背景:在Omicron大流行期间,临床一线护士在医疗保健中起着至关重要的作用。他们的创新行为提高了护理质量,并成为推动护理学科和医疗保健行业可持续发展的重要因素。以往的许多研究都证实了护士创新行为的重要性。然而,创新行为之间的相关性,组织创新氛围,自我超越,它们在中国临床一线护士中的中介作用需要进一步研究。
方法:进行了横断面研究,质量报告符合STROBE检查表。从2022年3月至2023年2月,从中国北方天津市的7家三级甲等医院招募了1,058名中国临床一线护士。人口特征问卷,护士创新行为量表(NIBS),护士组织创新氛围量表,并使用了自我超越量表。数据采用描述性统计分析,相关性,和过程插件调解效果分析。
结果:创新行为总分,组织创新氛围,自我超越分别为33.19±6.71、68.88±12.76和41.25±7.83。创新行为与组织创新氛围(r=0.583,p<0.01)和自我超越(r=0.635,p<0.01)呈正相关。自我超越在创新行为与组织创新氛围之间的部分中介作用,占41.7%。
结论:创新行为,组织创新氛围,在Omicron大流行期间,一线护士的自我超越相对中等,这需要改进。组织创新氛围可以直接影响我国临床一线护士的创新行为,并通过自我超越的中介作用间接影响其创新行为。建议护理管理者根据大流行期间护士的独特特点调整其管理策略和技术。这包括为组织创新营造积极和包容的环境,培养护士创新的动力和意识,提高他们有效收集信息的能力,克服大流行带来的负面情绪,促进个人成长。这些努力最终将提高Omicron大流行期间的护理质量和满意度。
BACKGROUND: During the Omicron pandemic, clinical first-line nurses played a crucial role in healthcare. Their innovative behavior enhanced the quality of nursing and served as a vital factor in driving the sustainable development of the nursing discipline and healthcare industry. Many previous studies have confirmed the significance of nurses\' innovative behavior worldwide. However, the correlations among innovative behaviors, organizational innovation climate, self-transcendence, and their mediating roles in Chinese clinical first-line nurses need further research.
METHODS: A cross-sectional study was conducted, and the quality reporting conformed to the STROBE Checklist. From March 2022 to February 2023, a convenience sample of 1,058 Chinese clinical first-line nurses was recruited from seven tertiary grade-A hospitals of Tianjin city in Northern China. The Demographic Characteristics Questionnaire, Nurse Innovative Behavior Scale (NIBS), Nurse Organizational Innovation Climate Scale, and the Self-Transcendence Scale were used. The data was analyzed using descriptive statistics, correlation, and process plug-in mediation effect analyses.
RESULTS: The total scores of innovative behavior, organizational innovation climate, and self-transcendence were 33.19 ± 6.71, 68.88 ± 12.76, and 41.25 ± 7.83, respectively. Innovative behavior was positively correlated with the organizational innovation climate (r = 0.583, p < 0.01) and self-transcendence (r = 0.635, p < 0.01). Self-transcendence partially mediated mediating role between innovative behavior and organizational innovation climate, accounting for 41.7%.
CONCLUSIONS: The innovative behavior, organizational innovation climate, and self-transcendence among the first-line nurses during the Omicron pandemic were relatively moderate, which needs improving. Organizational innovation climate can directly affect the innovative behavior among Chinese clinical first-line nurses and indirectly through the mediating role of self-transcendence. It is recommended that nursing managers adjust their management strategies and techniques based on the unique characteristics of nurses during the pandemic. This includes fostering a positive and inclusive environment for organizational innovation, nurturing nurses\' motivation and awareness for innovation, enhancing their ability to gather information effectively, overcoming negative emotions resulting from the pandemic, and promoting personal growth. These efforts will ultimately enhance nursing quality and satisfaction during the Omicron pandemic.