병원 간호조직의 인사고과 운영과 개선에 관한 연구

A Study on the Management and Improvement of The Nurse s Performance Appraisal in the General Hospital

The purpose of this study was to make the basic data for the managing and improving the nurse s performance appraisal, and also to get the useful data for changing to the future development-oriented performance appraisal and making the plans for the effective and comprehensive personnel organization in the general hospital s nurse organization. The data were collected by self-rating questionnaires to total 513 nurses, which consisted of 36 appraiser of head nurses and 477 nurses of employee, from March 10 to March 30, 2003. The study questionnaire was made by total 35 items in which 6 items about the general characteristics of the involving nurses, and 21 items for the management and 8 items for the improvement of the performance appraisal that originally developed by Young-Hee Kwon(1999) and partially modified and added by author. Statistical analysis was performed using SPSS/PC+ program(Version 10.0); frequency, percentage, mean and standard deviation, t-test, and x2-test were calculated. A P value of 0.05 or less was considered significant. The results were as follows: 1. Realities of the Management System on the Nurse s Performance Appraisal in Target Hospital Most of subjects understood the important object of performance appraisal as the basic data for the promotion to better position in the hospital. The degree of satisfaction about the results of performance appraisal as for the agreement and fairness was significantly higher in appraisors than employees. For the management of the performance appraisal, the education or training was insufficient in appraisors, the method of data collection was direct, indirect observation way and the most frequent rate of necessary time for evaluation was under 10 minutes, and the most frequent error of performance appraisal was appeared in the years of work. The lack of understanding for the items, frequency and opportunity of the performance appraisal was presented in employees. Also, the information about the performance appraisal from the department of nurse was lacked and the interview with head nurse during the evaluation was insufficient in employees. 2. Ideas for The Improvement of System of The Performance Appraisal The most high frequency opinion about the useful application of the performance appraisal results was that it should be used as a basic data for the promotion of position and self-development of the abilities in appraisors, and used for self-development of abilities and motivation of individuals in employees. The ideal method of performance appraisal was responded as that head nurses and their colleague should be reevaluated by chief of department of nurse in appraisors, while the data from head nurse and colleague should be added up by chief administrator in employees. The adequate frequency of evaluation was responded as 2 times a year in both groups. As for providing the information before evaluation, the rate of agreement was high in both groups. The method of interview by individual contact was responded similarly as necessary or unnecessary in appraisors, while responded as necessary in employees. As the results of this study, the problems of current system of the performance appraisal were: first, the lack of education and training about the performance appraisal; second, the lack of providing information previously to employees and lack of way of participation into the evaluation by employees; third, lack of mutual understanding of the system of performance appraisal by both appraisors and employees. For the improvement of above problems, the author suggested that it should make the more effective system of performance appraisal by education and training of appraisors, increasing the interpersonal understanding between appraisors and employees by showin