护士创新自我效能感在组织创新氛围与创新行为间的中介效应

目的 探讨护士创新自我效能感在组织创新氛围与创新行为间的中介效应。方法 采用便利抽样法,2021年4—5月选取我国19家三级综合医院、7家二级综合医院以及2家其他性质医院的960名护士作为研究对象。采用一般资料调查表、护士组织创新氛围量表、护士创新行为量表、创新自我效能感问卷对其进行调查,采用AMOS 24.0分析护士创新自我效能感在组织创新氛围与创新行为的中介效应。结果 本组960名护士组织创新氛围总分为（75.39±13.40）分,创新行为总分为（32.00±6.42）分,创新自我效能感总分为（27.41±5.00）分;护士组织创新氛围总分与创新行为总分呈正相关（r=0.514,P<0.05）,组织创新氛围总分与创新自我效能感总分呈正相关（r=0.503,P<0.05）,创新行为与创新自我效能感总分呈正相关（r=0.512,P<0.05）。护士创新自我效能感在组织创新氛围与创新行为间起部分中介作用,中介效应占总效应的29.00%。结论 本组护士组织创新氛围较好,处于中等偏上水平,创新自我效能感和创新行为均处于中等水平,创新自我效能感在组织创新氛围与创新行为间起部分中介作用。建议护理管理者应采取有力措施提高护士组织创新氛围水平,激发创新自我效能感,促进产生创新行为,提高临床护理质量。

Mediating Effect of Innovative Self-efficacy between Organizational Innovation Climate and Innovation Behavior in Nurses

Objective To explore the mediating effect of innovative self-efficacy between organizational innovation climate and innovation behavior in nurses. Methods Convenience sampling was used to select 960 nurses from 19 tertiary general hospitals, 7 secondary general hospitals and 2 other hospitals in China from April to May 2021, and they were surveyed by using general information questionnaire, Nurses' Organizational Innovation Climate Scale, Innovation Self-efficacy Questionnaire and Nurses' Innovation Behavior Scale. AMOS 24.0 was used to analyze the mediating effect of nurses' innovative self-efficacy between organizational innovation climate and innovation behavior. Results The total score of organizational innovation climate, innovation behavior and innovative self-efficacy of 960 nurses was 75.39±13.40, 32.00±6.42, and 27.41±5.00, respectively. The total score of organizational innovation climate was positively correlated with that of innovative behavior (r=0.514, P<0.05), and innovative self-efficacy (r=0.503, P<0.05); and the total score of innovative behavior was positively correlated with that of innovative self-efficacy (r=0.512, P<0.05). Innovative self-efficacy was the mediating variable between organizational innovation climate and innovation behavior, accounting for 29.00% of the total effect. Conclusion Organizational innovation climate of nurses in this group is at a medium or above level; innovative self-efficacy and innovative behavior are at a medium level. Innovative self-efficacy plays a partial mediating role between organizational innovation climate and innovative behavior. It is suggested that nursing managers should take effective measures to improve organizational innovative climate, stimulate innovative self-efficacy, and enhance innovative behavior, thus to improve the quality of clinical nursing.