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PURPOSE: The purpose of the study was to identify factors affecting the innovative behavior of military hospital personnel. METHODS: The study involved the analysis of 146 structured questionnaires received from military hospital personnel in D city and S city. Data were collected from January 10 to February 9, 2019. The SPSS/WIN 24.0 program was used for data analysis, which included the t-test, ANOVA, Scheffé test, Pearson's correlation coefficient, and multiple regression analysis. RESULTS: The multiple regression analysis showed that factors affecting innovative behavior of military hospital staff were the natural reward strategies of self-leadership, behavior-focused strategies of self-leadership, and organization-based psychological ownership (R2=.30). CONCLUSION: The results suggest that to promote innovative behavior in military hospital staff, it is necessary to implement strategies that inspire self-leadership and psychological ownership.
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Humans , Hospitals, Military , Military Personnel , Ownership , Reward , Statistics as TopicABSTRACT
Objective@#To investigate effects of personal innovation behaviors, self-efficacy and colleague solidarity of nurses on career success, and to provide the basis for career planning and management of clinical nurses.@*Methods@#A total of 441 registered nurses from eight grade three and first-class hospitals in Tianjin were measured with personal innovation behaviors scale, self-efficacy scale, colleague solidarity of nurses' scale and career success scale.@*Results@#The total score of personal innovation behavior was (21.58±4.81). The total score of self-efficacy was (27.68±6.53). The total score of colleague solidarity of nurses was (95.12±9.42). The total score of career success was (35.75±9.27). The personal innovation behaviors, self-efficacy, colleague solidarity of nurses career success and each dimension showed positive correlation(r=0.115-0.915, P<0.05). Multiple linear regression analysis showed that innovation behaviors, self-efficacy and academic solidarity entered career success regression equation(β=0.090-0.554, P<0.05), and explained 49.7% of the total variation.Path analysis model showed innovative behavior, self-efficacy and colleague solidarity of nurses were positively predictive of career success, and the path coefficients were 0.62, 0.18 and 0.12.Hierarchical regression analysis showed both self-efficacy and colleague solidarity of nurses played mediating roles between innovative behavior and career success(β=0.207-0.104, P<0.05).@*Conclusion@#Hospital managers should take measures to improve nurses' innovative behavior, self-efficacy and colleague solidarity of nurses to promote their career success.
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Objective To explore and understand the influence of perceived professional benefits on oncology nurses′innovative behaviors. Methods Totally 943oncology nurses were selected to join thestudy, Using the general information questionnaire, nurses′ perceived professional benefits scale and innovative behaviors scale for investigation. Results The average score of oncology nurses′ perceived Professional Benefits Scale was (114.08 ± 16.45) points, the average score of oncology nurses′ innovative behaviors was (31.00 ± 7.00) points. The score of perceived professional benefits of oncology nurses was positively correlated with score of innovative behavior of nurses (r=0.472, P<0.01). Nurses position, level and relatives and friends identity,their own growth and team belonging in perceived professional benefits were the influencing factors of innovative behavior of oncology nurses (t=2.022-4.486, P<0.05 or 0.01). Conclusion The perceived professional benefits of oncology nurses can play a positive role in promoting their innovative behaviors. Nursing managers should pay attention to improving perceived professional benefits of clinical nurses, promote their innovative behaviors and improve the quality of nursing services.
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Objective To explore the relationship between the critical thinking disposition and the innovation behavior in nurses. Methods A total of 360 clinical nurses were questionnaired by the critical thinking disposition inventory and innovation behavior scale. Pearson correlation analysis and hierarchical regression analysis were used to explore the effect of critical thinking disposition on the innovation behavior in nurses. Results The total scores of critical thinking disposition and innovation behavior in nurses were respectively 290.68±33.46 and 4.12±0.96. There was significant difference of the score of innovation behavior in nurses with different professional titles and working years(F=6.257, 4.802, P<0.05). The score of innovation behavior was positively correlated with the scores of seek truth, open mind, analysis ability, systematic ability, self-confidence, learning desire and cognitive maturity(r=0.367-0.514, P<0.05). Hierarchical regression analysis showed that the seek truth, open mind, analysis ability, systematic ability, self-confidence, learning desire and cognitive maturity were the influencing factors of innovative behavior in nurses. Conclusions The critical thinking disposition and innovation behavior were in medium level in nurses, and the critical thinking disposition was the influencing factors of innovative behavior in nurses.
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PURPOSE: The purpose of the study was to identify factors affecting the innovative behavior of general hospital professional staff. METHODS: In the final analysis, the study focuses on the 442 structured questionnaires received from the professional staff (doctors, nurses, medical technicians, and administrative staff) of H Hospital, a public medical foundation. Data were collected from August 1 to 31, 2014. The SPSS/WIN 19.0 program was used for data analysis which included t-test, ANOVA, Scheffe test, Pearson correlation coefficients, and multiple regression analysis. RESULTS: Multiple regression showed that factors affecting innovative behavior of hospital professional staff were conditional reward, innovation-oriented culture, education, and job (Adj R2=.317). CONCLUSION: The results of this study suggest that it is necessary for the leader to demonstrate leadership with innovation and transaction in harmony to cultivate innovative behavior in hospital staff. Also, positive support and role in the hospital organization are fundamental to developing the strengths that each type of culture possess on the basis of the organizational culture of hospital, enabling hospital staff to exhibit their best voluntary innovative behavior.
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Education , Hospitals, General , Leadership , Organizational Culture , Reward , Statistics as TopicABSTRACT
Objective To study the interactive mechanism of information retrieval behaviors and innovative behaviors in members of scientific project team engaged in scientific research.Methods The information retrieval behaviors and innovative behaviors in 218 members of 36 scientific project teams were investigated using self-designed information retrieval behavior and innovative behavior scale.The interactive mechanism of information retrieval behaviors and in-novative behaviors was analyzed by descriptive analysis, t test, and F test, respectively.Results The information retrieval behavior dimensions in members of scientific project team engaged in scientific research interacted with their innovative behaviors, innovative awareness, innovative nature, and innovative environment.The effect of in-formation assessment on innovative behaviors was most significant.Innovative behaviors were closely related with information retrieval behaviors.The effect of innovative nature on information retrieval behaviors was also most sig-nificant.Conclusion The information retrieval ability, information literacy, innovative nature, innovative aware-ness, and innovative ability should be strengthened in members engaged in scientific research.
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Objective To explore the effect of psychological contract on innovation behavior in nurses.Methods 266 nurses were questionnaired with Psychological Contract Scale and Innovative Behavior Scale.And then,explored the relationship between the psychological contract and innovative behavior.Results ①The average score of nurse innovative behavior was (4.58 ± 0.73),which was in the middle level.There were significant differences between the scores of innovative behavior of nurses in the different age,or work experience,or professional titles.②Pearson correlation analysis showed that nurse innovative behavior score was significantly negatively correlated with each dimension of psychological contract(r=-0.542-0.441,P＜0.05).③The multiple hnear regression analysis showed that the scores of development responsibility of hospital,realistic responsibility of hospital,personal development responsibility and personal realistic responsibility were the independent influencing factors of nurse innovative behavior.Conclusions Psychological contract is the important influencing factor of nurse innovative behavior.
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Based on the research standpoint of internal needs,innovative research and management practice,the paper revealed and deeply discussed the 20 drivers behind the full play of medical doctor students' innovative behavior through the use of the method of questionnaire,expert in-depth interviews.