PURPOSE: The aim of this study was to develop a performance measurement scale for nurses in the hospital setting and to test the reliability and validity of the scale. METHODS: This study was conducted in three phases including an application of conceptual framework, development of scale items, and test of validity and reliability of the scale. In order to test validity and reliability, data was collected from 1,966 nurses who work in twenty eight hospitals nation-wide. The data was analyzed by the SAS 8.0 program using descriptive statistics, factor analysis, and reliability coefficients. RESULTS: The Performance measurement scale consisted of 4 factors which included competency, attitude, willingness to improve, and application of nursing process, and a total of 17 items. The Four factors explained 63.45% of the total variance, and Cronbach's alpha of the scale was .92. CONCLUSION: The performance measurement scale developed by this study is a reliable and valid instrument that is utilized effectively to evaluate the performance of hospital nurses. Furthermore, it could be used as a steping stone to assess educational needs of nurses, develop professionalism among nurses, and improve quality of nursing care in the hospital setting.
Adult ; *Employee Performance Appraisal ; Female ; Humans ; Models, Nursing ; *Nursing Evaluation Research ; Nursing Staff, Hospital/*standards ; Reproducibility of Results ; Task Performance and Analysis

PURPOSE: This methodological research was designed to develop performance evaluation key indicators (PEKIs) for management by objectives (MBO) and to estimate their weights for hospital nurses. METHODS: The PEKIs were developed by selecting preliminary indicators from a literature review, examining content validity and identifying their level of importance. Data were collected from November 14, 2007 to February 18, 2008. Data set for importance of indicators was obtained from 464 nurses and weights of PEKIs domain was from 453 nurses, who worked for at least 2 yr in one of three hospitals. Data were analyzed using chi-square-test, factor analysis, and the Analytical Hierarchy Process. RESULTS: Based upon Content Validity Index of .8 or above, 61 indicators were selected from the 100 preliminary indicators. Finally, 40 PEKIs were developed from the 61 indicators, and categorized into 10 domains. The highest weight of the 10 domains was customer satisfaction, which was followed by patient education, direct nursing care, profit increase, safety management, improvement of nursing quality, completeness of nursing records, enhancing competence of nurses, indirect nursing care, and cost reduction, in that order. CONCLUSION: PEKIs and their weights can be utilized for impartial evaluation and MBO for hospital nurses. Further research to verify PEKIs would lead to successful implementation of MBO.
Adult ; *Employee Performance Appraisal ; Humans ; Models, Nursing ; Nursing Evaluation Research ; Nursing Staff, Hospital/*standards ; Task Performance and Analysis

PURPOSE: The purpose of this study is to explore problems of clinical nurse performance appraisal system. METHODS: This study employed a descriptive qualitative approach. The participants were purposively selected from clinical nurses working across all of the hospital units in a large metropolitan teaching hospital in Tehran, Iran in 2012. Data were collected using five focus group interviews, which were audio taped. The number of participants in each group ranged from 7 to 10. The semi-structured interviews were guided by a set of nondirective questions, and continued until the data reached saturation. Data were analyzed using framework analysis. RESULTS: Four major themes regarding the problems of clinical nurse performance appraisal system emerged from the analysis of textual data. These themes were contextual problems, problems related to performance appraisal structure, problems related to performance appraisal process and those related to performance appraisal results. CONCLUSION: The findings of this study reveal that the nurse performance appraisal system confronts with various problems. Some of these problems are related to organizational context while the others concerned structure, process and results of the performance appraisal system. In order to achieve high quality of patient care as the final goal of performance appraisal, changing and revision of this system is necessary.
Adult ; *Clinical Competence ; Employee Performance Appraisal/*standards ; Female ; Focus Groups ; Humans ; Iran ; Male ; Middle Aged ; Nurse Clinicians/*standards ; *Nursing Methodology Research ; Nursing Staff, Hospital/*standards ; Qualitative Research

OBJECTIVE: To explore the consistency of assessed results according to Standard of Evaluated Injured Severity, finding out some factors that influenced appraisal conclusion. METHODS: 102 cases examined by Beijing Institute of Forensic Medicine and Science in 1998 were re-evaluated respectively by nine appraisers. RESULTS: The results showed that distinction of appraisal conclusion between appraisers in the same institute was small, but in different institute was big. The work experience and professional train were important to reduce errors. CONCLUSION Standard of Evaluated Injured Severity strong take on character of profession. Veracity of assessed injured severity is related with unitive authoritative explanation, training and experience of appraiser.
Analysis of Variance ; Education, Professional ; Employee Performance Appraisal/standards* ; Forensic Medicine/standards* ; Health Knowledge, Attitudes, Practice ; Health Personnel/standards* ; Humans ; Reproducibility of Results ; Trauma Severity Indices

PURPOSE: The purpose of this study was to develop visions of nursing service, nursing strategies and key performance indicators (KPIs) for an intensive care unit (ICU) based on a Balanced Scorecard (BSC). METHODS: This study was undertaken by using methodological research. The development process consisted of four phases; the first phase was to develop the vision of nursing in ICUs. The second phase was to develop strategies according to 4 perspectives of a BSC. The third phase was to develop KPIs according to the 4 perspectives of BSC and the final phase was to combine the nursing visions, strategies and KPIs of ICUs. RESULTS: Two main visions of nursing service for ICUs were established. These were 'realization of harmonized professional nursing with human respect' and 'recovery of health through specialized nursing' respectively. In order to reach the aim of developing nursing visions, thirteen practical strategies and nineteen KPIs were developed by four perspectives of the BSC. CONCLUSION: The results will be used as objective fundamental data to attain business outcomes for the achievement of nursing visions and strategies of ICUs.
Adult ; *Employee Performance Appraisal ; Female ; Humans ; *Intensive Care Units ; Interviews as Topic ; Middle Aged ; Models, Nursing ; Nurse Administrators/*organization & administration ; Nursing Process/*standards ; Program Development ; Quality Indicators, Health Care ; Questionnaires