Abstract:
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The research question of the present study was what were the roles of
psychological capital in the job demands-resources model with challenge-hindrance
demands framework in the context of Thai nurses? In order to answer the question, this
study had to accomplish two objectives - to develop and psychometrically test the new
challenge-hindrance demands scale and a job resources scale among Thai registered
nurses in private hospitals and to examine the possible roles of PsyCap in the job
demands-resources (JD-R) model.
This work employed the exploratory sequential mixed-methods design
(qualitative research followed quantitative research) to achieve the first objective. A
qualitative study based on in-depth individual interviews with 11 nurses was conducted
to explore what work conditions were of critical importance to job demands-resources
of Thai registered nurses. The finding revealed that the nursing job demands-resources
comprised certain work conditions (e.g., problematic patients), which might not be
observed in other occupations. Afterward, the items and scales were developed based
on the summary of the interviews. The distinctive point of the nursing challengehindrance demands scale was the scale format which has not yet been utilized in other
existing job demands questionnaires.
The quantitative study was conducted to refine and assure the validity of the
new scales. In this regards, 761 completed questionnaires from 16 private hospitals
were randomized into three different groups to use in each step of analyses – 150 for
EFA, 211 for CFA, Cronbach’s alpha coefficient reliability and convergent and
discriminant validity analyses, and 400 for concurrent validity analysis. Taken together,
the quantitative results provided sufficient evidence for good validity and reliability of
the challenge-hindrance-resource scales.
This work employed the quantitative research design to attain the second
objective. The total 761 questionnaires were used to examine the roles of PsyCap in the
JD-R model. The findings revealed that PsyCap was a partial mediator (CMIN/df =
4.43, CFI = .94, TLI =.93, RMSEA = .07, and SRMR = .07) and a partial antecedent
(CMIN/df = 4.82, CFI = .93, TLI =.92, RMSEA = .07, and SRMR = .08) in the JD-R
model. Also, PsyCap was a partial moderator in the model because it buffered the effect
of job resources on work engagement. According to the model analyses, PsyCap was
more important than challenge demands, hindrance demands, and job resources in
influencing burnout and work engagement of Thai nurses in the private sector.
In conclusion, this study highlights the importance of PsyCap, a type of personal
resources, over work environments, in dealing with burnout and increasing work
engagement of Thai nurses. In addition, this research provides researchers and human
resource practitioners with the valid and reliable challenge-hindrance-resource scales
that could be used in future research relevant to Thai nurses.
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