Htet Hsu Yee, Abhicharttibutra Kulwadee, Wichaikum Orn-Anong
Nursing Instructor, Midwifery Training School, Myeik, Department of Human Resources for Health, Myanmar and MNS Student, Faculty of Nursing, Chiang Mai University, Chiang Mai, Thailand.
Faculty Member, Faculty of Nursing, Chiang Mai University, Chiang Mai, Thailand.
Int Nurs Rev. 2024 Mar;71(1):101-107. doi: 10.1111/inr.12856. Epub 2023 Jun 11.
This study examined the level of proactive work behavior and predictability of education level, work engagement, transformational leadership of nurse managers, and organizational support on proactive work behaviors among nurses.
Nurses face many challenges to provide quality nursing care as numbers of patients increase in particular as a result of COVID-19 and human resource shortages worldwide, this includes Myanmar. Proactive work behavior is a critical factor in providing quality nursing care.
We collected data from 183 registered nurses in four university-affiliated general hospitals in Myanmar by using stratified random sampling. Instruments included the Utrecht Work Engagement Scale, the Global Transformational Leadership Scale, the Survey of Perceived Organizational Support, and the Proactive Work Behavior Scale. Descriptive statistics and multiple regression were used to analyze data. Findings are reported according to the STROBE checklist.
The overall level of proactive work behavior was perceived as moderate. Transformational leadership and work engagement were significant predictors of proactive work behaviors of nurses, explaining 33.0% of the total variance.
Findings provide that both transformational leadership and work engagement are significant predictors of proactive work behaviors which are important for improving the quality of patient care and organizational outcomes.
Nurse administrators and hospital directors should encourage nurses to voice ideas for improving the standard of work, provide opportunities for generating ideas, support resources for taking charge and preventing problems whilst also supporting the promotion of nurse managers' transformational leadership and nurses' work engagement.
本研究调查了护士积极工作行为的水平，并探讨了教育程度、工作投入、护士长的变革型领导以及组织支持对护士积极工作行为的预测作用。
随着患者数量的增加，尤其是由于新冠疫情和全球范围内包括缅甸在内的人力资源短缺，护士在提供优质护理方面面临诸多挑战。积极工作行为是提供优质护理的关键因素。
我们采用分层随机抽样的方法，从缅甸四所大学附属医院的183名注册护士中收集数据。所使用的工具包括乌得勒支工作投入量表、全球变革型领导量表、感知组织支持量表和积极工作行为量表。采用描述性统计和多元回归分析数据。研究结果按照STROBE清单进行报告。
护士积极工作行为的总体水平被认为处于中等程度。变革型领导和工作投入是护士积极工作行为的重要预测因素，解释了总方差的33.0%。
研究结果表明，变革型领导和工作投入都是积极工作行为的重要预测因素，这对于提高患者护理质量和组织成果具有重要意义。
护士管理人员和医院院长应鼓励护士提出改进工作标准的想法，提供产生想法的机会，支持负责和预防问题所需的资源，同时支持提升护士长的变革型领导能力和护士的工作投入。
