Maung May Zin Maung, Wichaikhum Orn-Anong, Abhicharttibutra Kulwadee
Faculty of Nursing, Chiang Mai University, Chiang Mai, Thailand.
Department of Nursing Administration, Faculty of Nursing, Chiang Mai University, Chiang Mai, Thailand.
Int Nurs Rev. 2025 Mar;72(1):e12998. doi: 10.1111/inr.12998. Epub 2024 Jun 20.
This study aimed to examine the level of work engagement and to identify the factors influencing the work engagement of nurses.
Work engagement plays a crucial role in enhancing the efficiency of outcomes and the standard of care in nursing and healthcare services.
A descriptive predictive design and stratified random sampling was used to select 206 nurses from three general hospitals in Naypyitaw, Myanmar.. Research instruments consisted of the demographic data form, the Utrecht Work Engagement Scale, the Global Transformational Leadership Scale, the Survey of Perceived Organizational Support, and the Psychological Capital Questionnaire. The results were explored by applying descriptive statistics and stepwise multiple regression.
Overall work engagement was at an average level. Transformational leadership and psychological capital could affect work engagement, explaining 19.34% of the total variance; however, perceived organizational support, age, and work experience did not show any impact on it.
The findings recommend that nurse administrators should focus on transformational leadership and psychological capital in formulating strategies to increase nurses' work engagement.
The outcomes might provide baseline information for nurse administrators and policymakers by formulating management strategies to enhance nursing leaders' awareness, knowledge, and skills about transformational leadership behaviors and to keep nurses holding self-efficacy, hope, optimism, and resilience of psychological capital in healthcare organizations, which ultimately increase nurses' engagement at work.
本研究旨在考察护士的工作投入水平，并确定影响护士工作投入的因素。
工作投入在提高护理及医疗服务的效率和护理标准方面起着至关重要的作用。
采用描述性预测设计和分层随机抽样法，从缅甸内比都的三家综合医院选取206名护士。研究工具包括人口统计学数据表、乌得勒支工作投入量表、全球变革型领导力量表、感知组织支持量表和心理资本问卷。运用描述性统计和逐步多元回归对结果进行探究。
总体工作投入处于中等水平。变革型领导和心理资本会影响工作投入，解释了总方差的19.34%；然而，感知组织支持、年龄和工作经验对其没有任何影响。
研究结果建议护士管理人员在制定提高护士工作投入的策略时应关注变革型领导和心理资本。
这些结果可能为护士管理人员和政策制定者提供基线信息，通过制定管理策略来提高护理领导者对变革型领导行为的认识、知识和技能，并使护士在医疗保健组织中保持心理资本的自我效能感、希望感、乐观态度和复原力，最终提高护士的工作投入度。
