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Objective:To investigate the status quo of disaster preparedness of nursing organization among newly recruited nurses in tertiary grade A hospitals of Zhengzhou city and analyze the influencing factors in order to provide theoretical basis for further improving the standardized training program for newly recruited nurses.Methods:This study was a cross-sectional survey. From December 2021 to March 2022, 964 newly recruited nurses from 4 tertiary grade A hospitals of Zhengzhou city were selected as the survey objects by convenient sampling method. The general information questionnaire and Hospital Nursing Department Disaster Preparedness Scale were used to conduct the questionnaire survey. Disordered multiple classification Logistic regression was used to analyze the influencing factors of disaster preparedness of hospital nursing organization.Results:The disaster preparedness score of nursing organization of newly recruited nurses was (37.62 ± 7.57) points. The results of disordered multiple classification Logistic regression showed that the factors influencing the disaster preparedness level of nursing organization of newly recruited nurses were whether they had participated in disaster rescue work and the degree of attention paid by nursing organizations to disaster rescue training (both P<0.05). Conclusions:The disaster preparedness of the nursing organization of newly recruited nurses in tertiary grade A hospitals of Zhengzhou city was at a medium level. Nursing managers should pay attention to the disaster preparedness of newly recruited nurses, develop their core abilities for disaster rescue according to their influencing factors, and incorporate disaster preparedness related contents on the basis of standardized training programs.
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Objective:To explore the effects of competency-based diversified training on the bedside nursing comprehensive ability aand transition shock of newly recruited nurses.Methods:A total of 62 newly recruited nurses from the Second Affiliated Hospital of Zhengzhou University in June 2018 were selected as the control group, and 70 newly recruited nurses from June 2019 were selected as the experimental group by cluster sampling. The control group received routine pre-job training, and the experimental group received diversified training based on the control group. After one year of training, the differences in the scores of bedside nursing comprehensive ability, post competency and transition shock between the two groups of nurses were analyzed.Results:After 1 year of training, the total scores and the scores of nursing problems, nursing evaluation, nursing plan, nursing theory, nursing operation and bedside nursing comprehensive ability in the experimental group were 12.20±1.76, 24.29±2.38, 13.54±1.88, 9.77±1.35, 15.14±2.30 and 79.24±6.59, which were all higher than those of the control group (10.26±1.55,22.31±1.84,10.45±1.58, 8.56±1.80, 13.27±2.38 and 69.82±4.09), the differences were statistically significant ( t value was 4.582-13.679, P<0.05). The total scores and the scores of each dimension of the Post-competency the experimental group were 31.46 ±4.32, 51.03± 4.64, 20.27± 3.78, 17.86±3.99, 58.43± 4.44, 179.37±9.97, which were all higher than those of the control group 24.76±4.12, 40.56±5.55, 16.61±2.88, 15.15± 2.96, 49.74±3.07, 146.66±17.98, the differences were statistically significant ( t value was 4.466-13.197, P<0.05). The scores of psychological knowledge, skills, social culture and development and the total scores of Transition shock in the experimental group were 30.90±3.15, 19.69±2.74, 32.17±3.06, 103.81±12.24, which were all higher than those in the control group (25.69±2.76, 15.92±3.24, 27.50±4.15, 88.32±11.54), the differences were statistically significant ( t value was 7.237-10.040, P<0.05). Conclusions:competency-based diversified training can effectively improve the bedside nursing comprehensive ability and post competency, reduce their transition shock, and has strong clinical reference significance.
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Objective To explore the existing problems in help-seeking ability among newly recruited nurses and provide training and to observe the effects of training. Methods A self-designed help-seeking abilitychecklist was used to conduct field observation for newly recruited nurses. Systematic training courses were developed according to the existing problems,and standardized training was implemented using diversified methods. Training effects before and after training in consciousness,timing,personnel,description of the problem and correct explanation for patients were compared. Results Significant differences were observed in all domains and the total score before and after training(P<0.001). Conclusion The overall help-seeking ability among newly recruited nurses is not satisfactory. Systematic and standardized training course can effectively improve help-seeking ability among newly recruited nurses.
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Objective To guide new nurses to establish positive and correct occupational self-concept, enhance occupational identity and delay job burnout by adding traditional culture education in the standardized training for newly recruited nurses. Methods Randomly selected 56 new nurses of our hospital in recent years as research objects. 28 nurses enrolled in 2013 formed the experimental group and 28 nurses enrolled in 2014 formed the control group. The experimental group focused on nurses themselves. In the 10-month standardized training, 30 class-hour traditional culture education was added and more than 180 times of social practices were conducted; for the control group, only standardized training was carried out. Effects before and after, all subjects were examined occupational self-concept and desert jobs rate after work 2 years. Results The occupational self-concept of the experimental group tended to reach a positive level, which was (33.14±2.15) points, obviously higher than that of the control group, which was only (30.57 ± 3.03) points. Therefore, the difference was statistically significant(t=3.703 4,P0.05). Conclusions Adding traditional culture education in the standardized training for newly recruited nurses plays a positive role in promoting their occupational self-concept.