Development of the NHS Job Evaluation Tool: A Quantitative Study of Nurses in China

Aim: Based on the National Health Service job evaluation scheme, we aimed to construct a quality indicator for Chinese nurses. Background: Because most nurses’ low job satisfaction has led to a high turnover rate, establishing a job evaluation system that truly reflects nurses' values has become the core of Chinese nursing work reform. Methods: : Based on the literature review and Delphi method, a questionnaire containing 30 items was designed. By stratified sampling, nurses from six tertiary public hospitals in Beijing were selected. We collected 701 valid questionnaires. SPSS 24.0 was used to extract factors and analyze the questionnaire’s reliability and structural validity. Results: : We retained 26 factors and divided them into four dimensions: Knowledge and Skills, Responsibility, Work/Environment, and Task Characteristics according to principal component analysis. The Cronbach’s α of four dimensions ranged from 0.890 to 0.923, indicating high reliability. The Kaiser-Meyer-Olkin value was 0.960, demonstrating good structural validity. Conclusions: : The improved job evaluation system has strong reliability and validity and reflects the nurse’s job characteristics scientifically. Implications for Nursing Management: Nursing managers can apply this job evaluation model to formulate nurses' performance evaluation standards to improve their comprehensive ability.