Main Article Content
Objective: This research aimed to study the level of work engagement and predicting factor of work engagement among generation Y registered nurses at tertiary hospitals, southern Thailand. Methods: The sample were 148 generation Y registered nurses working at southern tertiary hospitals. Research instrument included 1) Demographic Questionnaire, 2) Work Engagement Questionnaire, 3) Transformational Leadership Questionnaire, and 4) Positive Practice Environment Questionnaire. The content validity of the questionnaires 2, 3, and 4 yielded the CVI of .87, .82 and .92 respectively. The reliability test of questionnaire 2, 3, and 4 obtained the Cronbach’s alpha coefficient of .93, .96 and .88 consecutively. The data were analyzed by using descriptive statistics, Pearson’s product-moment coefficient and multiple regression analysis. Results: The level on the work engagement among generation Y nurses working at the southern tertiary hospitals was high (M = 3.84, SD = .52) The factors predicted to the work engagement were transformational leadership of head nurse, positive practice environment, and be praised for the work could explain 45 percent of variance of professional engagement among generation Y nurses in southern tertiary hospitals (R2= .45, F = 39.10, p = < .05). Conclusion: Nurse administrators should use the results of this study to promote professional
engagement among generation Y nurses in southern tertiary hospitals.
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
Office of the National Economic and Social Development Council. Develop “Gen Y” people to be the driving force of the country [Internet]. Bangkok: News for Changes; 2016 [cited 2020 Feb 29]. Available from: https://thepaperthailand.com/2020/02/29/nesdb-geny/
Chaubankoh S, Cheevakasemsook A, Oumtanee A. Study of trait components of generation y Thai professional nurses, regional hospitals of 5th regional health authority. JRTAN. 2017; 18(Suppl): 155-62. Thai.
Hisel ME. Measuring work engagement in a multigenerational nursing workforce. J Nurs Manag. 2020; 28(2): 294-305. doi: 10.1111/jonm.12921.
Chupan S. Generation Y Professional Nurses: A Challenge for nursing administrators. NJPH. 2018; 28(1): 1-12. Thai.
Lamounpuk S, Supparerkchaisakul N, Srisatidnarakul B. Multilevel antecedents of professional engagement, job performance and intention to leave the nursing profession, among governmental hospital registered nurses in the Bangkok metropolitan are. JBS. 2015; 21(2): 78-100. Thai.
Choochom O. An analysis of work engagement construct. UMTPOLY. 2014; 11(2): 75-9. Thai.
Khueanwan K, Na-nan K. Scale of employee engagement of SME’s production in Pathum Thani Province. SCAJ. 2019; 5(2): 1-17. Thai.
Wongcharoen W, Singchungchai P, Wongkhomthong J, et al. The structural equation model of leadership of in-patient unit head nurses as perceived by professional nurses, nurses’ work engagement, and job performance of professional nurses in community hospitals. JRTAN. 2018; 19(3): 97-108. Thai.
Wongcharoen W, Meehanpong P, Wongkhomthong J. Relationships between personal factors, transformational and transactional leaderships of head nurses, and work engagement of professional nurses in community hospitals. JFONUBUU. 2018; 26(3): 23-31. Thai.
Li B, Li Z, Wan Q. Effects of work practice environment, work engagement and work pressure on turnover intention among community health nurses: mediated moderation model. J Adv Nurs. 2019; 75(12): 3485-94. doi: 10.1111/jan.14130.
Nutmatawin P, Vanno V, Prasertsin U. Effects of perceived organizational support on work engagement: the mediating role of interpersonal intelligence. MANUSYA. 2017; 39(2): 85-93. Thai.
Smithikrai C, Pusapanich P. Factors influencing work engagement and organizational commitment of Chiang Mai University staff. KJSS. 2017; 38: 655-67. Thai.
Sirivarawuth T, Wisesrith W. A Study of work engagement of generation y professional nurse. JRTAN. 2018; 9(Suppl): 197-205. Thai.
Van Minh D, Akkadechanunt T, Chitpakdee B. Job demands, job resources and work engagement among nurses in tertiary care hospitals, Thanh Hoa Province, The Socialist Republic of Vietnam. Nursing J. 2019; 46(1): 166-79. Thai.
Schaufeli B, Salanova M, González V, et al. The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. JOHS. 2002; 3: 71-93. doi: doi.org/10.1023/A:1015630930326.
Bass MB, Riggio ER. Transformational leadership. [Internet]. London: Mahwah; 2006 [cited 2021 Mar 3]. Available from: https://books.google.co.th/books?id=2 WsJSw6wa6cC&printsec=frontcover&dq=ina
Global Health Workforce Alliance. Key characteristics of positive practice environments for health care professionals [Internet]. Switzerland: WHPA; 2012 [cited 2021 May 4] Available from: https://www.whpa.org/sites/default/files/2018-11/WHPA-positive_practice_environments-key_characteristics-EN.pdf
Cohen J. Quantitative methods in psychology: A power primer. Psychol Bull. 1992; 112(1): 155-9.
Pipatsombat P. The Components and indicators of positive practice environments in nursing organization management at tertiary level hospitals under the Ministry of Public Health [dissertation]. [Bangkok]: Christian University of Thailand; 2015. 220 p.
Wattanapansak A, Pitsachart N, Ritluegkrai S. Leadership for innovative work behavior for nurse generation gen y. Journal of MCU Ubon Review. 2020; 5(3): 529-40. Thai.
Chimplee W, Abhicharttibutra K, Chitpakdee B. Head nurses’ servant leadership and registered nurses’ work engagement, regional hospital, Northern Region. Nursing J. 2020; 47(1): 361-73. Thai.
Sawangnuwatkul N. Employee engagement from the perspective of generation y educators. Chophayom. 2019; 30(2): 109-18. Thai.
Sathitthaworn P, Phermsuwan P. Generation y’s attitude towards the bureaucratic work system. BU Acadimic Review. 2010; 9(1): 177-90. Thai.
Nimit-Arnun N, Jangharn T. The influencing factors of professional commitment amongst nurse students of college of health science and nursing Christian University of Thailand. JRTAN. 2012; 13(2): 60-71. Thai.
Chomsamneang S. Personal factors, leadership, learning organization and work engagement.HRI. 2016; 11(2): 44-57. Thai.
Rizzo H. Reward and recognition strategies to improve employee engagement [dissertation]. [Ann Arbor]: Carlow University; 2019. 51 p.
Hayati D, Charkhabi M, Naami A. The relationship between transformational leadership and work engagement in governmental hospitals nurses: A survey study. springerplus. 2014; 3(1): 1-7. doi: 10.1186/2193-1801-3-25.
Kulikowski K, Sedlak P. Can you buy work engagement? The relationship between pay, fringe benefits, financial bonuses and work engagement. Springer. 2020; 39: 343-53. doi: 10.1007/s12144-017-9768-4.
Badawy T, Alaadin Y, Magdy M. Succession planning, job engagement and job satisfaction: the missing link. MEJM. 2016; 3(1): 1-18. doi: doi/abs/10.1504/MEJM.2016.077108.
Fletcher L. How can personal development lead to increased engagement? the roles of meaningfulness and perceived line manager relations. IJHRM. 2019; 30(7): 1203-26. doi: doi/full/10.1080/09585192.2016.1184177.