Maarten Renkema1, Jan de Leede1, Llewellyn E Van Zyl1,2,3,4. 1. Department of Human Resource Management, University of Twente, the Netherlands. 2. University of Eindhoven, Department of Industrial Engineering, the Netherlands. 3. Optentia Research Focus Area, North-West University (VTC), South Africa. 4. Institut für Psychologie, Goethe University, Frankfurt am Main, Germany.
Abstract
AIMS: The purpose of this paper was to investigate the relationship between high-involvement human resource management, autonomy, affective organizational commitment and innovative behaviours of nursing staff who care for elderly clients. BACKGROUND: Nursing teams are increasingly required to demonstrate innovative behaviours that enhance care quality. Nursing leaders need to create environments where nursing staff have sufficient autonomy and feel a sense of commitment to support these behaviours. The appropriate implementation of these processes and practices may lead to greater involvement. METHODS: A cross-sectional survey-based research design was employed to explore the experiences of involvement practices, autonomy, affective organizational commitment and innovative behaviours of 567 nursing staff workers from four elderly care organizations in the Netherlands. RESULTS: The results demonstrate that a bundle of high-involvement practices positively influences innovative behaviour and that affective commitment and autonomy fully mediate this relationship. CONCLUSIONS: The study highlights the role of autonomy and commitment as routes towards translating involvement practices into nurses' innovativeness. IMPLICATIONS FOR NURSING MANAGEMENT: To create an innovative environment, leaders need to create a positive climate by providing nurses with opportunities to enhance their competence, relatedness and autonomy through active involvement. Leaders should, therefore, encourage involvement as a mechanism to promote innovation. This article is protected by copyright. All rights reserved.
AIMS: The purpose of this paper was to investigate the relationship between high-involvement human resource management, autonomy, affective organizational commitment and innovative behaviours of nursing staff who care for elderly clients. BACKGROUND: Nursing teams are increasingly required to demonstrate innovative behaviours that enhance care quality. Nursing leaders need to create environments where nursing staff have sufficient autonomy and feel a sense of commitment to support these behaviours. The appropriate implementation of these processes and practices may lead to greater involvement. METHODS: A cross-sectional survey-based research design was employed to explore the experiences of involvement practices, autonomy, affective organizational commitment and innovative behaviours of 567 nursing staff workers from four elderly care organizations in the Netherlands. RESULTS: The results demonstrate that a bundle of high-involvement practices positively influences innovative behaviour and that affective commitment and autonomy fully mediate this relationship. CONCLUSIONS: The study highlights the role of autonomy and commitment as routes towards translating involvement practices into nurses' innovativeness. IMPLICATIONS FOR NURSING MANAGEMENT: To create an innovative environment, leaders need to create a positive climate by providing nurses with opportunities to enhance their competence, relatedness and autonomy through active involvement. Leaders should, therefore, encourage involvement as a mechanism to promote innovation. This article is protected by copyright. All rights reserved.
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