Prediction Model for Nursing Work Outcome of Nurses - Focused on Positive Psychological Capital

Soon Neum Lee; Jung A Kim

doi:10.4040/jkan.2020.50.1.1

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Lee and Kim: Prediction Model for Nursing Work Outcome of Nurses - Focused on Positive Psychological Capital

Original Article

J Korean Acad Nurs 2020;50(1):1-13.

Published online: 17 January 2020

DOI: https://doi.org/10.4040/jkan.2020.50.1.1

Prediction Model for Nursing Work Outcome of Nurses - Focused on Positive Psychological Capital

Soon Neum Lee¹, Jung A Kim^2,

¹Department of Nursing, Andong Science College, Andong

²School of Nursing, Hanyang University, Seoul, Korea

Address reprint requests to : Kim, Jung A, School of Nursing, Hanyang University, 222 Wangsimni-ro, Seongdong-gu, Seoul 04763, Korea Tel: +82-2-2220-0799 Fax: +82-2-2295-2074, E-mail: joyhippo@hanyang.ac.kr

Received 29 March 2019 Revised 14 October 2019 Accepted 19 January 2020

This is an Open Access article distributed under the terms of the Creative Commons Attribution NoDerivs License. (http://creativecommons.org/licenses/by-nd/4.0) If the original work is properly cited and retained without any modification or reproduction, it can be used and re-distributed in any format and medium.

Abstract

Purpose:

The purpose of this study was to construct and test a structural equation model on nursing work outcomes based on Youssef and Luthans’ positive psychological capital and integrated conceptual framework of work performance.

Methods:

This study used a structured questionnaire administered to 340 nurses. Data were analyzed using structural equation modeling.

Results:

Positive psychological capital showed indirect and direct effects on job satisfaction, retention intention, organizational citizenship behavior, and nursing performance. While, the nursing work environment had direct and indirect effects on job satisfaction and nursing performance, it only had indirect effects on intention to work and organizational citizenship behavior. Additionally, a mediating effect on retention intention and organizational citizenship behavior was found between job satisfaction and nursing performance variables.

Conclusion:

The nursing organization needs to build a supportive work environment and reinforce positive psychological capital to improve nursing performance. Additionally, it needs to actively manage the necessary parameters involved in the stages of job satisfaction, retention intention, nursing performance, and organizational citizenship behavior of nurses. The findings propose the continuous management of nursing personnel based on nurses’ attitude outcome, behavioral intention, behavioral outcome, and stage of role performance.

Keywords: Nurses, Job Satisfaction, Industrial Psychology, Task Performance and Analysis, Attitude of Health Personnel

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Figure 1.

Conceptual framework.

Figure 2.

Path diagram of the model.

Table 1.

General Characteristics (N=340)

Characteristics	Categories	n (%)	M±SD
Gender	Male	3 (0.9)
	Female	337 (99.1)
Age (yr)	≤25	127 (37.4)	28.3±5.60
	26~30	139 (40.9)
	31~35	38 (11.2)
	≥36	36 (10.5)
Religion	Yes	118 (34.7)
	No	222 (65.3)
Marital status	Single	257 (75.6)
	Married	83 (24.4)
Education	3-year diploma	82 (24.1)
	Bachelor	237 (69.7)
	Master	21 (6.2)
Position	Registered nurse	314 (92.4)
	Charge nurse	26 (7.6)
Total clinical	<1	55 (16.2)	5.52±5.46
experience (yr)	1≥ <3	93 (27.4)
	3≥ <5	73 (21.5)
	5≥ <10	75 (22.1)
	≥10	44 (12.8)
Experience in	<1	103 (30.3)	2.60±2.21
current unit (yr)	1≥ <3	130 (38.2)
	3≥ <5	81 (23.8)
	5≥ <10	26 (7.7)
Turnover	Yes	124 (36.5)
experience	No	216 (63.5)
Department	Medical ward	144 (42.4)
	Surgical ward	150 (44.1)
	Intensive care unit	25 (7.4)
	Rehabilitation ward	13 (3.8)
	Hospice ward	8 (2.3)

M=Mean; SD=Standard deviation.

Table 2.

Descriptive Statistics of Study Variables (N=340

Variables	M±SD	Range	Skewness	Kurtosi
Nursing work environment	2.62±0.36	1~4	.03	.01
Nursing participation in	2.58±0.41		-.12	.47
hospital affairs
Nursing foundations for	2.83±0.39		-.12	-.08
quality of care
Nursing manager ability,	2.84±0.43		-.03	.06
leadership, and support
of nurses
Staffing and resource	2.20±0.53		.09	-.24
adequacy
Collegial nurse physician	2.67±0.47		-.37	-.03
relations
Positive psychological capital	4.00±0.57	1~6	.16	.75
Self efficacy	3.73±0.72		.07	.18
Hope	4.03±0.65		.16	.44
Resilience	4.02±0.63		.07	.01
Optimism	4.24±0.62		.09	.27
Job satisfaction	3.25±0.45	1~5	-.09	-.15
Intrinsic	3.31±0.45		-.12	-.03
Extrinsic	3.64±0.59		-.13	-.30
General	3.15±0.75		-.46	.01
Retention intention	5.10±1.19	1~8	.15	-.12
Organizational citizenship	3.46±0.44	1~5	.42	.49
behavior
Conscientiousness	3.49±0.52		.30	.75
Sportsmanshop	3.09±0.63		.26	-.15
Civic virtue	3.21±0.65		-.07	.30
Courtesy	3.66±0.53		.23	-.18
Altruism	3.87±0.58		.02	.03
Nursing performance	3.96±0.52	1~5	-.07	-.56
Nursing care	3.95±0.53		-.01	-.54
Nursing support	3.97±0.58		-.11	-.58
Communication and	3.97±0.60		-.01	-.59
human relation

M=Mean; SD=Standard deviation.

Table 3.

Effect of Predictor Variables in the Structural Model (N=340)

Endogenous variables	Predicting variables	SE	CR	Effects			SMC
Endogenous variables	Predicting variables	SE	CR	Direct	Indirect	Total	SMC
Job satisfaction	Nursing work environment	.58 (p<.001)	9.99	.58 (p=.003)		.58 (p=.003)	.66
	Positive psychological capital	.37 (p<.001)	7.41	.36 (p=.004)		.37 (p=.004)
Retention intention	Nursing work environment	.01 (p=.860)	0.17	.01 (p=.788)	.18 (p=.004)	.20 (p=.004)	.43
	Positive psychological capital	.39 (p<.001)	6.23	.39 (p=.004)	.11 (p=.003)	.51 (p=.003)
	Job satisfaction	.33 (p<.001)	3.82	.33 (p=.004)		.33 (p=.004)
Organizational citizenship	Nursing work environment	.10 (p=.179)	1.34	.10 (p=.156)	.21 (p=.005)	.31 (p=.004)	.63
behavior	Positive psychological capital	.37 (p<.001)	5.39	.37 (p=.004)	.19 (p=.004)	.55 (p=.005)
	Retention intention	.15 (p=.007)	2.70	.15 (p=.005)		.15 (p=.005)
	Job satisfaction	.32 (p<.001)	3.61	.32 (p<.001)	.05 (p=.002)	.36 (p=.005)
Nursing performance	Nursing work environment	.16 (p=.007)	2.58	.16 (p=.014)	.16 (p=.003)	.33 (p=.007)	.69
	Positive psychological capital	.23 (p<.001)	3.50	.23 (p=.006)	.32 (p=.002)	.54 (p=.004)
	Job satisfaction	.01 (p=.907)	0.11	.01 (p=.835)	.20 (p=.006)	.21 (p=.007)
	Retention intention	.17 (p<.001)	3.47	.17 (p=.004)	.06 (p=.004)	.23 (p=.004)
	Organizational citizenship behavior	.41 (p<.001)	5.32	.41 (p=.007)		.41 (p=.007)

CR=Critical ratio; SE=Standardized estimate; SMC=Squared multiple correlation.

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