Application of Porter-Lawler comprehensive incentive model in psychiatric nursing performance management

Objective To explore the effect of applying Porter-Lawler comprehensive incentive model in nursing performance management in Psychiatric Department. Methods From January 2017, we began to implement the Porter-Lawler comprehensive incentive model orientated nursing performance management, including improving job performance evaluation, integrating job incentive and high-quality nursing service incentive in the performance management. The incidence of Psychiatric Department inpatients' nursing adverse events, nurses' turnover intention, discharged patients' satisfaction on nurses and nurses' working satisfaction were compared before implementation (January to December, 2016) and after implementation (January to December, 2017) . Results The incidence of adverse nursing events decreased from 1.049 thousand hospital days to 0.555 thousand hospital days after the implementation of Porter-Lawler comprehensive incentive model-oriented nursing performance management, the difference was statistically significant (χ2=8.06, P<0.01) . The total score of turnover intention of nurses decreased from (16.93±4.75) to (13.65±4.50) . The difference was statistically significant (P<0.01) . The satisfaction of discharged patients increased from 95.2% to 98.5%. The difference was statistically significant (χ2=9.29, P<0.01) . The job satisfaction of nurses increased from (65.48±4.85) to (82.95±6.35) . The difference was statistically significant (P<0.01) . Conclusions Implementing incentive-based nursing performance management in Psychiatric Department can effectively enhance the working enthusiasm of nurses, reduce the turnover intention of nurses, improve the quality of nursing work, and increase patient satisfaction. Key words: Psychiatric Department; Nurses; Performance management; Porter-Lawler comprehensive incentive model; Turnover intention