| 题名 | 领导-成员交换关系对护士创新行为的影响：工作旺盛感和创新支持的作用机制 |
| 作者 | 黄鹂鸣 |
| 答辩日期 | 2021-07 |
| 文献子类 | 硕士 |
| 授予单位 | 中国科学院心理研究所 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 陈毅文 |
| 关键词 | 创新行为 领导—成员交换关系 工作旺盛感 创新支持感 |
| 学位名称 | 理学硕士（同等学力硕士） |
| 其他题名 | The Effect of Leader-member Exchange Relationship on Nurses' Innovative Behavior: The mechanism of Thriving at Work and Innovation Support |
| 学位专业 | 健康心理学 |
| 中文摘要 | Medical science and technology is an innovative highland where knowledge, technology, talent and capital investment are concentrated. Breakthroughs in this field will bring revolutionary impact to human health and economic development.Driven by this new situation, the Chinese Nursing Society has put forward deeper requirements and missions for the innovation of clinical nursing workers.The innovative behavior is an important part of the development of innovative ability. By developing the innovative behavior of nurses, the medical effect, nursing quality and work efficiency can be improved.At present, the innovative behavior of nurses in China is still in the middle and low level.Therefore, how to use practical and effective evaluation tools to study and analyze the influencing mechanism of nurses' innovative behavior, so as to seek a breakthrough point for nursing managers to improve nurses' innovative ability is the top priority in the development of nursing innovation ability at present. This research carries on the comprehensive analysis to this question through the questionnaire.This study consists of two sub-studies: Study 1 localizes the Nurse Innovative Behavior Scale (IBI) to provide a reliable measurement tool for Study 2;Study 2 explored the influence mechanism of leader-member exchange relationship on nurses' innovative behavior from the perspective of social cognition theory. The results showed that :(1) Leader-member exchange relationship, thriving at work, innovative behavior of nurses and perceived innovative support were positively correlated with each other;(2)The relationship between leader-member exchange and nurses' innovative behavior was partly mediated by the thriving at work；However, in the five dimensions of innovative behavior, leader-member exchange has no significant direct effect on the idea generation and search, while the thriving at work has a complete mediating effect, indicating that the search for innovative idea generation can only be realized by improving the thriving at work through the high-level leader-member exchange.Leader member exchange has a significant direct effect on the acquisition of human resources, while the indirect effect of work-well-being is not significant, indicating that the level of leader-member exchange can directly affect the ability of nurses to acquire human resources.(3) The mediating effect of leader-member exchange relationship on the thriving at work was moderated by nurses' perceived innovation support. Compared with nurses with low perceived innovation support, the mediating effect of leader-member exchange relationship was stronger among nurses with high perceived innovation support.All of these moderating effects had significant significance on the learning dimension of the thriving at work, but not on the vitality dimension.The study also showed that the sociocultural perception of innovation support had no moderating effect.(4) Through the comparison of the differences in the main variables between different titles and working years, it is found that the importance of nursing staff with senior titles and more than 20 years of work in the management of innovative behaviors. This study provides a more scientific and reasonable basis for management intervention for nursing managers, so as to effectively improve the innovative behavior and innovative ability of clinical nursing staff. |
| 英文摘要 | 医疗领域的发展和突破，对于人类社会的进步有着重要的现实意义，因此吸引了大量的技术资源、知识资源以及资金资源投入其中。在这种新形势的驱动下，中华护理学会对临床护理工作者的创新力提出了更深层的要求和使命。由于创新行为是创新能力发展的重要基石，通过发展护士创新行为，可以提高治疗效果、护理质量及工作效率。从目前国内护士的创新行为来看还处于中低水平。因此，如何采用切实有效的评估工具来研究分析护士创新行为的影响机制，从而为护理管理者寻求突破点来提升护士创新能力，是目前护理创新力发展的重中之重。 本研究将通过问卷方式进行全面剖析这一问题。本研究由两个子研究组成： 首先将护士创新行为量表（IBI）本土化，为研究提供可靠的测量工具；从社会认知角度，探讨领导-成员交换关系对护士创新行为预测作用的过程。 研究结果表明：（1）领导-成员交换水平、工作旺盛感、护士创新行为与创新支持感均呈显著两两正相关；（2）领导-成员交换与护士创新行为之间由工作旺盛感起部分中介效应；而创新行为的五个分维度中，领导-成员交换关系对想法产生与搜索的直接效应不显著，工作旺盛感起到完全中介效应，说明创新想法的产生搜索必须通过高水平的领导-成员交换关系从而提升护士工作旺盛感才能实现。领导-成员交换关系对获取人力资源维度的直接效应显著，而工作旺盛感的间接效应不显著，说明领导-成员交换关系水平可以直接影响护士获取人力资源的能力。（3）领导-成员交换关系对工作旺盛感的前半段中介效应受到护士创新支持感的调节，相比创新支持感水平低的护士，在创新支持感水平高的护士中更强。而这种调节效应均对工作旺盛感的学习维度具有显著意义，而在活力维度上无显著性。研究也显示了社会文化层面的创新支持感知无调节作用。（4）通过不同职称和工作年限段在主要变量的差异比较，发现高级职称及工作20年以上的护理人员在创新行为管理中的重要性。 本研究通过实证研究为护理管理者提供了更有效合理的管理干预理论和实践依据，有效提升临床护理工作人员的创新行为和创新能力。 |
| 语种 | 中文 |
| 内容类型 | 学位论文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/41592]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 黄鹂鸣. 领导-成员交换关系对护士创新行为的影响：工作旺盛感和创新支持的作用机制[D]. 中国科学院心理研究所. 中国科学院心理研究所. 2021. |
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