Chang Gung University of Science and Technology, Linkou, Taiwan.
J Clin Nurs. 2013 Sep;22(17-18):2648-57. doi: 10.1111/jocn.12269. Epub 2013 May 28.
To understand the relationship of individual characteristics, perceived worksite support and perceived personal creativity to clinical nurses' innovative outcome (receiving the Nursing Innovation Award).
Since the idea of applying creativity and innovation to clinical nursing practice and management was first advocated in the Nursing Administration Quarterly in 1982, the topic of nursing innovation has gained worldwide attention. To increase the prevalence of nursing innovation, it is important to identify and understand the related factors that influence nurses' innovative outcome.
This study used a cross-sectional descriptive survey design.
A self-administered questionnaire was completed by 32 award winners and 506 nonawarded clinical nurses in Taiwan.
The level of creativity perceived by all participants was moderate-to-high. Individual characteristics (r = 0·61) and worksite support (r = 0·27) were both correlated with perceived creativity. Individual characteristics and worksite support showed some correlation as well (r = 0·21). Individual characteristics and worksite support could predict perceived creativity after controlling for demographic variables, but only individual characteristics had an effect on innovative outcome. Perceived creativity did not have mediation effects either between individual characteristics and innovative outcome or between worksite support and innovative outcome.
Clinical nurses' individual characteristics had a direct relationship to innovative outcome, whereas neither worksite support nor creativity was correlated with innovative outcome. Although worksite support did not show effects on innovative outcome, it was related to both perceived creativity and individual characteristics. As suggested by other scholars, there might be other related factors between creativity and innovative outcome.
Although worksite support did not have effect on clinical nurses' innovative outcome, it was related to individual characteristics. Hospital administrators or nursing directors can foster a supportive environment where creative nurses would be more likely to work and engage in innovative activities.
了解个体特征、感知工作场所支持和感知个人创造力与临床护士创新成果（获得护理创新奖）的关系。
自 1982 年《护理管理季刊》首次倡导将创造力和创新应用于临床护理实践和管理以来，护理创新的主题已引起全球关注。为了提高护理创新的普遍性，重要的是要确定和理解影响护士创新成果的相关因素。
本研究采用横断面描述性调查设计。
台湾的 32 名获奖者和 506 名未获奖者临床护士完成了一份自我管理的问卷。
所有参与者的创造力感知水平均为中高水平。个体特征（r=0.61）和工作场所支持（r=0.27）均与感知创造力相关。个体特征和工作场所支持之间也存在一定的相关性（r=0.21）。在控制人口统计学变量后，个体特征和工作场所支持可以预测感知创造力，但只有个体特征对创新成果有影响。感知创造力在个体特征与创新成果之间或工作场所支持与创新成果之间均没有中介作用。
临床护士的个体特征与创新成果直接相关，而工作场所支持和创造力均与创新成果无关。虽然工作场所支持对创新成果没有影响，但它与感知创造力和个体特征都有关系。正如其他学者所建议的那样，创造力和创新成果之间可能存在其他相关因素。
虽然工作场所支持对临床护士的创新成果没有影响，但它与个体特征有关。医院管理人员或护理主任可以营造一个支持性的环境，使有创造力的护士更有可能在那里工作并参与创新活动。
