Factors Predicting Innovative Work Behavior Among Nurses in Tertiary Hospitals in Yunnan Province, the People’s Republic of China


  • Yan qin Niu Faculty of Nursing, Chiang Mai University
  • Somjai Sirakamon Faculty of Nursing, Chiang Mai University
  • Thitinut Akkadechanunt Faculty of Nursing, Chiang Mai University


Innovative work behavior, Transformational leadership, Psychological empowerment, Nurse


In this era, innovation is a pivotal element in improving the efficacy and effectiveness of any organization, including in the fields of healthcare and nursing. Innovative work behavior (IWB) in nurses is a critical element needed for the production of nursing innovation. This descriptive predictive study aimed to examine the level of IWB and the prediction of transformational leadership (TL) and psychological empowerment (PE) on IWB among nurses in tertiary hospitals in Yunnan Province, the People’s Republic of China. A stratified random sampling technique was used to select 379 nurses working at two tertiary hospitals in Kunming city. The research instruments included the Chinese Transformation Leadership Questionnaire (CTLQ), the Chinese Psychological Empowerment Questionnaire (CPEQ), and the Chinese version of the Innovative Work Behavior Questionnaire (IWBQ), translated by the researcher. The Cronbach’s alpha coefficients of the instruments were .91, .80, and .85, respectively. Data were analyzed using descriptive statistics and binary logistic regression analysis.

The study results revealed that nurses’ IWB was at a moderate level ( = 30.60, SD = 6.89). The dimension of idea generation was at a high level ( = 12.87, SD = 1.58), while the rest were at a moderate level, including idea exploration ( = 6.97, SD = 1.67), idea championing ( = 6.06, SD = 1.72) and idea implementation ( = 7.99, SD = 2.49). The factors predicting IWB among nurses were visionary for TL (OR = .90, 95% CI = .82-.99) and self-determination for PE (OR = 1.35, 95% CI = 1.14-1.61). Overall, all predictors could explain 10% (Nagelkerke R2) of the variability in IWB. 

Nursing administrators should create effective strategies to improve the visionary TL abilities and the self-determination dimension of PE of head nurses. They should also promote PE self-determination among nurses by empowering and supporting them to meet their goals and to promote IWB.


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