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Abstract
Introduction: The healthcare system needs to strengthen innovative behaviors and creativity in hospitals to provide quality and effective care. Given that nurses constitute the largest human resource in hospitals and provide 80% of primary care, nurses are in a central position in the process of innovation and creative self-efficacy. In this regard, the present study aimed to examine the relationship between social capital, employees' innovative behavior, and professional learning communities, with the mediating role of nurses' creative self-efficacy.
Materials & Methods: This descriptive-correlational research was conducted among nurses employed at Imam Khomeini Hospital in Urmia. Out of a population of 1,500 employees, 310 were selected using stratified sampling. Data were collected using the Social Capital Questionnaire by Bourdieu (Jafari, 2021), the Innovative Behavior Scale by Kanter (1988), the Professional Learning Communities Scale by Lee et al. (2011), and the Creative Self-Efficacy Scale by Karwowski (2012). The validity of the instruments was confirmed through expert judgment, participant feedback, and confirmatory factor analysis. Reliability was assessed using Cronbach's alpha. Data were analyzed using structural equation modeling (SEM) via SPSS26 and SmartPLS3 software.
Results: The results of the study indicate that social capital has a direct positive effect on creative self-efficacy and professional learning communities but does not have a direct impact on employees' innovative behavior. Moreover, creative self-efficacy acts as a mediator, establishing a positive indirect relationship between social capital and employees' innovative behavior.
Conclusion: Based on the study's findings, strengthening social capital through effective communication and increasing trust among employees can positively influence creative self-efficacy and professional learning communities. Additionally, creating suitable environments for the development of professional learning communities and providing opportunities for interaction and collaborative learning among employees can foster innovation and creativity
Acknowledgments: We would like to thank all of our colleagues in medical universities who participated in this study and for their support.
Availability of data and materials: The datasets analyzed during the current study are available from the corresponding author on reasonable request.
Conflicts of interest: The authors declare that they have no conflicts of interest regarding the publication of the results of this article.
Consent for publication: Not applicable.
Ethical Approval and consent to participate:This study was approved by the Ethics Committee of Urmia School of Medical Sciences under code IR.URMIA.REC.1402.017 Written informed consent was obtained from the participants to take part in the study. The participants were informed that their participation in the study was voluntary. The participants’ data were analyzed and reported anonymously and confidentially. The study was conducted in accordance with the ethical principles outlined in the Declaration of Helsinki.
Funding: This research did not receive any specific grant from funding agencies the public commercial or not for profit sectors.
Author contributions:The present study is derived from the corresponding author’s doctoral dissertation. The second and third authors served as supervisors, while the fourth author served as the advisor.
Open Access Policy: This article is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License (CC BY-NC 4.0), which permits any non-commercial use, sharing, adaptation, distribution, and reproduction in any medium or format, provided the original author(s) and source are properly credited. To view a copy of this licence, visit.
https://creativecommons.org/licenses/by-nc/4.0/
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