Human Resources and Innovative Behaviour: Improving Nursing Performance

Abstract

This study examines, using the Social Exchange Theory, the mediating effect of employees' perception of wellbeing on the relationship between two human resource management factors (satisfaction with teamwork and satisfaction with training opportunities) and innovative behaviour of nurses working in Australian public and private hospitals. Current nurse shortages and limited budgets have increased the need for hospitals to improve their efficiency and cost-effectiveness. It is proposed that fostering innovative behaviour is one way that hospitals can improve the efficiency and effectiveness of nurses. A cross-sectional self-report survey was completed by 220 nurses

Predicting task performance from psychological ownership and innovative work behaviour: A cross sectional study

“…Accordingly, the study intends to extend research on the relationships among PsyOwn, IWB and task performance in the context of health care sector. A review of existing literature suggests that while IWB (Weng et al, 2015;Xerri & Reid, 2018;Yang et al, 2019;Yasir & Majid, 2019) and PsyOwn (Kaur et al, 2013;Schirle et al, 2019;Yoo et al, 2012) constitute current and central issues in the nursing literature, the effect of PsyOwn on IWB and task performance is understudied. In many nursing studies, PsyOwn has been examined either as a mediating variable in the study of spiritual and emotional intelligence and burnout behaviour linkage (Kaur et al, 2013) or outcome variable in the study of practice environment and PsyOwn relation (Schirle et al, 2019); professionalism, organizational citizenship behaviour and PsyOwn (Yoo et al, 2012).…”

Innovative Behaviors, Employee Creativity, and Sustainable Competitive Advantage: A Moderated Mediation

“…First, scholars have discussed that developing and implementing human resources management (HRM) practices are decisive [26] and enhances employees' pro-innovative work behaviors, e.g., [26][27][28][29]. Among the extant research in this stream, a majority were carried out in higher education institutions [30,31], manufacturing [32,33], financial service [27,30], small and medium enterprises (SMEs) [34], and healthcare [35] firms. Only Dhar in 2015 [9], Ansari, Siddiqui, and Farrukh in 2018 [36], and Jaiswal and Tyagi in 2019 [37] empirically examined relationships between HPWPs and innovative behaviors in the hospitality sector in India and Pakistan.…”

<p>Impact of Entrepreneurial Leadership on Innovative Work Behavior: Examining Mediation and Moderation Mechanisms</p>

“…[11][12][13][14][15] A large number of research studies have been devoted to explore the antecedents of employees' innovative work behavior, and in this context the characteristics of the business leaders are deemed to be more essential in influencing the employees' work behavior and performance. [16][17][18] Numerous studies have suggested that leadership plays a critical role in shaping and promoting innovative work behaviors in all kind of industrial settings. [19][20][21] Precisely, Tung, 22 Gumusluoğlu, Ilsev, 23 Rousseau, Aubé, Tremblay 24 proposed that employee innovative behavior is not produced automatically, but the leaders shape such behaviors by supporting and encouraging them during the creative process.…”