Effect of workplace fun on Chinese nurse innovative behaviour: The intermediary function of affective commitment

Abstract

Aim To assess the effects of workplace fun on nurse innovative behaviour and to confirm the intermediary function of affective commitment. Background Employee innovative behaviour has a crucial function in survival and development of an organisation. On the basis of the theory of social exchange, there has been inadequate study of the influence of workplace fun on nurse innovative behaviour mediated by affective commitment. Methods A cross‐sectional, descriptive correlational research design was conducted for 331 Chinese nurses from five public hospitals. The measurements were obtained from a questionnaire on workplace fun, affective commitment, nurse innovative behaviour and a sociodemographic datasheet. Descriptive statistics were used to analyse the personal profile, and inferential statistics were used to test hypotheses. Results We identified a positive correlation between workplace fun and nurse innovative behaviour. Affective commitment had a mediating effect. Conclusion Workplace fun and affective commitment can promote nurse innovative behaviour. Implications for Nursing Management Managers need to provide measures that promote workplace fun and affective commitment to enhance nurse innovative behaviour.

The impact of organizational culture and leadership climate on organizational attractiveness and innovative behavior: a study of Norwegian hospital employees

“…This is because culture is commonly found to be key in supporting, encouraging, and fostering employees' IIB at work [7,53]. Nonetheless, scholars in health services research have called for further studies to extend our current understanding of the multifaceted concept of organizational culture and its role in encouraging individual innovation at work [1,4,[54][55][56][57]. For example, in examining 331 Chinese nurses, Jing et al [56] found that organizational culture, studied as workplace fun, was positively correlated with IIB.…”

“…Nonetheless, scholars in health services research have called for further studies to extend our current understanding of the multifaceted concept of organizational culture and its role in encouraging individual innovation at work [1,4,[54][55][56][57]. For example, in examining 331 Chinese nurses, Jing et al [56] found that organizational culture, studied as workplace fun, was positively correlated with IIB. As such, this study has focused on a specific type of organizational culture attentive to employees, namely IMOC.…”

A Framework to Assess the Impact of Employee Perceived Equality on Contextual Performance and Mediating Role of Affective Commitment to Enhance and Sustain Positive Work Behavior

“…Similarly, various predictors and consequences of affective commitment are shown in Table 1. Based on this, we speculate that affective commitment is the best to explain the association between perceived equality and contextual performance as ensuring equity to the diverse workforce will have an effect on their emotional responses (e.g., affective commitment) [52][53][54][55][56][57][58][59][60][61][62][63], further affecting their behavioral outcomes (e.g., contextual performance) [64][65][66][67][68]. us, extending on prior studies, we hypothesize that when employees perceive equality in diversity practice, their affective commitment gets affected, which further has implications on their contextual performance (H 3 ).…”

Authentic leadership and innovation behaviour among nurses in China: A mediation model of work engagement

“…With the continuous advancement of nursing reform and development, management innovation, technology innovation and service innovation have become inevitable trends in the development of nursing work (Wang et al, 2021). In clinical nursing work, nurses are motivated to engage in innovative practices through the use of innovative products, services, technologies and methods primarily to seek to improve patient experiences, health outcomes and nursing practice (Jing et al, 2021). Obviously, encouraging innovation behaviours among nurses is already an important development direction for health care scholars (ICN, 2009).…”