Skip to main page content
U.S. flag

An official website of the United States government

Dot gov

The .gov means it’s official.
Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.

Https

The site is secure.
The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely.

Access keys NCBI Homepage MyNCBI Homepage Main Content Main Navigation
. 2025 Jul 21;24(1):951.
doi: 10.1186/s12912-025-03595-8.

Organizational innovation climate and nurses' innovation behavior in a specialized oncology hospital: the chain mediation of achievement motivation and creative self-efficacy

Xue Fu #  1 , Le Xia #  2 , Liping Chen #  3 , Mei Zhong  4 , Yang Liu  5 , Wenhao He  6 , Baojia Luo  7 , Linmin Chen  8 , Yuying Fan  9 , Huiying Qin  10
Affiliations

Organizational innovation climate and nurses' innovation behavior in a specialized oncology hospital: the chain mediation of achievement motivation and creative self-efficacy

Xue Fu et al. BMC Nurs. .

Abstract

Objective: This study explains the impact of organizational innovation climate on nurses' innovation behavior in a tertiary specialized oncology hospital, while examining the chain mediation roles of achievement motivation and creative self-efficacy.

Methods: In this online cross-sectional survey, 857 nurses from a tertiary specialized oncology hospital in Guangdong province, China were selected by convenience sampling method. SPSS Statistics v26.0 and AMOS v29.0 were used for data analysis. The reporting followed the STROBE checklist.

Results: The nurses' innovation behavior was below the medium level. Organizational innovation climate was significantly positively related to nurses' innovation behavior, achievement motivation, and creative self-efficacy. Achievement motivation was positively correlated with both creative self-efficacy and nurses' innovation behavior. Creative self-efficacy was positively correlated with nurses' innovation behavior. Mediation analysis identified two pathways: creative self-efficacy independently mediated the relationship between organizational innovation climate and nurses' innovation behavior, while achievement motivation and creative self-efficacy served as a chain mediator between the organizational innovation climate and nurses' innovation behavior.

Conclusion: Our study highlights the critical role of organizational innovation climate in enhancing nurses' innovation behavior in specialized oncology hospitals. Specifically, it demonstrates that achievement motivation and creative self-efficacy play a chain mediation role between organizational innovation climate and nurses' innovation behavior. Healthcare administrators should prioritize constructing innovation-supportive climates, implement achievement motivation interventions, and strengthen creative self-efficacy development programs to systematically foster nurses' innovation capabilities in oncology settings.

Keywords: Achievement motivation; Creative self-efficacy; Mediating effect; Nurses’ innovation behavior; Organizational innovation climate.

PubMed Disclaimer

Conflict of interest statement

Declarations. Ethics approval and consent to participate: Ethical approval was formally obtained from the Ethics Committee at Sun Yat-sen University Cancer Center (B2024–493–01). Participants were informed that their involvement was both voluntary and anonymous, and they had the freedom to withdraw at any time during the process without any penalties. Informed consent was obtained from all participants included in the study. All procedures in the study were conducted according to the Declaration of Helsinki. Consent for publication: Not applicable. Competing interests: The authors declare no competing interests.

Figures

Fig. 1
Fig. 1
Theoretical framework of this study
Fig. 2
Fig. 2
Structure equation model of nurses’ innovation behavior (n = 857). Note: **means p < 0.01; Dashed lines indicate that the indirect effect was not significant; Control variables predicting nurse innovation behavior (i.e., age, highest education level, marital status and technical title) are not presented for simplicity reasons
See this image and copyright information in PMC

Similar articles

See all similar articles

References

    1. The State Council of the People’s Republic of China. Healthy China 2030 Plan. (2016) [cited 2024-5-16]; Available from: https://www.gov.cn/zhengce/2016-10/25/content_5124174.htm.
    1. O’Hara S, Ackerman MH, Raderstorf T, et al. Building and sustaining a culture of innovation in nursing academics,research, policy, and practice: outcomes of the National innovation summit. J Prof Nurs. 2022;43:5–11. - PubMed
    1. Cusson RM, Meehan C, Bourgault A, et al. Educating the next generation of nurses to be innovators and change agents. J Prof Nurs. 2020;36(2):13–9. - PubMed
    1. Bao L, Wang L, Zhang Y. Development and analysis of reliablity and validity of nurse innovative behavior scale. J Shanghai Jiaotong Univ (Medical Science). 2012;32(08):1079–82.
    1. International Council of Nurses, Delivering Quality, Serving Communities: Nurses Leading Care Innovations. (2009) [cited 2024 10–31]; Available from: http://farmerhealth.org.au/sites/default/files/2009_International_Nurses....

LinkOut - more resources