Search citation statements
Paper Sections
Citation Types
Year Published
Publication Types
Relationship
Authors
Journals
Aim. This study investigated the role of cultural, organizational, and managerial support, workplace fun, affective commitment, innovative behavior with innovative output, and also the mediating role of innovative behavior in the framework of a causal model. Background. Innovation is the driving force of development in hospitals, and the quality of healthcare is closely related to hospital innovation. Today, nurses with innovative behaviors are the biggest asset of any hospital because they are involved in any improvement and progress. Methods. This descriptive cross‐sectional correlational study was conducted using causal modeling methods, including path analysis and structural equation modeling. Using the proportional stratified sampling method, 321 nurses from Ardabil teaching hospitals were included in the study. Data were collected by standard demographic characteristics, innovative behaviors, innovative support, workplace fun, and affective commitment questionnaires. Partial least square structural equation modeling (PLS‐SEM) was used to test the conceptual model using PLS‐SMART 2 software. Results. Cultural support had a positive and significant effect on innovative behavior by affecting organizational support and then managerial support. In addition, workplace fun had a positive and significant effect on innovative behavior directly and indirectly through the mediating role of affective commitment. Finally, innovative behavior also had a positive and significant effect on nurses’ innovative output. Conclusion. Supervisors and managers can adopt the organizational and managerial support approach to improve the nurses’ innovative behaviors. Workplace fun will also improve nurses’ innovative behaviors and affective commitment, thereby increasing their innovative output. Implications for Nursing Management. By adopting organizational and managerial support for nurses’ innovative behaviors, managers should take measures that promote workplace fun and affective commitment to improve nurses’ innovative output by encouraging innovative behaviors.
Aim. This study investigated the role of cultural, organizational, and managerial support, workplace fun, affective commitment, innovative behavior with innovative output, and also the mediating role of innovative behavior in the framework of a causal model. Background. Innovation is the driving force of development in hospitals, and the quality of healthcare is closely related to hospital innovation. Today, nurses with innovative behaviors are the biggest asset of any hospital because they are involved in any improvement and progress. Methods. This descriptive cross‐sectional correlational study was conducted using causal modeling methods, including path analysis and structural equation modeling. Using the proportional stratified sampling method, 321 nurses from Ardabil teaching hospitals were included in the study. Data were collected by standard demographic characteristics, innovative behaviors, innovative support, workplace fun, and affective commitment questionnaires. Partial least square structural equation modeling (PLS‐SEM) was used to test the conceptual model using PLS‐SMART 2 software. Results. Cultural support had a positive and significant effect on innovative behavior by affecting organizational support and then managerial support. In addition, workplace fun had a positive and significant effect on innovative behavior directly and indirectly through the mediating role of affective commitment. Finally, innovative behavior also had a positive and significant effect on nurses’ innovative output. Conclusion. Supervisors and managers can adopt the organizational and managerial support approach to improve the nurses’ innovative behaviors. Workplace fun will also improve nurses’ innovative behaviors and affective commitment, thereby increasing their innovative output. Implications for Nursing Management. By adopting organizational and managerial support for nurses’ innovative behaviors, managers should take measures that promote workplace fun and affective commitment to improve nurses’ innovative output by encouraging innovative behaviors.
This study aims to reveal the effects of psychological safety and academic burnout on the work engagement of academics working in public universities in Turkey. The population of the research is the academic staff working in public universities in Turkey. The sample is 424 academics who could be reached from these universities and academics and answered the questionnaire by convenience sampling method. SPSS 22.0 program was used for the analysis of the data obtained in the study. As a result of the research, it is seen that there is a low positive relationship between psychological safety and work engagement scores. It is understood that there is a low negative relationship between psychological safety and academic burnout. It was found that there was no significant relationship between academic burnout and work engagement variables. According to the regression analysis results, psychological safety is a significant predictor of being engaged in work. However, academic burnout is not a significant predictor of work engagement
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.