| ObjectiveTo understand the current situation and training needs of the core competence of junior nurses in county-level general hospitals,as well as the attitudes and suggestions of Counterpart Assistance units on the training of junior nurses in county-level hospitals,so as to build a targeted training program for the core competence of junior nurses in county-level general hospitals.MethodThis study uses literature review,quantitative research,qualitative research,expert consultation and other research methods.The research content is divide d into the following three parts:Part Ⅰ:Research on the current situation of the core competence of junior nurses in county general hospitalsQuantitative study:Using cluster sampling method,610 junior nurses who have completed registration in Shangqiu County General Hospital in Henan Pro vince within 3 years of their employment were selected from October 2020 to January 2021.The questionnaire survey was conducted using the general infor mation survey scale,the Chinese registered nurse core competence scale,the nurse professional identity scale,and the nursing organization atmosphere percept ion scale.The data were entered into Excel 2007,and SPSS 21.0 was used to analyze the questionnaire data.After inspection,the sample conforms to the normal distribution,the measurement data is described by means and standard deviation,and the counting data is described by rate and percentage.T-test or analysis of variance was used to analyze the difference of scores.Pearson correl ation analysis was used to analyze the correlation between nurses’ professional identity,perception of nursing organizational climate and core competence;The influencing factors of core competence are analyzed by single factor analysis and multiple linear regression analysis α=0.05 as the inspection level.Part Ⅱ:The expectation study of relevant personnel on the core competence training program for junior nurses in county general hospitalsQualitative research:15 junior nurses in county-level general hospitals,10 nursing managers in county-level general hospitals,10 nursing managers in me dical union units and 9 nursing teachers in cooperative colleges were interview ed in a semi-structured way with the purpose sampling method,so as to deepl y explore the content,methods and teachers of core competence training that j unior nurses in county-level general hospitals desire,To analyze the difficulties and weaknesses of the nursing managers of county-level general hospitals in t raining the core competence of junior nurses,and to understand the attitude of the nursing managers of the medical union units and the teachers of cooperative colleges and universities to the support of the core competence of junior nurses in county-level general hospitals,to deeply tap the characteristics of junior nurses in county-level general hospitals,to explore some topics of the training program for the core competence of junior nurses,and to collect data by semi-structured interview,Content analysis was used to analyze data.Part Ⅲ:Research on the construction of core competence training program for junior nurses in county general hospitalsBased on the investigation of the current situation of the core competence of junior nurses in county general hospitals and the analysis of the influencing factors,and combined with the semi-structured interview theme refining,the training program of the core competence of junior nurses in county general hospitals was initially designed;The expert consultation method was used to discuss the necessity and rationality of the training program content,sort out the e xpert opinions,revise and improve the program content,and finally form a trai ning program for the core competence of junior nurses in county general hospitals.The revised training program was demonstrated to be practical and feasible.ResultsThe first part:(1)The total scores of core competence,professional identity,organizational atmosphere perception and the average scores of each item of 610 junior nurses in county-level general hospitals were tested by normality,and the data were in line with normal distribution.The total score of its core competence is(97.84 ± 30.35),and the average score of each item is(1.78 ± 0.55);The tota 1 score of professional identity is(113.17 ± 23.18),and the average score of items is(3.77 ± 0.77);The total score of the organizational climate perception scale was(119.98 ± 20.24),and the average score of the items was(3.24±0.55).Among the seven dimensions of core competence,the highest average score of items is ethics and legal practice ability,and the lowest average score is critical thinking and scientific research ability.The average scores of each dimension from high to low are:ethics and legal practical ability score(14.79±4.75),average score(1.85 ± 0.59);The leadership score was(16.37±5.35),with an average score of(1.82 ± 0.59);The score of interpersonal competence was(14.39±4.61),with an average score of(1.80 ± 0.58);The score of profes sional development ability was(10.77 ± 3.45),with an average score of(1.80± 0.58);The score of clinical nursing ability was(17.55 ± 5.50),with an average score of(1.76 ± 0.55);The score of education and consulting ability was(10.45 ± 3.51),with an average score of(1.74 ± 0.59);The score of critical thinking and scientific research ability was(13.53 ±4.41),with an average score of(1.69± 0.55).(2)There are differences in the core competence scores of junior nurses in county general hospitals with different demographic characteristics.The results of single factor analysis show that the age distribution,first education,marita 1 status,length of service,position,average monthly night shift number of junior nurses,their liking for nursing profession,whether the most important person influencing the choice of profession is a medical worker,and their satisfaction with their current work There were statistically significant differences in whe ther the nursing specialty would be reselected,the times of going out for further study or training,and the degree of family support(P<0.05).(3)Because core competence,professional identity and organizational atmo sphere all conform to normal distribution.Pearson correlation analysis showed that the professional identity of junior nurses in county general hospitals and the perception of nursing organizational atmosphere were positively correlated with core competence,and the correlation coefficients were 0.586 and 0.458 respe ctively(P<0.001).(4)The results of multiple linear regression analysis showed that the support of the family members of junior nurses in county general hospitals,the training they received,their liking for the nursing profession,the monthly average number of night shifts,nurses’ professional identity,and the atmosphere of nursing organizations were independent factors affecting their core competence(P<0.05).The second part:Interviews were conducted with 15 junior nurses in county-level general hospitals,and three themes were extracted:looking forward to receiving training on emergency rescue knowledge and skills,specialized health education,nurse patient communication,and scientific research knowledge;looking forward to online and offline diversification of training methods;looking forward to guidance from nursing experts in superior hospitals;Through interviews with 10 nursing managers of county-level general hospitals,two themes were extracted:expecting standardized emergency response ability training and guidance from high-level nursing experts.Interviews were conducted with 10 nursing managers in medical union units,and three themes were extracted:weak theoretical knowledge of junior nurses in county-level general hospitals,lack of targeted core competence training programs,and agree to provide online or remote help for them;Through interviews with 9 teachers in cooperative colleges,two themes were extracted:the research ability of junior nurses in county general hospitals was weak,and they agreed to provide diversified teaching training for them.The third part:Based on the results of the first part of the current situation investigation and the second part of the qualitative interview research,a training program for the core competence of junior nurses in county level general hospitals was in itially designed.After two rounds of consultation by 19 nursing experts,10 junior nurses in county level general hospitals and 10 nursing managers in county level general hospitals demonstrated the practical feasibility,a training program for the core competence of junior nurses in county level general hospitals was finally designed,The training program includes 6 training modules,16 teacher requirements,84 training contents,training and assessment methods,and at otal of 119 class hours(29 class hours in the first year,26 class hours in the second year,and 28 class hours in the third year;12 class hours per year for each specialty).ConclusionThrough the investigation of the current situation,it is found that the core competence of junior nurses in county general hospitals is at a low level and needs to be further improved;The main influencing factors on the core competence of junior nurses were the support of their families,the number of going out for further study or training,their liking for nursing work,the monthly average number of night shifts,professional identity and perception of the atmosphere of nursing organizations.Through qualitative interviews,we learned that junior nurses are eager to obtain diversified online and offline training methods,teachers from superior hospitals and cooperative colleges,and modular training content.The training program based on the current situation and needs can provide reference for the core competence training of junior nurses in other county-level general hospitals. |
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