The Vertical Performance Management Model: An Analysis of Its Impact on Nursing Staff Satisfaction

Objective: This study aimed to investigate nurse satisfaction with the performance reform under the nursing department‘s vertical management model. Methods: A performance management model incorporating risk, workload, technical difficulty, and night shift factors was developed and implemented in a tertiary hospital. In November 2024, a hospital-wide survey was conducted at a tertiary hospital using a self-designed questionnaire. Out of 936 questionnaires distributed, 928 valid responses were collected, yielding a high effective response rate of 99.15%. Results: Satisfaction with the reform differed significantly across age, work experience, education, professional title, department type, department grade, and monthly income (P < 0.05). However, the overall satisfaction with the performance system showed significant differences primarily based on department type, department grade, and monthly income level (P < 0.05). Inpatient ward nurses reported higher satisfaction than non-inpatient ward nurses. Nurses in higher-risk departments (grades A and B) expressed greater satisfaction than those in lower-risk departments. Additionally, satisfaction levels rose significantly with higher monthly income. Conclusion: The performance reform under the nursing department vertical management model effectively accounts for job risk and workload. It serves as a positive mechanism to enhance nurse motivation, encourage night shift engagement, and strengthen the nursing department’s managerial function. Further efforts should focus on improving communication and transparency to address gaps in understanding and satisfaction among certain nurse groups.