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

Lin Li; Peng Li; Na Ren; Ping Zeng; Xiaoling Han

doi:doi:10.11648/j.ijacm.20261401.13

Research Article |

| Peer-Reviewed

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

Lin Li

, Peng Li

, Na Ren

, Ping Zeng

, Xiaoling Han^*

Published in International Journal of Anesthesia and Clinical Medicine (Volume 14, Issue 1)

Received: 21 January 2026 Accepted: 3 February 2026 Published: 11 February 2026

Views: Downloads:

Download PDF

Share This Article

Twitter
Linked In
Facebook

Abstract

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.

Published in	International Journal of Anesthesia and Clinical Medicine (Volume 14, Issue 1)
DOI	10.11648/j.ijacm.20261401.13
Page(s)	13-20
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2026. Published by Science Publishing Group

Keywords

Nursing Department, Vertical Management, Performance Reform, Satisfaction, Nursing Staff

References

[1]	General Office of the National Health Commission. Notice on Issuing the National Performance Monitoring Operational Manual for Tertiary Public Hospitals (2025 Edition) [EB/OL]. https://www.nhc.gov.cn/yzygj/c100068/202506/6a97e937c58b413d8a0ffdcc23d325d4.shtml
[2]	General Office of the People's Government of Guangdong Province. Notice on Issuing the Key Tasks for Deepening the Medical and Healthcare System Reform in Guangdong Province in 2024 [EB/OL]. http://www.gd.gov.cn/xxts/content/post_4485747.html
[3]	Joseph J, Varghese B. Impact of Annual Appraisal Processes on Nurses' Job Performance and Satisfaction: A Systematic Review [J]. Iranian Journal Of Health Sciences, 2024, 12(4): 305-316.
[4]	Jalili R, Asefzadeh S, Shoghli A, et al. The Role of Organizational Justice in Nurses and Midwives' Satisfaction with Performance-Based Payment (Qasedak Project) in Zanjan Educational Hospitals [J]. Preventive Care In Nursing and Midwifery Journal, 2019(2).
[5]	Liu X M, Geng L X, Zhang H, et al. Analysis of the inhibitory effect of a refined human resources salary system on job transfer and transfer tendency of nurses [J]. Medicine, 2024, 103(10). https://doi.org/10.1097/MD.0000000000037257
[6]	Han Xiaoling, Yan Haiping, Wei Xia, et al. Construction and Evaluation of Nursing Performance Management Model under Nursing Department Vertical Management [J]. Qilu Journal of Nursing, 2019, 25(10): 126-128. https://doi.org/10.3969/j.issn.1006-7256.2019.10.049
[7]	Su Guanxiong, Li Min, Wang Shanshan, et al. Current Situation of Nursing Human Resource Management and Performance Evaluation in 37 Public Hospitals in China [J]. Modern Hospitals, 2024, 24(6): 884-886, 890. https://doi.org/10.3969/j.issn.1671-332X.2024.06.018
[8]	Ren Na, Huang Yahui, Zhao Wei, et al. Research on the Impact of Hospital Informatization Based on Interconnection and Interoperability on the New Performance Management of Public Hospitals [J]. Economist, 2019(7): 240-241. https://doi.org/10.3969/j.issn.1004-4914.2019.07.124
[9]	Zuo Yibo, Xia Mian, Jiang Shuai, et al. Study on the Influence Mechanism of Salary Satisfaction on Job Performance among Nursing Staff in Henan Province [J]. Chinese Health Economics, 2024, 43(5): 18-22. Retrieved from https://d.wanfangdata.com.cn/periodical/CiBQZXJpb2RpY2FsQ0hJU29scjkyMDI2MDExMjE3MDQyNhIPemd3c2pqMjAyNDA1MDA2Ggh3dzR0emN4cw%3D%3D
[10]	Zhao Y, Lu H Q, Xu Y, et al. Analysis of nursing staff job satisfaction and its influencing factors: a cross-sectional study of 38 hospitals/nursing homes in China [J]. Frontiers in Public Health, 2025, 13(13): 1526324. https://doi.org/10.3389/fpubh.2025.1526324
[11]	Kansagara D, Tuepker A, Joos S, et al. Getting performance metrics right: a qualitative study of staff experiences implementing and measuring practice transformation [J]. Journal of General Internal Medicine, 2014, 29(Suppl 2): 607-613. https://doi.org/10.1007/s11606-013-2678-8
[12]	Li Ming. Survey of Nursing Staff in Non-Night-Shift Positions and Strategies for Human Resource Utilization [J]. Chinese Nursing Management, 2004, 4(2): 20-21. https://doi.org/10.3969/j.issn.1672-1756.2004.02.005
[13]	Huang Dieqing, Huang Huigen, Shen Yelin, et al. Implementation Methods and Effectiveness of Post Management for Non-Night-Shift Nurses [J]. Chinese Nursing Management, 2017, 17(1): 91-94. https://doi.org/10.3969/j.issn.1672-1756.2017.01.023
[14]	Clement S, Haverkamp J. Recognition That Resonates: Evaluating a Points-Based Program to Improve Nurse Engagement and Retention Across Roles and Generations [J]. Nurse Leader, 2025: 102498 https://doi.org/10.1016/j.mnl.2025.102498
[15]	Zhang, A. Q., & Chen, L. H. (2019). The impact of vertical nursing performance management on clinical nurse satisfaction. International Journal of Nursing, 38(22), 3. Retrieved from https://med.wanfangdata.com.cn/Paper/Detail/id/PeriodicalPaper_gwyx-hlxfc201922001

Cite This Article

Plain Text BibTeX RIS

APA Style

Li, L., Li, P., Ren, N., Zeng, P., Han, X. (2026). The Vertical Performance Management Model: An Analysis of Its Impact on Nursing Staff Satisfaction. International Journal of Anesthesia and Clinical Medicine, 14(1), 13-20. https://doi.org/10.11648/j.ijacm.20261401.13

Copy | Download

ACS Style

Li, L.; Li, P.; Ren, N.; Zeng, P.; Han, X. The Vertical Performance Management Model: An Analysis of Its Impact on Nursing Staff Satisfaction. Int. J. Anesth. Clin. Med. 2026, 14(1), 13-20. doi: 10.11648/j.ijacm.20261401.13

Copy | Download

AMA Style

Li L, Li P, Ren N, Zeng P, Han X. The Vertical Performance Management Model: An Analysis of Its Impact on Nursing Staff Satisfaction. Int J Anesth Clin Med. 2026;14(1):13-20. doi: 10.11648/j.ijacm.20261401.13

Copy | Download

@article{10.11648/j.ijacm.20261401.13,
  author = {Lin Li and Peng Li and Na Ren and Ping Zeng and Xiaoling Han},
  title = {The Vertical Performance Management Model: An Analysis of Its Impact on Nursing Staff Satisfaction},
  journal = {International Journal of Anesthesia and Clinical Medicine},
  volume = {14},
  number = {1},
  pages = {13-20},
  doi = {10.11648/j.ijacm.20261401.13},
  url = {https://doi.org/10.11648/j.ijacm.20261401.13},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ijacm.20261401.13},
  abstract = {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.},
 year = {2026}
}

Copy | Download

TY - JOUR
T1 - The Vertical Performance Management Model: An Analysis of Its Impact on Nursing Staff Satisfaction
AU - Lin Li
AU - Peng Li
AU - Na Ren
AU - Ping Zeng
AU - Xiaoling Han
Y1 - 2026/02/11
PY - 2026
N1 - https://doi.org/10.11648/j.ijacm.20261401.13
DO - 10.11648/j.ijacm.20261401.13
T2 - International Journal of Anesthesia and Clinical Medicine
JF - International Journal of Anesthesia and Clinical Medicine
JO - International Journal of Anesthesia and Clinical Medicine
SP - 13
EP - 20
PB - Science Publishing Group
SN - 2997-2698
UR - https://doi.org/10.11648/j.ijacm.20261401.13
AB - 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.
VL - 14
IS - 1
ER -

Copy | Download

Author Information

Lin Li

Department of Radiology, The People’s Hospital of Zhuhai, Zhuhai, China

http://orcid.org/0009-0005-3525-2472
Peng Li

Department of Medical Affairs, The People’s Hospital of Zhuhai, Zhuhai, China

http://orcid.org/0009-0007-1466-6910
Na Ren

Department of Human Resources, The People’s Hospital of Zhuhai, Zhuhai, China

http://orcid.org/0009-0008-1321-1719
Ping Zeng

Department of Nursing, The People’s Hospital of Zhuhai, Zhuhai, China

http://orcid.org/0009-0001-6404-1667
Xiaoling Han

Department of Nursing, The People’s Hospital of Zhuhai, Zhuhai, China

Contact Email

http://orcid.org/0000-0002-0499-1046

Download PDF

Submit an Article

Sections

Plain Text BibTeX RIS

APA Style

Li, L., Li, P., Ren, N., Zeng, P., Han, X. (2026). The Vertical Performance Management Model: An Analysis of Its Impact on Nursing Staff Satisfaction. International Journal of Anesthesia and Clinical Medicine, 14(1), 13-20. https://doi.org/10.11648/j.ijacm.20261401.13

Copy | Download

ACS Style

Li, L.; Li, P.; Ren, N.; Zeng, P.; Han, X. The Vertical Performance Management Model: An Analysis of Its Impact on Nursing Staff Satisfaction. Int. J. Anesth. Clin. Med. 2026, 14(1), 13-20. doi: 10.11648/j.ijacm.20261401.13

Copy | Download

AMA Style

Li L, Li P, Ren N, Zeng P, Han X. The Vertical Performance Management Model: An Analysis of Its Impact on Nursing Staff Satisfaction. Int J Anesth Clin Med. 2026;14(1):13-20. doi: 10.11648/j.ijacm.20261401.13

Copy | Download

@article{10.11648/j.ijacm.20261401.13,
  author = {Lin Li and Peng Li and Na Ren and Ping Zeng and Xiaoling Han},
  title = {The Vertical Performance Management Model: An Analysis of Its Impact on Nursing Staff Satisfaction},
  journal = {International Journal of Anesthesia and Clinical Medicine},
  volume = {14},
  number = {1},
  pages = {13-20},
  doi = {10.11648/j.ijacm.20261401.13},
  url = {https://doi.org/10.11648/j.ijacm.20261401.13},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ijacm.20261401.13},
  abstract = {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.},
 year = {2026}
}

Copy | Download