O comportamento inovador dos enfermeiros: a influência do suporte e da cultura organizacional
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2019-09-25
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A presente investigação tem como objetivo aferir a influência do suporte da gestão, do suporte organizacional e da cultura organizacional no comportamento inovador dos enfermeiros de dois centros hospitalares, da região de Trás-os-Montes e Alto Douro. Assim, pretende-se identificar e explicar as relações existentes entre as dimensões da cultura organizacional, suporte da gestão, suporte organizacional e o comportamento inovador dos enfermeiros. O instrumento de medida foi aplicado a 309 enfermeiros dos dois centros hospitalares. Recorreu-se a técnicas estatísticas uni e multivariadas, com modelação de equações estruturais para a avaliação do modelo conceptual proposto. Aferimos que comportamento inovador dos enfermeiros é influenciado pela cultura organizacional e pelo suporte da gestão, ou seja, pelas chefias mais diretas. Assim, e considerando as relações entre o comportamento inovador e os outputs de inovação e a cultura organizacional e suporte organizacional, verificamos que estas convergem significativamente, sendo preponderante nos impactos diretos entre as variáveis. Ainda de referir, que os constructos cultura organizacional e suporte da gestão influenciam os outputs da inovação quando mediados pelo comportamento inovador dos enfermeiros. Como implicações para a gestão, salientamos que é necessário fomentar atividades que impulsionem o comportamento inovador dos enfermeiros através da criação de espaços espaços e atividades lúdicas, como práticas de atividades física em contexto de trabalho. Já em termos de suporte organizacional seria útil repensar o sistema de recompensas, uma vez que é um dado adquirido que as recompensas inerentes ao sistema público não passa por retribuições remuneratórias, podendo, no entanto, existir recompensas ao nível do bemestar.
The present research aims to assess the influence of management support, organizational support and organizational culture on the innovative behaviour of nurses from two hospitals in the Trás-os-Montes e Alto Douro region. Thus, it is intended to identify and explain the existing relationships between the dimensions of organizational culture, management support, organizational support and colleagues with the innovative behaviour of nurses. The instrument of measurement was applied to 309 nurses of the two hospitals. We used univariate and multivariate statistical techniques, with modelling of structural equations for the evaluation of the proposed conceptual model. Thus, considering the relationship between innovative behaviour and innovation outputs and the organizational culture and organizational support, we find that these have significant convergence, being predominant in the direct impacts among the variables. Also, the organizational culture and management support constructs influence the outputs of innovation when mediated by the innovative behaviour of nurses. As management implications, we emphasize that it is necessary to foster activities that foster the innovative behaviour of nurses through the creation of space spaces and play activities, such as physical activity practices in a work context. In terms of organizational support, it would be useful to rethink the rewards system, since it is accepted that the rewards inherent to the public system do not go through remuneration payments, but there may be rewards for welfare.
The present research aims to assess the influence of management support, organizational support and organizational culture on the innovative behaviour of nurses from two hospitals in the Trás-os-Montes e Alto Douro region. Thus, it is intended to identify and explain the existing relationships between the dimensions of organizational culture, management support, organizational support and colleagues with the innovative behaviour of nurses. The instrument of measurement was applied to 309 nurses of the two hospitals. We used univariate and multivariate statistical techniques, with modelling of structural equations for the evaluation of the proposed conceptual model. Thus, considering the relationship between innovative behaviour and innovation outputs and the organizational culture and organizational support, we find that these have significant convergence, being predominant in the direct impacts among the variables. Also, the organizational culture and management support constructs influence the outputs of innovation when mediated by the innovative behaviour of nurses. As management implications, we emphasize that it is necessary to foster activities that foster the innovative behaviour of nurses through the creation of space spaces and play activities, such as physical activity practices in a work context. In terms of organizational support, it would be useful to rethink the rewards system, since it is accepted that the rewards inherent to the public system do not go through remuneration payments, but there may be rewards for welfare.
Descrição
Mestrado em Gestão dos Serviços de Saúde
Palavras-chave
Comportamento inovador , enfermeiros