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The aim of this study was to integrate Social Exchange Theory and the Ability—Motivation—Opportunity (AMO) Theory to examine the influence of organisational innovation climate on nurses' innovative behaviour, considering the mediating role of knowledge sharing and the moderating effect of person-organisation fit, thereby providing a multidimensional theoretical foundation for enhancing nurses' innovative behaviour.
A cross-sectional research design was adopted.
Participants included 380 nurses from two Grade-A tertiary hospitals in Henan Province, China. Data were collected using the Organisational Innovation Climate Scale, Knowledge Sharing Scale, Nurses' Innovative Behaviour Scale and Person-Organisation Fit Scale and analysed via descriptive statistics, correlation analysis, regression analysis and bootstrap testing for mediation and moderation effects.
Organisational innovation climate was positively correlated with nurses' innovative behaviour and knowledge sharing partially mediated this relationship. Person-organisation fit positively moderated both the direct relationship between organisational innovation climate and knowledge sharing and the indirect effect on innovative behaviour.
Under a supportive organisational innovation climate, nurses with high person-organisation fit are more likely to engage in innovative behaviour through knowledge sharing.
Establishing an organisational innovation climate and improving person-organisation fit can enhance nurses' work engagement and loyalty, advancing innovation and development in nursing.
Nursing managers should cultivate an innovation-friendly climate and facilitate knowledge sharing to inspire proactive problem-solving and innovation among nurses, ultimately improving nursing practice and patient care.
STROBE guidelines were followed.
This study clarifies how organisational and individual factors jointly affect nurses' innovative behaviour, providing a theoretical foundation for improving nursing management, service quality and disciplinary innovation.
To explore the association between psychological capital and psychological distress in stroke patient–spouse dyads and examine the mediating effect of relationship satisfaction in this association.
A population of 207 stroke patient-spouse dyads completed the Positive Psychological Capital Questionnaire, Quality of Relationship Index, and Kessler Psychological Distress Scale. A dyadic analysis was conducted using the actor-partner interdependence mediation model.
In stroke-affected couples, a noteworthy interaction exists between moderately elevated levels of psychological capital (p < 0.01). Patients exhibit significantly diminished psychological capital and heightened psychological distress compared to their spouses (t = −5.429, p < 0.001; t = 2.536, p < 0.05). Conversely, there is no significant variance in relationship satisfaction between patients and the partners (t = −0.920, p > 0.05). Patient relationship satisfaction acts as a mediator in the correlation between dyadic psychological capital and patient psychological distress (β = −0.020, p < 0.05; β = −0.011, p < 0.05). Similarly, spousal relationship satisfaction serves as a mediator in the connection between dyadic psychological capital and spousal psychological distress (β = −0.011, p < 0.05; β = −0.020, p < 0.05).
Psychological distress was reduced when psychological capital or relationship satisfaction in stroke dyads was promoted, and relationship satisfaction is an important mediator of the impact of psychological capital on psychological distress in the dyads. Healthcare providers should pay equal attention to spouses and implement dyadic psychological capital interventions centered on stroke couples to enhance relationship satisfaction and reduce psychological distress.
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