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The purpose of this descriptive correlational research was to identify and test a causal model of organizational commitment. From a population of 3,052, a sample of 423 generation Y nurses from forty six General hospitals in Thailand were selected. They were asked to answer five sets of questionnaires: 1) Personal Data Form, 2) Servant Leadership Questionnaire, 3) Organizational Climate Questionnaire, 4) Job Satisfaction Questionnaire, and 5) Organizational Commitment Questionnaire. Validity of the instruments was assessed using Cronbach’s alpha criteria. The reliabilities of each questionnaire were .98 for Servant Leadership, .90 for Organizational Climate, .92 for Job Satisfaction, and 0.75 for Organizational Commitment. Data were analyzed using the statistical programs for Structural Equation Modeling: SEM.
The findings of this study revealed that the organizational commitment of Generation Y Professional Nurses was at the moderate level (= 3.25, SD=.39). Servant leadership of head nurses had positive direct effects on organizational climate, job satisfaction and organizational commitment (ß=.44, ß=.46, ß=.22, respectively, p<.001). Servant leadership of head nurses also had an indirect effect on organizational commitment through organizational climate (ß=.36, p<.001), and had an indirect effect on organizational commitment through job satisfaction (ß=.39, p<.001). Organizational climate had positive direct effects on organizational commitment (ß=.28, p<.001). Job satisfaction also had positive direct effects on organizational commitment (ß=.36, p<.001). The model accounted for 51 % of the variance in organizational commitment and a substantial proportion of the variance of the mediating variables. The findings of this research has furthered nursing management knowledge to enhance the organizational commitment of Generation Y Professional Nurses in General Hospitals under Ministry of Public Health. Nursing administrators should focus and encourage servant leadership of head nurses. In addition, the head nurses should develop an organizational climate in the nursing unit and enhance job satisfaction among Generation Y Professional Nurses as both variables affect the organizational commitment of Generation Y Professional Nurses.
บทความและรายงานวิจัยในวารสารพยาบาลกระทรวงสาธารณสุข เป็นความคิดเห็นของ ผู้เขียน มิใช่ของคณะผู้จัดทำ และมิใช่ความรับผิดชอบของสมาคมศิษย์เก่าพยาบาลกระทรวงสาธารณสุข ซึ่งสามารถนำไปอ้างอิงได้
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