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Kim and Kang: Influence of Types of Leadership and Organizational Culture on Innovative Behavior of Professional Staff of a General Hospital
Original Article

Journal of Korean Academy of Nursing Administration 2015; 21(4): 447-456.

Published online: 30 September 2015

DOI: https://doi.org/10.11111/jkana.2015.21.4.447

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

Hyun Suk Kim1, Kyeong Hwa Kang2

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 1 September 2015       Revised 14 September 2015       Accepted 14 September 2015

Copyright © 2015 Korean Academy of Nursing Administration

(open-access):

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.

Abstract

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.

Keywords: Leadership, Organizational culture, Innovative behavior, Nurses

Figures and Tables

Table 1

General Characteristics of the Participants (N=442)

jkana-21-447-i001

*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
Table 3

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

jkana-21-447-i003

a, b, c, d, e=Scheffé test.

Table 4

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

jkana-21-447-i004

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

*Reference category.

Notes

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

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