Consequences of Nursing Organizational Support as Perceived by Professional Nurses : A Meta-Analysis
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Abstract
The aims of this research synthesis were to analyze research characteristics, analyze variances among research characteristics and study the standard indices of the consequences of nursing organizational support by using the meta-analysis technique. In all, 25 Thai studies conducted during 1999 - 2015 were recruited for the analysis. The instruments used in the study were a study-selection form and a data collection form. The instruments passed content validity testing by a panel of five qualified experts. All of the data were analyzed by using the meta-analysis method of Glass, McGaw and Smith, which obtained 26 standard indices. Data were analyzing by using the Random Effects Model - R program analysis. The findings were as follows :
1. Characteristics of researches, in terms of general characteristics. The majority of the studies was composed of master’s thesis dissertations produced by various universities nationwide. Most had been published by the Faculty of Nursing, Chulalongkorn University. Most of the studies (17 studies; 68%) were published in the field of nursing administration and published during 2002 - 2006 (10 studies; 40%). In terms of research content, most of the sample group was composed of registered nurses in 24 studies (96%). Furthermore,
the majority of sample sources in this study was in Bangkok and its surrounding provinces for 14 studies (56%). On research methodology, most of the studies were found to be based on correlational research designs (21 studies; 84%), and most of the research quality was high (13 studies; 52%).
2. Analysis of variances among research characteristics revealed the research methodology’s sampling variables to have caused mean standard indices to differ with statistical significance at .05.
3. The meta-analysis results showed team level to have the highest mean index standard (r = .576) in the areas of nursing team effectiveness (r = .576), followed by the organization level (r = .542) such as learning organization (r = .693) and the individual level (r = .521) such as leader-member exchanges (r = .973).
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