中文摘要：

[目的]根据人力资源管理的最新理论,建立医院护士工作绩效的评估项目。[方法]根据护理工作中任务绩效、情境绩效、反生产绩效方面的30项行为类别,编制封闭式问卷,收集68名护士长对属下有不同表现的174名护士的评估结果,对调查结果进行单项和综合探索性因子分析（EFA）,提出构成因子并进行信度检验。[结果]医院护士工作绩效量表由＂临床护理工作＂＂认真完成任务＂＂熟练掌握专业技能＂＂工作积极主动并与同事协作＂＂有损组织的行为＂＂遵守规章制度＂＂为医院整体建设及发展做出贡献＂7个因子50个子项目构成,解释了78.391%方差,各因子的信度系数均大于0.80。[结论]新形成的护士工作绩效评估量表因子构成合理,信度较高,对科学衡量护士工作绩效有指导意义。

英文摘要：

Objective： To set up an evaluation dimension of job performance of nurses based on the newest theory of human resource management. Methods： According to the 30 items of behavioral categories in aspects of task performance, situation performance and anti - production performance in nursing work, closed questionnaire had been compiled. The evaluation results from 174 nurses toward 68 head nurses who had different appearances were collected. Both single item and comprehensive exploratory factors analysis were carried out on investigated results. And compositive factors were put forward and reliability test had been carried out. Results： Job performance scale of hospital nurses consisted of seven factors including 50 sub - items. The seven factors included ＂clinical nursing work carefully finishing task skillfully grasping professional technique＂＂working actively and cooperation between colleagues＂ ＂behaviors harmful to organization obeying to regulation and cooperating with doctors＂, and ＂contribution for the whole construction and development of hospital＂. The mean square value was 78. 391%. The reliability coefficient （Cronbach a） of each factor were all more than 0.80. Conclusion： The factor construction of newly-formed nurse job performance scale is more reasonable and with higher reliability. And it has instructive significance for scientifically measuring job performance of nurses.