Turkish psychometric properties of the Innovative Behavior Inventory and Innovation Support Inventory: A model analysis on nurses

Kirkpatrick's evaluation of the effect of a nursing innovation team training for clinical nurses

AIM

This study aims to design a 100-h training programme for nursing innovation teams and to evaluate the effect of this training programme using Kirkpatrick's model.

BACKGROUND

The innovative capability of nurses is a powerful driver for the development of the nursing discipline, and it is currently at a low to medium level in China. Innovation competency development has become a research trend in nurses' in-service education, but only changes in nursing innovation behaviours before and after training have been evaluated. The cascading, continuous assessment tools are rarely used.

METHODS

This is a quasi-experimental research design: pretest and posttest design. Totally, 61 clinical nurses from Hangzhou Hospital of Traditional Chinese Medicine were enrolled for innovation training. This innovation team training programme consisted of a 36-h theoretical training phase and a 64-h collaborative training phase. The four levels of Kirkpatrick's model, that is, reaction, learning, behaviour, and result, were applied for the evaluation together with questionnaires.

RESULTS

At reaction level, the nurses' attendance was over 85% in two phases. The differences between nurse organizational innovation climate scores of tested nurses before and after training were statistically significant (t = -22.559, P < .001). At learning level, there were statistically significant differences between nurses' innovation self-efficacy scale scores of tested nurses before and after training (t = -16.832, P < .001). At behaviour level, the nursing innovation behaviour scale scores of tested nurses were significantly higher after training (t = -18.950, P < .001) than before the training. At result level, the clinical nurse innovation ability of tested nurses after the training were higher than before the training (t = -26.275, P < .001). The numbers of patent applications, granted patents, application for scientific research projects, sponsored scientific research projects, and papers published by team members after the training were larger than those before training (Z = -2.032, P = .042).

CONCLUSION

Kirkpatrick's model can evaluate the effectiveness of nursing innovation training for clinical nurses. The nursing innovation training is beneficial to improve nurses' innovation capacity, organizational innovation climate and innovation self-efficacy, and nursing innovation behaviour and promote the output of research and innovation projects.

IMPLICATIONS FOR NURSING MANAGEMENT

Managers can flexibly develop training modules with regional characteristics based on this programme to effectively improve the innovation ability of clinical nurses, thus meeting the urgent demand for innovative nursing talents and the rapid development of nursing disciplines.

The effect of nurse managers' servant leadership on nurses' innovative behaviors and job performances

Purpose

This study aims to determine the effect of servant leadership on nurses' innovative behavior and job performance and to examine the moderator role of servant leadership in the relationship between nurses' innovative behavior and job performance based on the self-determination theory and social exchange theory.

Design/methodology/approach

This correlational study included 885 nurses selected from three public hospitals in Istanbul using the convenience sampling method. Data were analyzed using descriptive tests, correlation analysis and linear and hierarchical regression analyses.

Findings

The nurse managers' servant leadership behaviors were statistically significantly related with the nurses' innovative behaviors and job performances: servant leadership behaviors of the nurse managers increased the nurses' innovative behaviors and job performances and found to partially play a role of a moderator in the effect of nurses' innovative behaviors on job performance.

Practical implications

This study shows that positive nurse outcomes will be achieved when nurse managers show an ethical, humanistic, empathic, mutual benefit and service-oriented approach and adopt a servant leadership approach as appropriate to the nature of nursing.

Originality/value

This study contributes to the literature by revealing the effect of nurse managers' servant leadership on nurses' innovative behavior and job performance, as well as the partial moderator role of servant leadership, which has not been studied before as a part of the relationship between innovative behavior and job performance.

The relationship of nursing work environment and innovation support with nurses' innovative behaviours and outputs

AIM

To determine the relationship of nursing work environment and innovation support with nurses' innovative behaviours and innovation outputs.

BACKGROUND

According to the social exchange theory, nursing work environment must be regulated to support innovation for nurses' innovative behaviours, which results in useful innovation outputs.

METHODS

The sample of the research determined using the convenience sampling method consisted of 618 nurses working in four hospitals in Istanbul. In statistical analysis of the data, descriptive analyses, correlation and linear regression analysis were used.

RESULTS

It was found a significant correlation between nursing work environment and innovation support with innovative behaviour and innovation outputs. It was found that innovative behaviour was the variable that had a significant impact on nurses' innovation outputs and that the model explained 40.1% of the variance of innovation outputs. The model created for innovative behaviour was determined to have an explanatory variance of 19.4%.

CONCLUSIONS

This study reveals the necessity for developing nurses' innovative behaviours to increase innovation outputs and examines the relationship of nurses' innovative behaviours with nursing work environment and innovation support.

IMPLICATIONS FOR NURSING MANAGEMENT

Nurse managers should create a nursing work environment that supports and develops nurses' innovative behaviours.

Impact of innovative education on the professionalism of undergraduate nursing students in China

AIM

To explore the relationships among innovative atmosphere, innovative behavior, professional self-efficacy, professional identity, and professionalism of undergraduate nursing students in China.

BACKGROUND

In lieu of the global shortage of nurses and low professional willingness of nursing students, innovative qualities are closely related to the professionalism of nurses.

METHODS

The participants of this cross-sectional study consisted of 320 nursing students recruited from the Nursing College of a comprehensive university in Jiangsu Province, China who voluntarily completed an anonymous questionnaire from May to October 2019. Structural equation modeling analyses were performed.

RESULTS

There was a positive correlation between all hypothetical pairwise variables (r = 0.496-0.795, p < 0.01). The final research model fits well. The results revealed that innovation atmosphere had a positive effect on innovative behavior and innovative behavior could affect nursing professionalism through self-efficacy and identity.

CONCLUSION

Innovative education plays a very important role in the professionalism of undergraduate nursing students. Nursing educators can promote the development of professionalism in future nurses by fostering innovative behaviors.