Validation of the Thai Version of a Work-related Quality of Life Scale in the Nursing Profession

Sirisawasd, Sanpatchaya; Chaiear, Naesinee; Johns, Nick; Khiewyoo, Jiraporn

doi:10.1016/j.shaw.2014.02.002

Cited by 19 publications

(15 citation statements)

References 12 publications

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“…[121920] We observed that the “item 2” (“I feel able to voice opinions and influence changes in my area of work”) in CAW domain was weak due to a high “alpha if item deleted.” Removal of this item increased the reliability of the CAW sub-scale. Item two has been suggested for removal by previous studies also, although they used other analytical tools.…”

Section: Discussionmentioning

confidence: 99%

Role of demographic and job-related variables in determining work-related quality of life of hospital employees

Shukla

Shahane

D’Souza

2017

Journal of Postgraduate Medicine

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Background:Considering a huge working population in health sector faced with stressful work life, limited autonomy in work and declining work contentment calls for an overemphasis on evaluating and monitoring their satisfaction associated with work-related quality of life (WRQoL). This study evaluates WRQoL of hospital employees and validates the bilingual (English and Marathi) version of WRQoL scale.Methods:The study was conducted during March–April’2014 on employees of a corporate hospital of Pune, India after ethical approval and informed consent from employees. The bilingual WRQoL scale has been tested for reliability and validity, and WRQoL scores have been reported.Results:A total of 132 hospital employees (mean age 31 [±8] years, 55% males) who participated in the study reported overall moderate WRQoL scores. The scale showed high internal consistency (Cronbach's alpha = 0.82, P < 0.0001) and moderate to high validity. WRQoL did not significantly vary across marital status, family size, and gender. “Stress at work” score of WRQoL increased with age of employees. Higher work experience, employment at higher positions and those working in clinical and diagnostic departments reported a higher WRQoL.Conclusion:WRQoL scale is a reliable and valid instrument. Better WRQoL in employees placed in higher organizational positions indicates a need for focused measures to enhance WRQoL of employees in lower hierarchical levels, especially in control at work and home life interface domains. WRQoL needs regular monitoring for employees in lower positions and aging employees.

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Section: Discussionmentioning

confidence: 99%

Role of demographic and job-related variables in determining work-related quality of life of hospital employees

Shukla

Shahane

D’Souza

2017

Journal of Postgraduate Medicine

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“…The socio-demographic variables included age, sex, education, and monthly income and the work characteristics included type of hospital, job position, length of current work, work hours, shift work, and perception of urgent task were established.The quality of work life factors included general well-being and employee engagement was measured applying the Thai-Work-Related Quality of Life Scale (WRQLS). 10 Items of WRQLS were scored regarding feelings oropinions on a five-point Likert-type scale, ranging from 1 = never to 5 = very high. The Cronbach's α of general well -being and employee engagement scale was 0.82 and 0.84, respectively.…”

Section: Independent Variablesmentioning

confidence: 99%

Factors Associated with Job Stress among Ambulance Nurses in Bangkok, Thailand.

Sakkomonsri¹,

Suwan-Ampai²,

Kaewboonchoo³

2016

bkkmedj

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R ecently, the socio-economic development, from an industrial perspective has transformed a lot. This rapid change affects the pattern of living of every occupation. The nursing professional, in particular, is one among healthcare professionals that tends to get occupational stress physically and emotionallyfacing with patient's suffering, pain, and even death. 1 Additionally, advances in medical technology apparently create more expectations and demand for nursing services. 2 The nurse is socially alerted not only to adapt their competencies and attitudes but also to cope with the professional risks he/she is faced with. These could be a stem of anxiety, resignation, changing to another field of nursing service, or even stop nursing practice that impacts nursing system nationwide. The remaining nurses could develop job-induced stress and enhance mental impairment by 61.7%. 3 Apart from influencing personal health; job stress could impair work performance due to deterioration of decision-making skill which directly impacts service provision and operations. Moreover, job stress Abstract OBJECTIVE: to explore the factors associated with job stress among the ambulance nurses in nine zones of Bangkok Emergency Medical Service (EMS). MATERIALS AND METHODS: Multistage random sampling was conducted between December 2015 and February 2016. Two hundred and forty-five ambulance nurses of network hospitals in nine zones of Bangkok EMS who had at least 40 hours EMS training and at least six months work experiences on ambulance were selected as study samples. A self-administered questionnaire with specific questions to explore variables such as socio-demographics, work characteristics, general well-being, employee engagement, role and social support was used. Job stress was evaluated using the Karasek's Job Demand-Control model (JCQ). The predictive factors influencing job stress were analyzed by using Chi-square and multiple logistic regressions. RESULTS: A total of 245 ambulance nurses were enrolled in the study. One third (33.5%) of ambulance nurses developed high work stress. A statistically significant association was observed between job stress and older age (OR = 0.94, 95% CI: 0.89 -0.99), higher incomes (OR = 0.26, 95% CI: 0.09 -0.69), higher education level (OR = 4.17, 95% CI: 1.13 -15.47), more work experience (OR = 0.32, 95% CI: 0.12 -0.88), perception of urgent task (OR = 8.00, 95% CI: 1.44 -44.73), poor general well-being (OR = 2.36, 95% CI : 1.00 -5.55), low superior support (OR = 12.50, 95% CI: 4.62 -33.78), low peer support (OR = 3.27, 95% CI: 1.30 -8.21), role ambiguity (OR = 12.45, 95% CI: 4.77 -32.51), and role conflict (OR = 14.48, 95% CI: 5.14 -40.82). CONCLUSION:The executive and nursing administrators should be aware of job strain among ambulance nurses particularly in the younger age group with less than 5 years of working experience. Specific training programs with supervision and peer support should be provided. Stress management should be commenced in nursing education. The clarity of role and duty ...

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“…Previous validation of the WRQoL scale was conducted by several scholars (e.g. Chaiea 2014; Sirisawasd et al 2014). Job performance was measured using six items adapted from the 'Role-Based Performance Scale' (Welbourne et al 1998), which was validated by Walumbwa et al (2008).…”

Section: Measurement Instrumentmentioning

confidence: 99%

Investigating antecedent factors to job performance: Contemporary evidence from government supply management professionals

Mafini

2015

Acta Commercii

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Purpose: The purpose of the study was to investigate the influence of transformational leadership, organisational citizenship behaviour and quality of work life on job performance amongst supply management professionals employed by the South African government. Rationale:The depressed job performance of supply management professionals in the South African government presents an impetus to generate new empirical information on the subject in order to find solutions. Methodology:A quantitative survey approach was followed using a sample of 264 supply management professionals employed in the South African government and were based in Gauteng Province. A Confirmatory Factor Analysis (CFA) was conducted to assess psychometric properties of the measurement instrument. Hypotheses were tested using Structural Equation Modelling (SEM). Findings:Transformational leadership had positive and significant relationships with organisational citizenship behaviour and quality of work life. Quality of work life exerted a greater influence of job performance than organisational citizenship behaviour. Value of research:The study provides current evidence of the influence of transformational leadership on organisational citizenship behaviour and quality of work life, as well as the influence of organisational citizenship behaviour and quality of work life on job performance amongst supply management professionals. Conclusion:Transformational leadership has a positive influence on organisational citizenship behaviour and quality of work life amongst supply management professionals in the government. Both organisational citizenship behaviour and quality of work life exert a positive influence on the job performance of supply management professionals in the government. Future studies should be extended to other professional cohorts in both the private and the government sectors.

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Validation of the Thai Version of a Work-related Quality of Life Scale in the Nursing Profession

Cited by 19 publications

References 12 publications

Role of demographic and job-related variables in determining work-related quality of life of hospital employees

Role of demographic and job-related variables in determining work-related quality of life of hospital employees

Factors Associated with Job Stress among Ambulance Nurses in Bangkok, Thailand.

Investigating antecedent factors to job performance: Contemporary evidence from government supply management professionals

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