摘要
目的运用知人能力测验方法构建护士胜任特征模型，为护士人才筛选和评价提供有效的工具，推动护理人员整体素质的提高，为急救和救援工作选拔优秀护理人员。方法以武警总医院60名护士为研究对象，采用知人能力测验筛选校标样本和评分者。将知人能力测验改编为开放性的特征与绩效调查表，要求被试者选出自己心目中的优秀者，然后根据其所具备的素质挑选特征。统计各个特征的被选频次和位次均数，据此确定10个特征。根据统计结果，重新编制特征与绩效调查表，检验所选特征是否能够有效区分优秀者与普通者。对120名护士施测，用同样的方法筛选效标样本和评分者，用T—test考察优秀组与普通组在10个特征上的差异是否显著；以Cronbach仪系数考察其内部一致性信度；用因素分析考察其结构效度。结果经团队施测、阅卷、数据统计等步骤，得到胜任特征10个。T—test结果显示：10个特征的P值均〈0．05，差异有统计学意义，说明可以有效区分优秀组与普通组。信度分析结果显示，Cronbachd系数为0．859，表明具有较高的同质性。因素分析结果显示，抽取了3个共同因素，累积的方差解释量为75．361％，说明其具有良好的结构效度。结论知人能力测验方法可以应用于构建胜任特征模型。以知人能力测验方法构建的护士胜任特征模型具有理想的结构效度和较好的效标效度，符合心理测验学要求，适用于护士的选拔和评价。
Objective To investigate the feasibility of application of Interpersonal Perception Scale to establish a competency model of nurses. Methods Sixty nurses familiar with one another were divided into 6 equal groups, and underwent test with Interpersonal Perception Scale, giving grades to one another based on 5-score system in light of the 6 dimensions. A new questionnaire of characters and performance was developed based on the means of the frequencies and orders of above-mentioned questionaires conform to the statistical standard and was used to test another 120 nurses divided into 12 equal groups.The new questionnaire underwent T-test, Kaiser-Meyer-Olkin measure of sampling adequacy and Bartlett test of sphericity. Results T-test showed that the scores of these 11 characters of the criterion samples were all significantly higher than those of the ordinary samples. Factor analyses by KMO measure and Bartlett test confirmed the results. Conclusion The method of interpersonal perception scale can be used in establishing the competency model to select qualified nurses.
出处
《中国急救复苏与灾害医学杂志》
2013年第7期634-636,共3页
China Journal of Emergency Resuscitation and Disaster Medicine
关键词
知人能力测验
胜任特征模型
护理管理
Interpersonal Perception Scale
Competency model
Nursing management
