The roles of psychological capital as a personal resource in the job demands-resources model in Thai nurses
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2018
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2561
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eng
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163 leaves
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b203131
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This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
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National Institute of Development Administration. Library and Information Center
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Korkiat Mahaveerachartkul (2018). The roles of psychological capital as a personal resource in the job demands-resources model in Thai nurses. Retrieved from: https://repository.nida.ac.th/handle/662723737/6012.
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The roles of psychological capital as a personal resource in the job demands-resources model in Thai nurses
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Abstract
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.
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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Thesis (Ph.D. (Human Resource and Organization Development))--National Institute of Development Administration, 2018