Editing: research/abstract_eng/736.txt

Wirin Thamanartsakul. (2004). The Multilevel Causal Factors of Registered Nurses' Performance: Work Environment and Individual Characteristics Factors. Dissertation, Ph.D. (Applied Behavioral Science Research). Bangkok : Graduate School, Srinakharinwirot University. Advisor Committee : Dr. Wiladlak Chuawanlee, Assoc. Prof. Dr. Pachongchit Intasuwan, Assoc. Prof. Dr. Oraphin Chuchom, The objective of the research was to develop two causal models of registered nurses' performance which were: (a) Virtual model I: the total performance was an outcome variable and (b) Virtual model II: in-role behavior and organizational citizenship behavior (OCB) were outcome variables. There were two levels of causal factors - one within the ward or work environment and another at nurses' level or individual level. The causal factors within the ward level consisted of workplace climate, working competencies of head of nurses, and brahmavihara or sublime state of mind (Budda's teaching which is good for leaders) while the factors at an individual level were organizational commitment, job satisfaction, perceived role (role conflict and role ambiguity), ability to harmoniously work as a team, emotional quotient (EQ), and two concepts of buddhism: iddhipada or the four paths of accomplishment and sangahavatthu or virtues making for group integration and leadership). The samples were 885 full-time registered nurses from private hospitals in Thailand who had been working in their position for the minimum of six months in the current hospitals and 186 heads of these nurses. The data were collected by utilizing 12 questionnaires which had the range of internal consistency reliability coefficients from 0.80 - 0.96 and construct validity tested by confirmatory factor analysis method. The data were analyzed by using multilevel structural equation modeling method (MSEM) from LISREL software for Windows. The research analysis suggested that the hypothesized models were not consistent with the empirical data; therefore, they were modified into new models. The new models revealed that the seven causal individual variables accounted for 63, 55, and 64 percent of the variances of total performance, in-role behavior, and OCB, respectively. The three ward variables accounted for 9 - 69 percent of the variances of the mean scores of each individual variable and the perceived role, one of individual variables, was most explained. Moreover, the ward variables accounted for 37, 34, and 28 percent of the variances of total performance, in-role behavior, and OCB, respectively. A supplementary analysis was conducted and it confirmed that workplace climate variable had a moderating effect on the causal relationship among variables at the individual level. The details of the causal relationship of variables at the individual level were as follows: 1) The total performance was most directly affected by the ability to harmoniously work as a team (b = 0.49), followed by the perceived role (b = 0.21). The in-role behavior was directly affected by OCB (b = 0.45), followed by perceived role (b = 0.29) and OCB was most directly affected by the ability to harmoniously work as a team (b = 0.47), followed by EQ (b = 0.15). Consequently, an organization is encouraged to promote a better working environment by developing working skills of nurses as well as their ability to work collaboratively as a team. In addition, job description of nurses should be stated clearly at the very beginning. 2) Emotional quotient and the four paths of accomplishment had high influence on nurses' performance. The total effects of EQ on total performance, in-role behavior, and OCB were 0.60, 0.55, and 0.64, respectively while the total effects of the four paths of accomplishment were 0.35, 0.35, and 0.40, respectively. Since EQ and iddhipada are characteristics nurses possessed and acquired prior to joining an organization, the organization should evaluate not only nursing skills but also these characteristics in her recruitment process to ensure that the newcomers will have high performance and are capable of adjusting themselves to their work environment. At the ward level it was found that working competencies of head of nurses had a direct influence on brahmavihara (b = 0.50). Thus, it is recommended that supervisors of nurses should employ brahmavihara in their administration. Concerning the causal relationship of variables at cross level, an effect of ward level on individual level, it was found that workplace climate had a direct and significant influence on every individual variable. Therefore, the organization should improve work environment, particularly in social and mental aspects, which will foster nurses' desirable characteristics and will, finally, lead to nurses' higher performance.