BibTex Citation Data :
@article{NMJN73014, author = {Jirarat Ruetrakul and Pattamaporn Bumrungkhet}, title = {Multilevel Factors Influencing Nurses' Job Performance in Tertiary Hospitals in Northern Thailand: A New Normal Perspective}, journal = {Nurse Media Journal of Nursing}, volume = {16}, number = {2}, year = {2026}, keywords = {Job performance; new normal era; quality of work life; spiritual leadership; tertiary hospitals}, abstract = { Background: Professional nurses’ job performance is fundamental to delivering high-quality patient care, particularly in tertiary hospitals. In the post-COVID-19 era, tertiary hospitals in Northern Thailand have faced increased patient care complexity, workforce shortages, technological demands, and persistent psychological stress among nurses. These changes highlight the importance of improving nurses’ quality of work life and fostering spiritual leadership to create supportive organizational climates. However, the multilevel interplay of individual- and group-level factors influencing nurses’ job performance remains unclear. Purpose: This study aimed to investigate the empirical validity of a hypothesized model that includes individual- and group-level factors influencing professional nurses’ job performance in tertiary hospitals under the Ministry of Public Health in Northern Thailand. Methods: A predictive correlational design using multilevel structural equation modeling was employed. Data were collected from 287 professional nurses working in tertiary hospitals in Northern Thailand. At the individual level, the model included quality of work life, work engagement, and job performance. At the group level, it included spiritual leadership, organizational climate, and job performance. Data were analyzed using Mplus version 8.8. Results: The model demonstrated a good fit to the empirical data (χ² = 86.903, df = 71, p = 0.0966, RMSEA = 0.016). At the individual level, quality of work life and work engagement had significant positive direct effects on nurses’ job performance. Work engagement significantly mediated the relationship between quality of work life and job performance. The within-level model explained 71% of the variance in job performance. At the group level, spiritual leadership and organizational climate had significant positive direct effects on job performance. Organizational climate significantly mediated the relationship between spiritual leadership and job performance. The between-level model explained 95% of the variance in job performance. Conclusion: Quality of work life and work engagement at the individual level, along with spiritual leadership and organizational climate at the group level, significantly influenced nurses’ job performance. Strengthening these factors may improve nurses’ job performance and support high-quality patient care in tertiary hospitals. }, issn = {2406-8799}, doi = {10.14710/nmjn.v16i2.73014}, url = {https://ejournal.undip.ac.id/index.php/medianers/article/view/73014} }
Refworks Citation Data :
Background: Professional nurses’ job performance is fundamental to delivering high-quality patient care, particularly in tertiary hospitals. In the post-COVID-19 era, tertiary hospitals in Northern Thailand have faced increased patient care complexity, workforce shortages, technological demands, and persistent psychological stress among nurses. These changes highlight the importance of improving nurses’ quality of work life and fostering spiritual leadership to create supportive organizational climates. However, the multilevel interplay of individual- and group-level factors influencing nurses’ job performance remains unclear.
Purpose: This study aimed to investigate the empirical validity of a hypothesized model that includes individual- and group-level factors influencing professional nurses’ job performance in tertiary hospitals under the Ministry of Public Health in Northern Thailand.
Methods: A predictive correlational design using multilevel structural equation modeling was employed. Data were collected from 287 professional nurses working in tertiary hospitals in Northern Thailand. At the individual level, the model included quality of work life, work engagement, and job performance. At the group level, it included spiritual leadership, organizational climate, and job performance. Data were analyzed using Mplus version 8.8.
Results: The model demonstrated a good fit to the empirical data (χ² = 86.903, df = 71, p = 0.0966, RMSEA = 0.016). At the individual level, quality of work life and work engagement had significant positive direct effects on nurses’ job performance. Work engagement significantly mediated the relationship between quality of work life and job performance. The within-level model explained 71% of the variance in job performance. At the group level, spiritual leadership and organizational climate had significant positive direct effects on job performance. Organizational climate significantly mediated the relationship between spiritual leadership and job performance. The between-level model explained 95% of the variance in job performance.
Conclusion: Quality of work life and work engagement at the individual level, along with spiritual leadership and organizational climate at the group level, significantly influenced nurses’ job performance. Strengthening these factors may improve nurses’ job performance and support high-quality patient care in tertiary hospitals.
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Last update: 2026-08-31 23:03:33
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