背景與目的為降低健康照護成本、提升護理照護品質，近來國內外健康照護管理者乃積極鼓勵護理人員進行護理創新，雖然護理創新已成為全球健康照護領域的核心議題，但究竟從領導者的觀點應該如何促進護理人員創新的發展，卻仍未有系統性的護理人員創新領導理論與具體實證結果，為此，本研究欲透過兩年的研究設計，來建構與驗證護理人員創新領導理論，進而提供未來健康照護管理者提升護理人員創新行為時的具體建議。方法第一年 質性研究：理論建構採用紮根理論研究法，以臺灣地區醫院護理人員為資料來源，建構護理人員創新領導理論。資料收集方式為深度訪談法，訪談對象主要分成兩類，一為未擔任管理職的基層護理人員，一為護理主管，資料收集直到資料飽和為止，整個資料分析的過程將採用綜合性紮根理論資料分析法所建議的步驟，並輔以NVivo 質性分析軟體進行資料分析。第二年 量性研究：理論實證針對三家區域級以上醫院之護理主管與基層護理人員進行結構式問卷調查，問卷回收後依護理人員姓名進行配對，目標有效樣本300-400 份，經檢測研究資料之無反應偏差、共同方法變異與問卷信效度後，再針對問卷資料檔進行描述性分析與結構方程模式分析，以檢驗本研究所提出的護理人員創新領導理論。 Background and Objective: Recently, the healthcare managers worldwide have encouraged nurses to promote nursing innovation to reduce healthcare cost and to improve healthcare quality. Although nursing innovation has become the critical issue in the global healthcare system, there has been no systematical theory explaining the innovative behavior of nurses and empirical investigation on how managers promote the development of nursing innovation from the leader perspective. Accordingly, the study would attempt to develop and test innovation leadership theory for nurses during two-year study period. Furthermore, we would propose some practical suggestions for healthcare managers to stimulate innovative behavior of nurses. Methodology: The First Year: Theory Development The study will apply grounded theory methodology and collect data from Taiwanese hospital nurses to build innovation leadership theory for nurses. We will use in-depth interview to collect data and the process of collecting data will end by reaching data saturation. Two types of interviewees will be interviewed, namely frontline nurses that are not in management positions and nurse managers. During the data analysis process, the study will follow the procedure of synthesized technique for grounded theory. In addition, NVivo, a qualitative analysis software package, will also be used to analyze interviews of all samples. The Second Year: Theory Test The study will conduct a structured questionnaire survey with nurse managers and frontline nurses in three Taiwanese hospitals accredited as regional hospitals and above. All of survey data from nurse managers and ones from frontline nurses will be merged by the name of each frontline nurse. Target sample size is 300-400. After examining nonresponse error, common method variance, reliability, and validity, we will further adopt descriptive analysis and structure equation model to test the proposed innovation leadership theory for nurses.
