| ObjectiveIn this study,factors affecting nurse innovative behavior were comprehensively explored through a qualitative interview,which indicated the direction of quantitative investigation.According to the social exchange theory and the S-O-R model research paradigm,the relationship of psychological reward satisfaction,organizational commitment,work engagement and innovative behavior of nurses was discussed.A structural equation model was established to analyze the influencing path of nurses’ psychological reward satisfaction and innovative behavior.Methods1.From August 2019 to November 2019,objective sampling was adopted to interview 16 nurses and a semi-structured interview method was used to collect data.According to the steps phenomenological research,data of interviews were analyzed.2.From November 2019 to January 2020,the convenience sampling method was used to select 568 nurses in the hospitals of Qingdao as the research subjects.The general information questionnaire,Psychological Reward Satisfaction Scale,Organizational Commitment Scale,Utrecht Work Engagement Scale-9 and Nurse Innovative Behavior Scale were used to explore the relationships between the variables.Data were established by SPSS 24.0 software.A descriptive analysis was made on the sociodemographic data of the respondents.Independent sample t-test and one-way analysis of variance were carried out to examine the scores of innovative behavior with different sociodemographic characteristics.Pearson correlation analysis was made to analyze the relationship among the variables.The influencing factors of innovative behavior was analyzed by adopting multiple linear regression analysis.The software AMOS 24.0 was used to construct a structural equation model to explore the path among the variables.Results1.Three major themes were extracted from the data of qualitative interviews,including individual factors(innovative knowledge and ability,goal commitment and organizational belonging,and work engagement),organizational factors(innovation climate,organizational resource,psychological reward)and job characteristic factors.2.The total score of nurse psychological reward satisfaction was(33.02±7.59),and the average score of all terms was(3.32 ± 0.76).Scores of each dimension were as follows: psychological reward satisfaction from head nurse was(14.54 ± 3.17),and psychological reward satisfaction from physicians was(13.24±3.32).The results of the univariate analysis revealed that nurses’ psychological reward satisfaction had statistical significance in terms of ages,educational backgrounds,professional titles,employment nature,and monthly income(P<0.05).3.The total score of organizational commitment was(60.93±9.95).The affective commitment dimension scored(21.33 ± 4.01)points,the continuance commitment dimension scored(19.24±3.67)points,and the normative commitment dimension scored(20.35±3.82)points.Analysis of t-test and one-way analysis of variance demonstrate that different ages,educational backgrounds,professional titles,employment nature,years of working,monthly income and scientific research experience had a significant impact on organizational commitment(P<0.05).4.The total score of work engagement was(34.05±8.31),and the average score of all terms was(3.78±0.92).The vigor dimension score was(11.05±2.87);the score of dedication dimension was(11.60 ± 2.90);and the score of absorption dimension was(11.40±2.96).T-test and one-way analysis of variance were used to compare the work engagement scores of nurses with different demographic characteristics.The results demonstrate that different ages,educational backgrounds,professional titles,employment nature,years of working and monthly income had a significant impact on organizational commitment(P<0.05).5.The total score of nurse innovative behavior was(33.02±7.59),and the average score of all terms was(3.30±0.76).In order of high score to low score,the scores of dimensions were producing ideas(11.40±2.38),receiving support(12.72±3.20),and realizing ideas(8.89 ± 2.56).Statistical analysis revealed that the innovative behavior scores of different ages,educational backgrounds,professional titles,years of working,scientific research experience and monthly income were different,which were statistically significant(P<0.05).The multiple linear regression analysis indicated that nurses’ educational backgrounds,years of working,psychological reward satisfaction,organizational commitment and work engagement could jointly explain 51% of the variation of nurse innovative behavior.6.Correlation analysis indicated that psychological reward satisfaction was positively correlated with organizational commitment(r=0.0.57,P<0.01),work engagement(r=0.47,P<0.01),and nurse innovative behavior(r=0.59,P<0.01).Organizational commitment was positively related to work engagement(r=0.50,P<0.01)and nurse innovative behavior(r=0.52,P<0.01).Work engagement and nurse innovative behavior was positively correlated(r=0.48,P<0.05).7.The results of the structural equation model revealed that organizational commitment and work engagement had a partial mediating effect between psychological reward satisfaction and nurse innovative behavior,and the mediating effect accounts for51% of the total effect.Nurses’ psychological reward satisfaction can influence innovative behavior through the path of organizational commitment and work engagement,and there is a chain mediating effect between the four variables.Conclusions1.Nurses’ innovative behavior are affected by many factors,including individual factors,organizational factors and job characteristics factors.2.Nurses in third-class A hospitals have a middle level of psychological reward satisfaction,organizational commitment,work engagement and innovative behavior.3.Years of working,psychological reward satisfaction,organizational commitment and work engagement are positive factors to nurse innovative behavior.4.Organizational commitment and work engagement have a chain mediating effect between spiritual psychological reward satisfaction and nurse innovative behavior. |
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