Development of a competency evaluation scale and test its reliability and validity for pre hospital emergency nurses / 中国实用护理杂志

Objective:To develop a scientific and comprehensive job competency evaluation scale for pre hospital emergency nurses, and to test its reliability and validity.Methods:Based on the theory of nurse medical quality responsibility model, the first draft of the scale was formed through literature review, Delphi method, and other research methods. A questionnaire survey was conducted among 563 pre hospital nurses from 6 tertiary A hospitals in Shandong Province. SPSS 27.0 statistical software was used for factor analysis to test the reliability and validity of the scale.Results:The final competency evaluation scale for pre hospital emergency nurses included 6 dimensions and 40 items. Cronbach′s α coefficient of the total scale was 0.921, and the Spearman Brown split half reliability coefficient was 0.756. Conclusion:The job competency evaluation scale for pre hospital emergency nurses constructed in this study has good reliability and validity, and can be used to evaluate the job competency of pre hospital emergency nurses.

The Effect of Nurse's Competency Empowerment and Boss' Job Competency Recognition Level on Work Performance / 한국직업건강간호학회지

PURPOSE: This study is to investigate the effect of nurse's competency empowerment and boss' job competency recognition on work performance. METHODS: 216 nurses participated for data collection which was conducted from September 1, 2011 to September 10, 2011. The collected data were analyzed with SPSS/WIN 16.0 and with frequency test, ANOVA, Scheffe test and Multiple regression. RESULTS: Firstly, the work performance in accordance with subject's general characteristics was found to be significant in the 50s, graduate school or higher education, Roman Catholic, charge nurse and 21-years or older. Secondly, the correlation among nurse's competency empowerment, boss' competency recognition and work performance was found to be positively related (r=.501~.639, p<.001). Thirdly, competency empowerment was found to be the most effective factor for work performance, followed by boss' competency recognition and career year, and these factors accounted for 63.5%. CONCLUSION: As the results show that the work performance is highly affected by the nurse's competency empowerment, boss' competency recognition level and career level in clinical environment, effective education programs are required to provide an appropriate experience to both entry-level and experienced nurses, as well as to enhance boss' competency empowerment at the same time.

Relationship between job competency, core self-evaluation, and job performance in dental hygienists / 대한구강보건학회지

OBJECTIVES: This study evaluates the relationship between job competency, job performance, and core self-evaluation in dental hygienists. METHODS: The subjects were registered and working dental hygienists in dental clinics. Two surveys were conducted. The first survey was conducted at an academic conference, and the second was via post. The conference participants were 200 dental hygienists, and 156 questionnaires were returned. Another 200 dental hygienists received the questionnaire via mail, and 123 returned the questionnaires. There were 279 questionnaires returned in total; however, only 269 questionnaires were included in the analysis. The collected data were analyzed using SPSS 12.0. RESULTS: Job performance was classified into oral health education, prevention treatment, and dental assisting. Competency was classified into achievement and behavior, personal leverage, and recognition specialty. All competency of dental hygienists was similarly taken, but the factors influencing each competency differed from the contents of job performance. Thus, appropriate education and training programs are needed by dental hygienists. Factors such as recognition specialty competency, age, and core self-evaluation influenced oral health education. Recognition specialty competency and core self-evaluation influenced prevention treatment. Moreover, academic ability and core self-evaluation influenced concertation of treatment. CONCLUSIONS: These results indicate that the dental hygienists who have a more positive attitude have better job performance. Thus, dental hygienists require continuous evaluation to enhance their professional qualities.