The relationship between psychological capital and innovation behaviour in Chinese nurses

Yan, Dexiu; Wen, Fule; Li, Xiaoyu; Zhang, Yaqing

doi:10.1111/jonm.12926

Cited by 62 publications

(80 citation statements)

References 30 publications

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“…In addition, Ziyae et al [41] demonstrate a positive relationship between the dimensions of psychological capital (i.e., self-efficacy, hope, optimism, and resiliency) altogether and innovation in informational technology. Further, Yan et al [42] show a positive correlation between psychological capital (as a whole) and innovation behaviour in Chinese nurses. A recent article by Schuckert et al [43] found a positive relationship between psychological capital and innovative behaviour from full-time frontline employees of five-star hotels in Seoul, South Korea.…”

Section: Psychological Capital and Innovative Behaviourmentioning

confidence: 95%

Employee’ innovativeness: A conceptual framework

Nguyen¹

2021

JST-UD

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Innovative behaviour is a key factor that contributes to organizational success. However, most studies have investigated employee’s Innovative behaviour from single views, the interaction between the psychological and organizational factors inﬂuencing innovative behaviours remains unclear. This article seeks to address that research gap by building a holistic model of employee innovativeness. The proposed framework is a multi-component construct which provides a comprehensive view of various factors that influence employee innovativeness. The proposed model clearly explains the relationship between personal factors, including thriving at work, psychological capital, organizational factors presented by organizational climate, supervisor support and entrepreneurial orientation. The research also suggests a number of research directions in the future.

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Section: Psychological Capital and Innovative Behaviourmentioning

confidence: 95%

Employee’ innovativeness: A conceptual framework

Nguyen¹

2021

JST-UD

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“…It is important to note that this limited research is detrimental because hospital employees are primary agents in implementing innovation at work [12,34]. Furthermore, numerous studies have focused on nurses [35], doctors [14], or medical students [36]. However, studying IIB from a partial perspective limits our general understanding of its role on all hospital employees [7].…”

Section: Individual Innovative Behaviormentioning

confidence: 99%

Fostering innovative behavior in health organizations: a PLS-SEM analysis of Norwegian hospital employees

Mutonyi

Slåtten

Lien

2021

BMC Health Serv Res

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Background Health organization research is experiencing a strong refocus on employees’ individual innovative behavior (IIB), revealing that many of the influential factors at work remain uncertain. Hence, this study empirically examines fostering of hospital employees’ IIB by focusing on direct and indirect relationships of organizational culture (here labeled internal market-oriented culture, IMOC), psychological capital (PsyCap), and organizational commitment (OC). Methods The study focused on a sample of 1008 hospital employees, using a partial least squares–structural equation modeling method to analyze and test the relationships hypothesized in this study. A multigroup comparison was performed to test the heterogeneity of personal characteristics. The indirect relationships of PsyCap were tested using mediator analyses. Results Our results reveal that IMOC has a positive and significant correlation to employees’ PsyCap and IIB. PsyCap is directly related to IIB and indirectly related to IMOC and IIB. Furthermore, the study found that IIB is related to OC. Conclusions This study extends the current debate on how IIB is fostered at work by examining PsyCap and IMOC as antecedents of IIB. The study has added to the IIB research area by examining the role of IIB on OC. The study is among the first attempts in its category to contribute to health organizations and managers by empirically examining the role of IMOC on employees’ PsyCap and IIB—and, in turn, their OC.

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“…Although the factors shown in Figure 1 have previously been found to be related to innovative behavior [26,27,28], determinants (PsyCap, IMOC), and outcomes (OC), hospital employees' IIB has yet to be studied. Furthermore, numerous studies have focused on nurses, [29], doctors [14], or medical students [30] to explore the effects of IIB at work. However, studying IIB from a partial perspective limits our general understanding of its effects on all hospital employees [7].…”

Section: Individual Innovative Behavior (Iib)mentioning

confidence: 99%

Fostering Innovative Behavior in Health Organizations – a PLS-SEM Analysis of Norwegian Hospital Employees

Mutonyi

Slåtten

Lien

2020

Preprint

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Background: Health organization research is experiencing a strong refocus on employees’ individual innovative behavior (IIB), revealing that many of its influential factors at work remain uncertain. Hence, this study empirically examines how hospital employees’ IIB is fostered by focusing on antecedents such as organizational culture (here labeled an internal market-oriented culture, IMOC), psychological capital (PsyCap), and outcomes such as organizational commitment (OC). In addition, the study examines the mediating role of PsyCap.Methods: The study focused on a sample of 1008 hospital employees, using a partial least squares structural equation modeling method to analyze and test the relationships hypothesized in this study. A multigroup comparison was performed to test the heterogeneity of personal characteristics. The indirect effects of PsyCap were tested by mediator analyses.Results: Our results reveal that IMOC has a positive and significant influence on employees’ PsyCap and IIB. PsyCap is directly related to IIB and acts a mediator between IMOC and IIB. Furthermore, the study found that IIB is related to the outcome variable OC.Conclusions: This study extends the current debate on how IIB is fostered at work by examining PsyCap and IMOC as antecedents of IIB. The study has added to the IIB research area by introducing OC as an outcome variable. The study is among the first attempts in its category to contribute to health organizations and managers by empirically examining the influence of IMOC on employees’ PsyCap and IIB and in turn their OC.

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The relationship between psychological capital and innovation behaviour in Chinese nurses

Cited by 62 publications

References 30 publications

Employee’ innovativeness: A conceptual framework

Employee’ innovativeness: A conceptual framework

Fostering innovative behavior in health organizations: a PLS-SEM analysis of Norwegian hospital employees

Fostering Innovative Behavior in Health Organizations – a PLS-SEM Analysis of Norwegian Hospital Employees

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