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Original Article

Influence of Types of Leadership and Organizational Culture on Innovative Behavior of Professional Staff of a General Hospital

Hyun Suk Kim1, Kyeong Hwa Kang2
Journal of Korean Academy of Nursing Administration 2015;21(4):447-456.
Published online: September 30, 2015

1Department of Nursing, KEPCO Medical Center, Korea.

2Division of Nursing, Hallym University, Korea.

Corresponding author: Kang, Kyeong Hwa. Division of Nursing, Hallym University, 39 Hallymdaehak-gil, Chuncheon 200-702, Korea. Tel: +82-33-248-2716, Fax: +82-33-248-2734, kkh05@hallym.ac.kr
• Received: September 1, 2015   • Revised: September 14, 2015   • Accepted: September 14, 2015

Copyright © 2015 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 purpose of the study was to identify factors affecting the innovative behavior of general hospital professional staff.
  • Methods
    In the final analysis, the study focuses on the 442 structured questionnaires received from the professional staff (doctors, nurses, medical technicians, and administrative staff) of H Hospital, a public medical foundation. Data were collected from August 1 to 31, 2014. The SPSS/WIN 19.0 program was used for data analysis which included t-test, ANOVA, Scheffé test, Pearson correlation coefficients, and multiple regression analysis.
  • Results
    Multiple regression showed that factors affecting innovative behavior of hospital professional staff were conditional reward, innovation-oriented culture, education, and job (Adj R2=.317).
  • Conclusion
    The results of this study suggest that it is necessary for the leader to demonstrate leadership with innovation and transaction in harmony to cultivate innovative behavior in hospital staff. Also, positive support and role in the hospital organization are fundamental to developing the strengths that each type of culture possess on the basis of the organizational culture of hospital, enabling hospital staff to exhibit their best voluntary innovative behavior.
  • Key Words: Leadership; Organizational culture; Innovative behavior; Nurses

This article is a revision of the first author's master's thesis from Hallym University.

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Table 1

General Characteristics of the Participants (N=442)

jkana-21-447-i001.jpg

*Only nurse responded to this item.

Table 2

Degree of Leadership, Organizational Culture, and Innovative Behaviors of the Participants (N=442)

jkana-21-447-i002.jpg
Table 3

Difference in Innovative Behaviors by Participants' Demographic Characteristics (N=442)

jkana-21-447-i003.jpg

a, b, c, d, e=Scheffé test.

Table 4

Correlation among Leadership, Organizational Culture, and Innovative Behaviors (N=442)

jkana-21-447-i004.jpg

1=Charisma; 2=Individualized consideration; 3=Intellectual stimulus; 4=Inspirational motivation; 5=Conditional compensation;

6=Management-by-exception; 7=Relation-oriented; 8=Innovation-oriented; 9=Hierarchy-oriented; 10=Task-oriented.

Table 5

Factors Predicting Innovative Behavior (N=442)

jkana-21-447-i005.jpg

*Reference category.

Figure & Data

References

    Citations

    Citations to this article as recorded by  
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      Child Health Nursing Research.2025; 31(2): 120.     CrossRef
    • The predictive power of leadership towards innovative behaviour: Bridging role of organizational culture
      Nadia Abdelhamid Abdelmegeed Abdelwahed, Bahadur Ali Soomro
      Corporate Governance and Organizational Behavior Review.2024; 8(2, special): 355.     CrossRef
    • Effects of Emotional Competence, Learning Organization, and Nursing Organization Culture among Nursing Performance of Clinical Nurses
      Yu-Mi Yun, Myung-Sook Yoo
      The Korean Journal of Health Service Management.2017; 11(4): 29.     CrossRef
    • Impact of Nursing Organizational Culture Types on Innovative Behavior and Job Embeddedness Perceived by Nurses
      Mi Yeong Mun, Seon Young Hwang
      Journal of Korean Academy of Nursing Administration.2016; 22(4): 313.     CrossRef
    • Convergence Study of The Effects of Nurses' Perceived Nursing Organization Culture and on Their Customer Orientation
      Min-Jeong Lee, Jin-Sook Han, Young-Mi Jang
      Journal of Digital Convergence.2015; 13(11): 303.     CrossRef

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    Influence of Types of Leadership and Organizational Culture on Innovative Behavior of Professional Staff of a General Hospital
    J Korean Acad Nurs Adm. 2015;21(4):447-456.   Published online September 30, 2015
    DOI: https://doi.org/10.11111/jkana.2015.21.4.447
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    Influence of Types of Leadership and Organizational Culture on Innovative Behavior of Professional Staff of a General Hospital
    J Korean Acad Nurs Adm. 2015;21(4):447-456.   Published online September 30, 2015
    DOI: https://doi.org/10.11111/jkana.2015.21.4.447
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    Related articles

    Influence of Types of Leadership and Organizational Culture on Innovative Behavior of Professional Staff of a General Hospital
    Influence of Types of Leadership and Organizational Culture on Innovative Behavior of Professional Staff of a General Hospital

    General Characteristics of the Participants (N=442)

    *Only nurse responded to this item.

    Degree of Leadership, Organizational Culture, and Innovative Behaviors of the Participants (N=442)

    Difference in Innovative Behaviors by Participants' Demographic Characteristics (N=442)

    a, b, c, d, e=Scheffé test.

    Correlation among Leadership, Organizational Culture, and Innovative Behaviors (N=442)

    1=Charisma; 2=Individualized consideration; 3=Intellectual stimulus; 4=Inspirational motivation; 5=Conditional compensation;

    6=Management-by-exception; 7=Relation-oriented; 8=Innovation-oriented; 9=Hierarchy-oriented; 10=Task-oriented.

    Factors Predicting Innovative Behavior (N=442)

    *Reference category.
    Table 1 General Characteristics of the Participants (N=442)

    *Only nurse responded to this item.

    Table 2 Degree of Leadership, Organizational Culture, and Innovative Behaviors of the Participants (N=442)

    Table 3 Difference in Innovative Behaviors by Participants' Demographic Characteristics (N=442)

    a, b, c, d, e=Scheffé test.

    Table 4 Correlation among Leadership, Organizational Culture, and Innovative Behaviors (N=442)

    1=Charisma; 2=Individualized consideration; 3=Intellectual stimulus; 4=Inspirational motivation; 5=Conditional compensation;

    6=Management-by-exception; 7=Relation-oriented; 8=Innovation-oriented; 9=Hierarchy-oriented; 10=Task-oriented.

    Table 5 Factors Predicting Innovative Behavior (N=442)

    *Reference category.

    Table 1

    Table 2

    Table 3

    Table 4

    Table 5

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