Development of perceived organizational climate scale for nurses in the republic of the union of Myanmar

Abstract

Nurses’ intention to leave is a crucial concern for human resource management in healthcare organizations. Nowadays, the challenges of nursing workforce retention and the indicators of supportive organizational climate have become even more essential pieces of healthcare milieus. However, there has been no assessment scale for the organizational climate developed to fit within a Myanmar healthcare context. This study aimed to develop the Perceived Organizational Climate Scale (POCS) for nurses in Myanmar and to evaluate the psychometric properties of the scale. This methodologic research study consisted of two phases. In the first phase, the framework of the organizational climate was constructed by applying the Competing Value Framework of Quinn et al. (2015), concept analysis, extensive literature review, and the qualitative inquiry with sixty-five Myanmar nurses. The qualitative inquiry included 17 individual in-depth interviews and eight focus group discussions. The POCS, a four-point Likert-type scale with an initial item pool of 120 items, was developed based on the framework. Content validation of the scale was conducted by seven nurse experts, with a content validity index of 0.94.