Abstract:

Objective To explore and construct an indicator system for performance appraisal in operating room nurses of cancer hospitals，in order to provide references for performance management. Methods From May to December 2022，the four-dimensional model of individual performance was used as the theoretical framework，and the research was carried out by literature research method，focus group interview method，Delphi expert consultation method and analytic hierarchy process，to establish the content of the performance appraisal index system of operating room nurses in cancer hospitals and the weight of each index. Results After 2 rounds of expert correspondence，29 questionnaires were sent out and 27 returned in the first round，with an expert positive coefficient of 93.10%；27 questionnaires were sent out and 27 returned in the second round，with an expert positive coefficient of 100%；expert authority coefficient of the first round was 0.941 and the second round was 0.937. In the first round，the variation coefficient of each index was 0-0.249，and the coordination coefficient was 0.201-0.352；in the second round，the variation coefficient of each index was 0-0.204，and the coordination coefficient was 0.275-0.407. Finally，a performance appraisal index system of operating room nurses in cancer hospitals was formed，which consisted of 4 first-level indicators，including task performance，interpersonal performance，adaptive performance and effort performance，11 second-level indicators and 54 third-level indicators. Conclusion The indicator system for performance appraisal in operating room nurses of cancer hospitals constructed in this study is reliable and scientific，specialized and applicable，and it can provide references for performance management.

Key words: Cancer Hospital, Operation Room, Nurse, Performance Appraisal, Nursing Management Research

摘要：

目的 构建肿瘤专科医院手术室护士绩效考核指标体系，以期为绩效管理提供参考。方法 于2022年5月—12月，以个人绩效四维模型为理论框架，通过文献分析、焦点小组访谈、德尔菲专家函询、层次分析法确定肿瘤专科医院手术室护士绩效考核指标体系的内容及各指标权重。结果 共经过2轮专家函询，第1轮函询发放问卷29份、回收27份，专家积极系数为93.10%，第2轮函询发放问卷27份、回收27份，专家积极系数为100%；第1轮函询专家权威系数为0.941，第2轮函询专家权威系数为0.937。第1轮专家函询各指标的变异系数为0~0.249，肯德尔和谐系数为0.201~0.352；第2轮专家函询各指标的变异系数为0~0.204，肯德尔和谐系数为0.275~0.407。最终形成包括任务绩效、人际绩效、适应性绩效、努力绩效4项一级指标、11项二级指标和54项三级指标的肿瘤专科医院手术室护士绩效考核指标体系。结论 该研究构建的肿瘤专科医院手术室护士绩效考核指标体系具有可靠性与科学性、专科性与适用性，可为绩效管理提供参考。

关键词: 肿瘤医院, 手术室, 护士, 绩效考核, 护理管理研究