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Original Article

Impact of Nursing Organizational Culture Types on Innovative Behavior and Job Embeddedness Perceived by Nurses

Mi Yeong Mun1, Seon Young Hwang2
Journal of Korean Academy of Nursing Administration 2016;22(4):313-322.
Published online: September 30, 2016

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Corresponding author: Hwang, Seon Young. College of Nursing, Hanyang University, 222 Wangsimni-ro, Seongdong-gu, Seoul 04763, Korea. Tel: +82-2-2220-0702, Fax: +82-2-2295-2074, seon9772@hanyang.ac.kr
• Received: April 18, 2016   • Revised: June 13, 2016   • Accepted: July 19, 2016

Copyright © 2016 Korean Academy of Nursing Administration

This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0/), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

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  • Purpose
    The aim of this study was to determine the impact of nursing organizational culture types on innovative behavior and job embeddedness among clinical nurse.
  • Methods
    For this study a descriptive correlational study design was used. Participants were 293 nurses who had more than one year work experience. They were recruited from two university hospitals, one in Seoul and one in Gyeonggi province in 2016. Collected data were analyzed using SPSS/WIN 21.0 statistics program.
  • Results
    Hierarchy-oriented culture was the highest type of organizational culture perception and innovation-oriented culture, the lowest. Multiple linear regression analyses showed that, when age and total clinical experience were adjusted for, innovation-oriented culture perception was the most significant factor influencing innovative behavior, followed by task-oriented culture and relation-oriented culture in that order (R2=.33, F=24.50, p<.001). Relation-oriented culture perception was the factor most influencing job embeddedness, followed by task-oriented culture and innovation-oriented culture in that order (R2=.48, F=55.98, p<.001).
  • Conclusion
    More systematic and sustained organizational efforts are required to improve the hierarchy-oriented culture highly perceived by nurses and to emphasize innovation-oriented, relation-oriented and task-oriented organizational culture to increase innovative behavior and job embeddedness among clinical nurses.
  • Key Words: Nurses; Organizational culture; Behavior; Job satisfaction
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Table 1

General Characteristics of Participants (N=293)

jkana-22-313-i001.jpg
Table 2

Levels of Nursing Organizational Culture Type, Innovative Behavior, and Job Embeddedness of Participants (N=293)

jkana-22-313-i002.jpg
Table 3

Differences in Innovative Behavior and Job Embeddedness according General Characteristics of Participants (N=293)

jkana-22-313-i003.jpg
Table 4

Correlation among Nursing Organizational Culture Type, Innovative Behavior and Job Embeddedness (N=293)

jkana-22-313-i004.jpg
Table 5

Factors affecting Innovative Behavior and Job Embeddedness (N=293)

jkana-22-313-i005.jpg

Adjusted for age and total clinical experience.

Figure & Data

References

    Citations

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    DOI: https://doi.org/10.11111/jkana.2016.22.4.313
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    Impact of Nursing Organizational Culture Types on Innovative Behavior and Job Embeddedness Perceived by Nurses
    Impact of Nursing Organizational Culture Types on Innovative Behavior and Job Embeddedness Perceived by Nurses

    General Characteristics of Participants (N=293)

    Levels of Nursing Organizational Culture Type, Innovative Behavior, and Job Embeddedness of Participants (N=293)

    Differences in Innovative Behavior and Job Embeddedness according General Characteristics of Participants (N=293)

    Correlation among Nursing Organizational Culture Type, Innovative Behavior and Job Embeddedness (N=293)

    Factors affecting Innovative Behavior and Job Embeddedness (N=293)

    Adjusted for age and total clinical experience.
    Table 1 General Characteristics of Participants (N=293)

    Table 2 Levels of Nursing Organizational Culture Type, Innovative Behavior, and Job Embeddedness of Participants (N=293)

    Table 3 Differences in Innovative Behavior and Job Embeddedness according General Characteristics of Participants (N=293)

    Table 4 Correlation among Nursing Organizational Culture Type, Innovative Behavior and Job Embeddedness (N=293)

    Table 5 Factors affecting Innovative Behavior and Job Embeddedness (N=293)

    Adjusted for age and total clinical experience.

    Table 1

    Table 2

    Table 3

    Table 4

    Table 5

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