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題名 | 神經外科臨床指導者訓練課程的設計與評值=Design and Evaluation of Preceptor Training Program in Neurosurgical Ward |
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作者 | 程敏華; 陳真瑗; 林玉惠; 邱雅苓; Cheng, Min-hua; Chen, Delores; Lin, Yu-hi; Chiu, Ya-ling; |
期刊 | 榮總護理 |
出版日期 | 19980900 |
卷期 | 15:3 1998.09[民87.09] |
頁次 | 頁274-282 |
分類號 | 419.73 |
語文 | chi |
關鍵詞 | 臨床指導者制度; 臨床指導者; 被指導者; 臨床指導者訓練課程; Preceptorship; Preceptor; Preceptee; Preceptor training program; |
中文摘要 | 臨床情境中資深護理人員常被挑選擔任帶領新進同仁的角色,但是護理在職訓練 課程常欠缺指導教與學的概念或角色功能訓練,形成臨床指導者素質不一、指導者及被指導 者滿意度降低的現象。因此,臺北榮總神經外科病房自民國83年開始計劃及執行臨床指導者 訓練課程,過程包括:1.訂定臨床指導者遴選標準2.規劃完整的訓練計劃3.建立評值模式。 結果發現:臨床指導者的角色認知程度、自覺角色之勝任能力明顯提高;臨床指導者及被指導 者的滿意程度也提高;新進人員在二年內離職比例更由83年的45%下降到86年的0%,由此可 見,臨床指導者訓練課程的舉辦已達到其預期效益。而未來應努力的方向:1.行政管理的配合 2.訂定具體的激勵措施3.成立支持團體。 |
英文摘要 | Senior staff nurses are usually assigned as a preceptor to teach novices in the clinical environment. Unfortunately, the majority of staff nurses did not receive teaching and learning concepts and role function training in their on-job training courses. Therefore, the quality of these preceptors' was not assured. Both preceptors and new employees were not satisfied with their performance. The neurosurgical unit has began a training course for preceptors since 1994. This process includes: 1.Setting up the criterion for preceptors 2.A complete training plan 3.Setting up the evaluation model for preceptors. We found the degree of preceptors' recognition and competent was dramatically increased. Both preceptors and neophytes had higher satisfaction rate. The relative amount of the staff nurses resignation within two years decreased form 45% to 0% between 1994 to 1997. As a result, we reached the expectant effect. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。