Moisoglou Ioannis, Katsiroumpa Aglaia, Prasini Ioanna, Gallos Parisis, Kalogeropoulou Maria, Galanis Petros
Faculty of Nursing, University of Thessaly, 41500 Larisa, Greece.
Clinical Epidemiology Laboratory, Faculty of Nursing, National and Kapodistrian University of Athens, 11527 Athens, Greece.
Nurs Rep. 2024 Sep 25;14(4):2618-2628. doi: 10.3390/nursrep14040193.
Innovation is a crucial issue in healthcare services since it can affect job-related variables such as productivity, satisfaction, and burnout. The aim of our study was to examine the impact of innovation support on quiet quitting, innovative behavior, and innovation outputs among nurses.
We conducted a cross-sectional study in Greece during April 2024. We employed a convenience sample of nurses. We followed the reporting of observational studies in epidemiology (STROBE). We used the following instruments: (a) the innovation support inventory (ISI) to measure innovation support; (b) the quiet quitting scale (QQS) to measure quiet quitting; (c) the innovative behavior inventory (IBI) to measure innovative behavior; and (d) the innovation outputs (IO) scale to measure innovation outputs. Our study questionnaire was anonymous, and nurses gave their informed consent to participate. The Ethics Committee of the Faculty of Nursing, National and Kapodistrian University of Athens, approved our study protocol, while we followed the guidelines of the Declaration of Helsinki.
Our study population included 328 nurses with a mean age of 42.3 years (standard deviation: 9.7). Among them, 89.9% were females. Our multivariable analysis identified a negative relationship between innovation support and quiet quitting. Moreover, we found that managerial support and cultural support improved several aspects of innovative behavior, such as idea generation, idea search, idea communication, implementation starting activities, involving others, and overcoming obstacles. Additionally, managerial support improved innovation outputs.
Our findings suggested the positive impact of innovation support on quiet quitting, innovative behavior, and innovation outputs among nurses. Organizations and nurses' managers should establish an innovative working environment to improve nurses' passion, motives, and productivity.
创新是医疗服务中的一个关键问题，因为它会影响与工作相关的变量，如生产力、满意度和职业倦怠。我们研究的目的是考察创新支持对护士消极怠工、创新行为和创新成果的影响。
2024年4月我们在希腊进行了一项横断面研究。我们采用了护士的便利样本。我们遵循了流行病学观察性研究的报告规范（STROBE）。我们使用了以下工具：（a）创新支持量表（ISI）来衡量创新支持；（b）消极怠工量表（QQS）来衡量消极怠工；（c）创新行为量表（IBI）来衡量创新行为；以及（d）创新成果（IO）量表来衡量创新成果。我们的研究问卷是匿名的，护士们已给予知情同意参与研究。雅典国立与卡波迪斯特里亚大学护理学院伦理委员会批准了我们的研究方案，同时我们遵循了《赫尔辛基宣言》的指导原则。
我们的研究对象包括328名护士，平均年龄为42.3岁（标准差：9.7）。其中，89.9%为女性。我们的多变量分析确定了创新支持与消极怠工之间存在负相关关系。此外，我们发现管理支持和文化支持改善了创新行为的几个方面，如想法产生、想法搜索、想法交流、启动实施活动、让他人参与以及克服障碍。此外，管理支持提高了创新成果。
我们的研究结果表明创新支持对护士消极怠工、创新行为和创新成果具有积极影响。组织和护士管理者应营造一个创新的工作环境，以提高护士的热情、动力和生产力。
