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已发表论文
护士长研究创新领导力对护士创新行为的影响：中国护士组织创新氛围的中介效应及横断面观察研究
Authors Liu K , Ma J, Wang R, Liu D , Gao M, Gao Y, Zhang R, Yin X, Fu C
Received 4 June 2025
Accepted for publication 23 November 2025
Published 9 December 2025 Volume 2025:17 Pages 817—830
DOI https://doi.org/10.2147/JHL.S544704
Checked for plagiarism Yes
Review by Single anonymous peer review
Peer reviewer comments 2
Editor who approved publication: Dr Pavani Rangachari
Kaihua Liu,1,2,* Jing Ma,3,* Ruohan Wang,1,4 Dongxu Liu,1,5 Miao Gao,6 Yue Gao,2 Ruihuan Zhang,7 Xiaoping Yin,1,8,9 Cong Fu10
1School of Nursing, Hebei University, Baoding, People’s Republic of China; 2Department of General Surgery, Affiliated Hospital of Hebei University, Baoding, People’s Republic of China; 3Nursing Department, First Hospital of Qinhuangdao, Qinhuangdao, People’s Republic of China; 4Department of Spine Surgery, Affiliated Hospital of Hebei University, Baoding, People’s Republic of China; 5Department of Emergency Medicine, Affiliated Hospital of Hebei University, Baoding, People’s Republic of China; 6Department of General Medicine, the Sixth People’s Hospital of Hebei Province, Baoding, People’s Republic of China; 7Department of Gastroenterology, Affiliated Hospital of Hebei University, Baoding, People’s Republic of China; 8Department of Radiology, Affiliated Hospital of Hebei University, Baoding, People’s Republic of China; 9Hebei Key Laboratory of Precise Imaging of Inflammation Related Tumors, Baoding, People’s Republic of China; 10Department of Nursing, Affiliated Hospital of Hebei University, Baoding, People’s Republic of China
*These authors contributed equally to this work
Correspondence: Xiaoping Yin, Department of Radiology, Affiliated Hospital of Hebei University, 212 Yuhua East Road, Baoding City, Hebei Province, 071000, People’s Republic of China, Email hdfyrad@hbu.edu.cn Cong Fu, Department of Nursing, Affiliated Hospital of Hebei University, 212 Yuhua East Road, Baoding City, Hebei Province, 071000, People’s Republic of China, Email 63194643@qq.com
Objective: To explore the mediating role of nurses’ organizational innovation climate in the relationship between head nurses’ research-innovation leadership and nurses’ innovation behavior.
Methods: Using a convenience sampling method, 236 clinical nurses were selected from four tertiary grade-A hospitals in Hebei Province, China. Data were collected through four instruments: a general information questionnaire, the head nurses’ research-innovation leadership scale, the nurses’ innovation behavior scale, and the organizational innovation climate scale. An online data analysis tool SPSS was adopted to conduct descriptive analysis, correlation analysis, and structural equation model construction.
Results: The total score for head nurses’ research-innovation leadership was 55.32 ± 12.18, which was at the upper middle level. The total score for organizational innovation climate among nurses was 84.35 ± 11.35, which was at the medium level. The total score for nurses’ innovation behavior was 34.65 ± 6.21, which was at the medium level. Nurses’ innovation behavior was positively correlated with head nurses’ research-innovation leadership (r = 0.380, P < 0.01) and with the organizational innovation climate (r = 0.409, P < 0.01). Organizational innovation climate partially mediated the relationship between the head nurses’ research-innovation leadership and nurses’ innovation behavior, accounting for 29.6% of the total effect, 95% CI [0.0417~0.1412], the mediating effect is significant (0 excluded).
Conclusion: Head nurses’ research-innovation leadership has a direct effect on nurses’ innovation behavior and can also exert an indirect influence through the organizational innovation climate, but this indirect influence is not absolutely dominant. Nursing managers should enhance their leadership in research and innovation and actively foster a supportive organizational climate to promote innovation behavior among nurses.
Keywords: clinical nurses, innovation behavior, head nurses’ research-innovation leadership, organizational innovation climate, mediating effect
1School of Nursing, Hebei University, Baoding, People’s Republic of China; 2Department of General Surgery, Affiliated Hospital of Hebei University, Baoding, People’s Republic of China; 3Nursing Department, First Hospital of Qinhuangdao, Qinhuangdao, People’s Republic of China; 4Department of Spine Surgery, Affiliated Hospital of Hebei University, Baoding, People’s Republic of China; 5Department of Emergency Medicine, Affiliated Hospital of Hebei University, Baoding, People’s Republic of China; 6Department of General Medicine, the Sixth People’s Hospital of Hebei Province, Baoding, People’s Republic of China; 7Department of Gastroenterology, Affiliated Hospital of Hebei University, Baoding, People’s Republic of China; 8Department of Radiology, Affiliated Hospital of Hebei University, Baoding, People’s Republic of China; 9Hebei Key Laboratory of Precise Imaging of Inflammation Related Tumors, Baoding, People’s Republic of China; 10Department of Nursing, Affiliated Hospital of Hebei University, Baoding, People’s Republic of China
*These authors contributed equally to this work
Correspondence: Xiaoping Yin, Department of Radiology, Affiliated Hospital of Hebei University, 212 Yuhua East Road, Baoding City, Hebei Province, 071000, People’s Republic of China, Email hdfyrad@hbu.edu.cn Cong Fu, Department of Nursing, Affiliated Hospital of Hebei University, 212 Yuhua East Road, Baoding City, Hebei Province, 071000, People’s Republic of China, Email 63194643@qq.com
Objective: To explore the mediating role of nurses’ organizational innovation climate in the relationship between head nurses’ research-innovation leadership and nurses’ innovation behavior.
Methods: Using a convenience sampling method, 236 clinical nurses were selected from four tertiary grade-A hospitals in Hebei Province, China. Data were collected through four instruments: a general information questionnaire, the head nurses’ research-innovation leadership scale, the nurses’ innovation behavior scale, and the organizational innovation climate scale. An online data analysis tool SPSS was adopted to conduct descriptive analysis, correlation analysis, and structural equation model construction.
Results: The total score for head nurses’ research-innovation leadership was 55.32 ± 12.18, which was at the upper middle level. The total score for organizational innovation climate among nurses was 84.35 ± 11.35, which was at the medium level. The total score for nurses’ innovation behavior was 34.65 ± 6.21, which was at the medium level. Nurses’ innovation behavior was positively correlated with head nurses’ research-innovation leadership (r = 0.380, P < 0.01) and with the organizational innovation climate (r = 0.409, P < 0.01). Organizational innovation climate partially mediated the relationship between the head nurses’ research-innovation leadership and nurses’ innovation behavior, accounting for 29.6% of the total effect, 95% CI [0.0417~0.1412], the mediating effect is significant (0 excluded).
Conclusion: Head nurses’ research-innovation leadership has a direct effect on nurses’ innovation behavior and can also exert an indirect influence through the organizational innovation climate, but this indirect influence is not absolutely dominant. Nursing managers should enhance their leadership in research and innovation and actively foster a supportive organizational climate to promote innovation behavior among nurses.
Keywords: clinical nurses, innovation behavior, head nurses’ research-innovation leadership, organizational innovation climate, mediating effect