine nursing human resources long-term mechanism, on the one hand, title promotion to the first-line nurses tilt to reduce brain drain; on the other hand, it is recommended that the hospital should develop an annual recruitment plan, recruitment of registered nurses with experience and qualifications, at the same time, to set up a set-aside mobile staffing to stabilize the nursing team. It is recommended that nursing human resources, set up positions, the employment of nurses with equal pay for equal work and title promotion and other issues of immediate concern included in the implementation details of the evaluation criteria, in favor of the health administrative department of the relevant provisions of the implementation of the evaluation of the effect of the implementation of the implementation of the promotion of the implementation.

5 Summary

This study takes the research information of 33 secondary Chinese medicine hospitals in Shanxi Province as the data source, analyzes the nursing human resource allocation, clarifies the main problems existing in the secondary Chinese medicine hospitals in the province, and provides a theoretical basis for the future development of Chinese medicine nursing in the province.

References:

[1] Zhang Yali, Cai Junping, Cai Jue, et al. Survey and analysis of nursing human resource allocation and demand in Chinese hospitals[J]. Chinese Nursing Journal, 2007, 42(11):1028-1030.

[2]Wang Yu. Analysis of the status quo and countermeasure research on human resource allocation in Chinese medicine nursing in Shanghai[J]. Nursing Research, 2012, 26(2B):461-162.

[3]Dai Yali, Ning Yanhui. Analysis of nursing human resource allocation in secondary and above general hospitals in Xinjiang[J]. Journal of Nursing Management, 2011, 11(3):163-165.

[4]Duan Xiuqing, Zhang Duanxiang, An Yulan. An introduction to the practical experience of Chinese medicine nursing management model[J]. Nursing Research, 2011, 25(8):2238-2239.