Situational leadership styles, staff nurse job characteristics related to job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army.

OBJECTIVE: To analyze the relationships between the situational leadership styles, staff nurse job characteristic with job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army MATERIAL AND METHOD: The cross-sectional analytical study was conducted in 128 head nurses working in hospitals under the jurisdiction of the Royal Thai Army. Data were collected by mailed questionnaires. A total of 117 completed questionnaires (91.4%) were received for analysis. Statistical analysis was done using Pearson's Product Moment Correlation Coefficient. RESULTS: It was found that situational leadership styles were not correlated with job satisfaction and organizational commitment of head nurses. Staff nurse job characteristics had a low level of positive correlation with job satisfaction and organizational commitment of head nurses at 0.05 level of significance (r = 0.202 and 0.189 respectively). CONCLUSION: The hospital administrators should formulate policy to improve working system, human resource management and formulate policies and strategies based on situational leadership. In addition, they should improve the characteristics of staff nurse job by using surveys to obtain job satisfaction and organizational commitment.

Job satisfaction and organizational citizenship behavior of personnel at one university hospital in Thailand.

OBJECTIVE: To investigate the relationship between job satisfaction and Organizational Citizenship Behavior (OCB) of the personnel at one university hospital in Thailand. MATERIAL AND METHOD: This cross-sectional descriptive study was conducted on 296 respondents who worked in the Office of the Dean, 13 departments and 2 Offices of Research Center and Office of Community Medicine Center. All of them were personnel in one university hospital in Thailand. The Organizational Citizenship Behavior Questionnaire of Niehoff and Moorman using the five dimensions scale developed by Podsakoff and Mackenzie and Job Descriptive Index (JDI) were used for assessing job satisfaction. For inferential statistics, Pearson's product moment correlation coefficient was used for correlation. RESULTS: The percentage mean score of job satisfaction was 58.67 and subscale of job satisfaction was found that satisfaction with supervision held the highest of the mean score, while satisfaction with pay and promotion had the lowest and low of the mean score. The mean score of OCB was high and the facets of OCB was found that conscientiousness had the highest mean score and sportsmanship had the lowest. By using Pearson's Product Moment Correlation Coefficient to analyze the relationships between satisfaction and OCB, it showed that there were statistically significant low positive correlations between job satisfaction and OCB (r = 0.173, p < 0.01). CONCLUSION: The one university hospital executives should promote the pay, promotion and supervision factors which encourage personnel to be satisfied and demonstrate their OCB as their reciprocal reaction.

Factors associated with the effectiveness of diabetes care at primary care settings.

OBJECTIVE: To assess the effectiveness of diabetes care and the factors associated with the effectiveness at primary care settings. MATERIAL AND METHOD: Data were obtained from reviewing of 1,795 medical patient files of patients with type 2-DM treated at forty-eight primary care settings. Information recorded included characteristics, body mass index, co-morbidity, fasting blood glucose (FBG) and HbA1c levels and health personnel mix types (physicians, pharmacists, nurses, health technical officers and community health workers). HbA1c level of diabetes in 542 of 1,795 medical patient files were analyzed. Glycemic controllability of diabetes patients was defined using FBG and HbA1c levels as the effectiveness indicators of diabetes care. RESULTS: Of 1,795 patients, 40.8% were able to control their FBG levels and 22.7% of the 542 patients who have HbA1c data could control their HbA1c levels. Multivariate analysis confirmed that age and health personnel mix types are significant factors for glycemic controllability as measured by FBG level (p < 0.01). By measuring HbA1c level, age was also significant factor in diabetes care effectiveness (p = 0.012). CONCLUSION: Age was a significant factor in controlling both FBG and HbA1c levels in type 2 diabetes whereas health personnel, physicians and pharmacists, are significant factors in increasing effectiveness of diabetes care. The policy makers should consider distributing these health personnel to primary care settings and this would be a challenge for the policy makers to develop such a strategy and to implement this policy.

Factors related to performance effectiveness of dental nurse in primary care unit in the northeastern part of Thailand.

OBJECTIVE: To investigate the relationships between job characteristics, motivation, role stress and performance effectiveness of dental nurses in primary care units in the northeastern part of Thailand. MATERIAL AND METHOD: A explanatory cross-sectional study was conducted in 326 dental nurses who were working in 310 PCUs of 19 provinces, 220 amphurs in the northeastern part of Thailand were taken as the study samples. Data were collected by using questionnaires. Pearson's Product Moment Correlation was applied to test between job characteristic model, motivation, role stress and performance effectiveness. RESULTS: The analysis showed that there was no relationship between job characteristics model and performance effectiveness as performing dental task needed 'dealing with others' and 'task significance'. There was a positive relationship between motivation and performance effectiveness at a low level. Role stress was not related to performance effectiveness; however, when the dental nurse had more stress caused by role conflict internal standard, several roles and their performance effectiveness was reduced. CONCLUSION: From the research result, it is necessary to help construct networks of dental tasks and other public health tasks in obvious forms, for some feedback from agents. Work allocation should be precisely arranged and professional skill should be determined responsibility. Lastly, recruiting dental nurses with proper characteristics in primary care units in the northeastern part of Thailand is crucial as well.