Factors related to Job Performance of New Professional Nurses in Private Hospitals
Keywords:
Job performance, Transformational leadership, EmpowermentAbstract
Job performance is a behavior that leads to effective outcomes of an organization. It was found that there were factors related to job performance. Quantitative research, correlation study models the purpose of this research was to study the Factors related to Job Performance of New Professional Nurses in Private Hospitals. The target population was 163. Sampling method Stratified random sampling. Data were collected using a questionnaire consisting of 4 parts. The content validity was 0.98, 1, 0.96 and the Cronbach’ a alpha coefficients of reliability were overall 0.95. Data were analyzed using descriptive statistics: percentage, frequency, mean and standard deviation and inferential statistics: Pearson’s product moment correlation. The study found the following:
The results showed that Transformational leadership of head nurses had a moderate positive relationship with the job performance of new Professional nurses in private hospitals and significantly high (p < .0 5, r = .54). The empowerment of head nurses had a moderate positive relationship with the job performance of new Professional nurses in private hospitals and significantly high (p < .0 5, r = .57). This research indicates that Leadership of nursing administrators It is important to performance. Especially the empowerment Skill development in information transmission communication style along with promoting the development of department managers/heads of departments/heads of duty Performance is an incentive for registered nurses to develop themselves and prepare them for entering higher positions.
Keywords: Job performance, Transformational leadership, Empowerment.
References
Almutairi, D. O. (2015). The mediating effects of
organizational commitment on the relationship
between transformational leadership style and job
performance. International Journal of Biometrics,
, 231.
Bass, B. M., & Avolio, B. J. (1994). Transformational
leadership development. Pola Alto, California:
Consulting Psychogists.
Bass, B. M. (1990). From transactional to transformational
leadership: Learning to share the vision.
Organizational Dynamics, 18(3), 19-31.
Bass, B., & Riggio, E. (2006). Transformational leadership.
Mahwah, NJ: Lawrence Erlbaum Associates.
Bell. (2013).Five generations in the nursing workforce:
Implications for nursing professional development.
Journal of Nurses Professional Development
; 29: 205-210.
Benner, P. (1984). Form novice to expert: Excellence
and power in clinical nursing practice. Menlo
Park, CA: Addison-Wesley.
Best, J. W., & Kahn, J. V. (2016). Research in Education
(10th ed.). New York: Pearson.
Borman, W. C., & Motowidlo, S.J. (1993). Expanding
the criterion domain to include elements of
contextual performance. In N. Schmitt & W. C.
Borman, (ed.), Personnel selection in
organizations. San Francisco: Jossey-Bass.
Burns, N., & Grove, S. K. (2001). The practice of nursing
research, conduct, critique, and utilization (4thed.).
Philadelphia: W.B. Saunders.
Dawudom1, N., Tunyapalit1, S., Sookmak, A., &
Chaleoykitti, S. (2016). ThamonpatSimakorn.
The Development of Nursing’s Mentorship
Model at Phramongkutklao Hospital. Journal
of The Royal Thai Army Nurses, 17(3), 197-206.
[In Thai].
Greenslade, J. H., & Jimmieson, N. L. (2007).
Distinguishing between task and contextual
performancefor nurses: development of a job
performance scale. Journal of Advanced
Nursing, 58(6),602-611.
Gupta, K. K., Attri, J. P., Singh, A., Kaur, H., & Kaur, G.
(2016). Basic concepts for sample size calculation: Critical step for any clinical trials. Saudi
Journal of Anesthesia, 10, 328-331.
Ibrahim SAEl-A, Ibrahim El Sayed R, Attala MM, &
Elmezin NK. (2016). Relationship between head
nurses' leadership styles and staff nurses' job
performance. IOSR-JNHS, 5(1), 66-74.
Jyoti, J., & Bhau, S. (2015). Impact of transformational
leadership on job performance: mediating
role of leader-member exchange and relational
identification. SAGEOpen, 15(4), 1-13. Doi: 10.
/2158244015612518
Kanter, R. M. (1977). Men and women of the corperation.
New York: Basic Books.
Koopmans, L. (2014). Measuring individual work
performance. Zutphen: CPI Koninklijke Wohrmann.
Kruschke, C. (2016). Generation Z is coming to the
workforce: Are you prepared to attract, train,
and retain thisgeneration of nurses? Retrieved
November 2018 from https://greatplainsqin.org/
gpqcc/wpcontent/uploads/sites/5/2016/03/Handouts-Generation-Z-is-Coming-go-the-WorkForce.pdf
Kuewong, G., & Oumtanee, A. (2017). Stress of newly
graduated nurses working at an intensive care
unit. Journal of The Royal Thai Army Nurses,
(Supplement), 158-165.[In Thai].
Kuokkanen, L. (2014). Does organizational justice
predict empowerment? Nurses assess their work
environment. Journal of Nursing Scholarship,
(5), 349-356.
Laschinger, H. K. S., Finegan, J., & Shamian J. (2001).
Impact of structural and psychological empowerment on job strain in nursing work settings.
Expanding Kanter's Model. Journal of Nursing
Administration, 1, 260-272. http://dx.doi.org/10.
/00005110-200105000-00006.
Marquis, B. L., & Huston, C. J. (2012). Leadership
roles and management functions in nursing:
Theory and application (7th ed.). Philadelphia,
PA: R. R. Donnelley Crawfordsville.
SilaMom, B., Deewisaret, W., & Khamyu, A. (2018).
Factor influencing the retention of generation Y
professional nurse at a hospital. Journal of
Nursing and Health Care, 36(1), 62-71. [In Thai].
Songsraboon, R. (2014). Model of an excellent service
of private hospitals in Thailand. Journal of
Graduate School of Commerce Burapha Review,
(2), 54-67. [In Thai].
Sriboonwong, L., Singchangchai, P., & Aree, P. (2020).
The relationship model among transformational
leadership of head nurses, innovative work
behavior and task performance as perceived by
professional nurses in general hospitals. Thai
Journal of Cardio-Thoracic Nursing, 31(2), 96-
[In Thai].
Srisathidnarakur B. (2010). The methodology in nursing
research(5th ed.). Bangkok: Printing house
You and I Inter Media Company. [In Thai].
Sukcharoen, Y.,&Klumrat, K. (2015). Factors related to
the job performance competency among
registered nurses in Sub-district health promotion
hospitals, NakhonPathom Province. Princess of
Naradhiwas University Journal, 2(2), 14-26.
[In Thai].
Voraakom, V. (2014). 5 Insight generation Z. Krungthep
Turakij. Retrieved dd/mm/yy from https://www.
bangkokbiznews.com/blog/detail/591770.
[In Thai].
Waiyakorn, R., Singchungchai, P., & Puthiaungkul,
B. (2019). The relationships between the
participatory management work empowerment,
and the effectiveness of patient unit as perceived
by First- Line nurse managers, Private Hospitals.
Nursing Journal, 46(2), 142-151. [In Thai].
Wong & Laschinger. (2012).Authentic leadership,
performance, and job satisfaction: the mediating
role of empowerment. Journal of Advanced
Nursing, 69(4), 947-959.
Wongcharoen, W., Singchungchai, P., Wongkhomthong,
J., & Meehanpong, P. (2018). The structural
equation model of leadership of In-Patient Unit
head nurses as perceived by professional nurses,
nurses' work engagement, and job performance
of professional nurses in community hospitals.
Journal of The Royal Thai Army Nurses, 19(3),
-106.[In Thai].
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2022 Journal of Nursing and Health Sciences
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
