The relationship between demographic and occupational variables, transformational leadership perceptions and individual innovativeness in nurses

Sarıköse, Seda; Türkmen, Emine

doi:10.1111/jonm.13060

Cited by 21 publications

(24 citation statements)

References 22 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Several studies found that there was a relationship between managerial support and nurses' innovative behaviours (Knol & Van Linge, 2009;Sönmez & Yıldırım, 2014, 2019. It was also found that nurse manager's leadership style had a positive impact on nurses' innovative behaviours (Afsar & Masood, 2018;Sarıköse & Türkmen, 2020;Weng et al, 2015;Yang et al, 2019). , similarly, determined that nurses' innovative behaviours were most affected by managerial innovation support, but cultural support had an indirect impact on innovative behaviours by affecting organisational support and managerial support, respectively.…”

Section: Discussionsmentioning

confidence: 89%

“…Lake (2002) has theoretically defined the nursing work environment as organisational characteristics of a work environment facilitating or constraining professional nursing practice. According to the results of the research, the work environment characteristics that have a positive relationship with nurses' innovative behaviours were the support of administration/manager at the unit or organisational level (Afsar & Masood, 2018;Sönmez & Yıldırım, 2019) and the manager's leadership style (Afsar & Masood, 2018;Yang et al, 2019;Sarıköse and Türkmen, 2020). Other characteristics associated with nurses' innovative behaviours are nurses' autonomy (Sönmez & Yıldırım, 2019).…”

Section: Theoretical Frameworkmentioning

confidence: 99%

“…Innovative behaviours of nurses were found to be associated with individual and various organisational variables such as structural and psychological empowerment (Knol & Van Linge, 2009), interaction justice (Xerri & Brunetto, 2012), perceived organisational support (Xerri & Brunetto, 2012), person-organisation fit (Afsar, 2016;Afsar et al, 2017), knowledge sharing behaviour (Afsar et al, 2017;Wah et al, 2018), leadership styles (Afsar & Masood, 2018;Sarıköse & Türkmen, 2020;Yang et al, 2019), trust in manager (Wah et al, 2018), managerial support Sönmez & Yıldırım, 2019) and autonomy (Sönmez & Yıldırım, 2019).…”

mentioning

confidence: 99%

See 2 more Smart Citations

The relationship of nursing work environment and innovation support with nurses' innovative behaviours and outputs

Emiralioğlu

Sönmez

2021

J Nurs Manag

View full text Add to dashboard Cite

Aim: To determine the relationship of nursing work environment and innovation support with nurses' innovative behaviours and innovation outputs.Background: According to the social exchange theory, nursing work environment must be regulated to support innovation for nurses' innovative behaviours, which results in useful innovation outputs. Methods:The sample of the research determined using the convenience sampling method consisted of 618 nurses working in four hospitals in Istanbul. In statistical analysis of the data, descriptive analyses, correlation and linear regression analysis were used.Results: It was found a significant correlation between nursing work environment and innovation support with innovative behaviour and innovation outputs. It was found that innovative behaviour was the variable that had a significant impact on nurses' innovation outputs and that the model explained 40.1% of the variance of innovation outputs. The model created for innovative behaviour was determined to have an explanatory variance of 19.4%. Conclusions:This study reveals the necessity for developing nurses' innovative behaviours to increase innovation outputs and examines the relationship of nurses' innovative behaviours with nursing work environment and innovation support. Implications for Nursing Management:Nurse managers should create a nursing work environment that supports and develops nurses' innovative behaviours.

show abstract

Section: Discussionsmentioning

confidence: 89%

Section: Theoretical Frameworkmentioning

confidence: 99%

mentioning

confidence: 99%

See 1 more Smart Citation

The relationship of nursing work environment and innovation support with nurses' innovative behaviours and outputs

Emiralioğlu

Sönmez

2021

J Nurs Manag

View full text Add to dashboard Cite

show abstract

“…Iqbal et al (2020) have shown that managers' leadership styles may promote employees' IBs. In addition, previous studies have reported that nurses' IBs are associated with transformational leadership (Masood and Afsar, 2017;Afsar and Masood, 2018;Sarik€ ose and T€ urkmen, 2020), entrepreneurial leadership (Bagheri and Akbari, 2018) and inclusive leadership (Wang et al, 2019). Servant leadership (SL), which was defined by Greenleaf and differs from other leadership styles by being audience-oriented (Van Dierendonck, 2011), has gained increasing interest in recent years.…”

Section: Introductionmentioning

confidence: 99%

The effect of nurse managers' servant leadership on nurses' innovative behaviors and job performances

Kül

Sönmez

2021

LODJ

View full text Add to dashboard Cite

PurposeThis study aims to determine the effect of servant leadership on nurses' innovative behavior and job performance and to examine the moderator role of servant leadership in the relationship between nurses' innovative behavior and job performance based on the self-determination theory and social exchange theory.Design/methodology/approachThis correlational study included 885 nurses selected from three public hospitals in Istanbul using the convenience sampling method. Data were analyzed using descriptive tests, correlation analysis and linear and hierarchical regression analyses.FindingsThe nurse managers' servant leadership behaviors were statistically significantly related with the nurses' innovative behaviors and job performances: servant leadership behaviors of the nurse managers increased the nurses' innovative behaviors and job performances and found to partially play a role of a moderator in the effect of nurses' innovative behaviors on job performance.Practical implicationsThis study shows that positive nurse outcomes will be achieved when nurse managers show an ethical, humanistic, empathic, mutual benefit and service-oriented approach and adopt a servant leadership approach as appropriate to the nature of nursing.Originality/valueThis study contributes to the literature by revealing the effect of nurse managers' servant leadership on nurses' innovative behavior and job performance, as well as the partial moderator role of servant leadership, which has not been studied before as a part of the relationship between innovative behavior and job performance.

show abstract

“…In addition, nursing transformational leadership is associated with a higher rate of job contentment and a lower rate of intent to leave (Labrague et al., 2020; Magbity et al., 2020). Moreover, there is a direct and indirect positive relationship with a safe team climate, knowledge and reflection (Anselmann & Mulder, 2020), and individual innovativeness in nursing (Sarıköse & Türkmen, 2020). Therefore, effective clinical nurse manager leadership ensures that registered nurses can deliver efficient, effective care.…”

Section: Introductionmentioning

confidence: 99%

Clinical nurse managers’ leadership practices in Saudi Arabian hospitals: A descriptive cross‐sectional study

2021

View full text Add to dashboard Cite

Aim To understand the situational profiles of clinical nurse managers’ transformational leadership practices in Saudi hospitals. Background Clinical nurse managers’ effective leadership may enable registered nurses to provide safe patient care. Methods This included 29 clinical nurse managers and 318 registered nurses from three Saudi hospitals. Data were collected using the leadership practice inventory‐self and the leadership practice inventory‐observer. Results A significant difference between self‐ and observer‐assessed transformational leadership practices of clinical nurse managers was found. There was also a significant difference in transformational leadership practice between Saudi and non‐Saudi clinical nurse managers. Ward experience of clinical nurse managers was statistically positively associated with higher ratings of “enabling others to act”. Length of clinical nurse managers’ experience was associated with “enabling others to act” and “encouraging the heart” practices. Conclusion Clinical nurse managers rated their transformational leadership performance higher than that reported by registered nurses. Further, non‐Saudi clinical nurse managers working in Saudi hospitals overestimated the extent of their transformational leadership practices. Implications for Nursing Management Clinical nurse managers should gather feedback about their leadership performance regularly and implement required changes. Hospital administrations should provide additional support to clinical nurse managers through effective leadership programmes, enculturation and team‐building strategies, to create a shared vision regarding the execution of optimal leadership.

show abstract

The relationship between demographic and occupational variables, transformational leadership perceptions and individual innovativeness in nurses

Cited by 21 publications

References 22 publications

The relationship of nursing work environment and innovation support with nurses' innovative behaviours and outputs

The relationship of nursing work environment and innovation support with nurses' innovative behaviours and outputs

The effect of nurse managers' servant leadership on nurses' innovative behaviors and job performances

Clinical nurse managers’ leadership practices in Saudi Arabian hospitals: A descriptive cross‐sectional study

Contact Info

Product

Resources

About