การพัฒนากรอบสมรรถนะของหัวหน้าหอผู้ป่วย โรงพยาบาลแมคคอร์มิค จังหวัดเชียงใหม่

• Main Author: กิตติศักดิ์ จันทร์สะอาด
• Other Authors: ผู้ช่วยศาสตราจารย์ ดร. บุญพิชชา จิตต์ภักดี
• Format: Independent Study
• Language: other
• Published: เชียงใหม่ : บัณฑิตวิทยาลัย มหาวิทยาลัยเชียงใหม่ 2020
• Online Access: http://cmuir.cmu.ac.th/jspui/handle/6653943832/69471
• Institution: Chiang Mai University

The competencies of the head nurses are important for achieving the goals of organizations and hospitals. The objectives of this study were to develop the competency framework of head nurses, McCormick Hospital, Chiang Mai Province based on the competency framework development of Marrelli, Tondora, & Hoge, (2005). The population and samples of this study consisted of seven head nurses of McCormick Hospital, and five experts. The instrument used in the study was an interview guildline and a literature review recording form. Data collecting by reviewing the relevant literatures and interviewing with head nurses. The data analysis consisted of content analysis and calculation of content validity index. The results of this study revealed that; the competency framework of head nurses of McCormick Hospital, consisted of 11 categories and 86 behavioral indicators which were 1) personnel management competency which consisted of 15 behavioral indicators 2) budget management competency which consisted of 4 behavioral indicators 3) unit risk management competency consisted of 6 behavioral indicators 4) worthwhileness management competency consisted of 5 behavioral indicators 5) Spirit of the Second Mile competency consisted of 3 behavioral indicators 6) nursing quality competency consisted of 14 behavioral indicator 7) service behavior competency consisted of 4 behavioral indicators 8) evidence-based research and innovation competency consisted of 6 behavioral indicators 9) information and technology competency consisted of 7 behavioral indicators 10) ethical moral and professional law competency consisted of 8 behavioral indicators and 11) leadership competency consisted of 14 behavioral indicators. Nursing administrators can apply this competency framework in planning for head nurse competency development and preparing nurses who are going to be promoted to be head nurses. In addition, head nurses can use this framework as a guideline for self-development order to meet their job requirements.