The Model of Nursing Administration and Quality of Working Life Management of Nurses after COVID-19 Pandemics, in Thailand

The research results showed that 1) Conditions and guidelines the nursing administration and quality of working life in during and after the pandemics COVID-19 were explored and found that executives understood their personnel and emphasized that relevant personnel must perform their duties according to the measures to prevent the spread of COVID-19. Problems found included insufficient personnel for the work and overlapping roles. Factors that supported personnel to manage their work quality after the COVID-19 outbreak included teamwork, participation in planning and solving work safety issues, having time for work and family, and job satisfaction. The guidelines for operations after the COVID-19 outbreak should include changes to the work system, building morale, participation, teamwork, and job satisfaction. Good time management could affect the quality of life of nurses. 2) In the study of measurement model, it was found that all sub-component latent variables were suitable as the observed variables of each main component, and all main components were suitable as the observed variables of the nursing administration model and the management of working life quality of nurses after the COVID-19 outbreak. When checking the consistency of the measurement model, the measurement model was consistent with the empirical data, thus confirming the development of the nursing administration model and the management of working life quality of nurses after the COVID-19 outbreak in Thailand, by the linear structural component analysis method. 3) the model of nursing administration and quality of working life management of nurses after the COVID-19 pandemic in Thailand or SWAP FECT MODEL; it was found that all experts confirmed that the model was a model with practical steps, consisting of 2 main components, 10 sub-components, and 66 indicators. The main components of nursing administration in the VUCA model had 3 sub-components: transparency, empowerment of subordinates, and collaboration. The main components of management of working life quality had 7 sub-components: agency support, work safety, work participation, work satisfaction, well-being, self-development, and free time management. There were 3 steps of good management: 1. Inputs 2. Processes and 3. Outputs.