Mediating Effect Of Creative Self-efficacy Between Clinical Nurses’ Perceived Humble Leadership And Organizational Silence Behavior

ObjectBased on the social exchange theory and the theory of silence spiral,to investigate the current status and influencing factors of organizational silence,perceived humble leadership and creative self-efficacy of clinical nurses in tertiary level a general hospitals,to analyze the interrelationships,and to explore the interaction mechanisms between nurses’ perceived humble leadership,creative self-efficacy and organizational silence,With a view to providing research draw for nursing managers.MethodClinical nurses from six tertiary level a general hospitals of the Inner Mongolia Autonomous Region were selected as study subjects by convenience sampling from March 2021 to October 2021,and a questionnaire survey was conducted on clinical nurses from six tertiary level a general hospitals using the general data questionnaire,humble leadership scale,creative self-efficacy questionnaire,and nurses’ organizational silence scale.Raw data were collected in Excel sheets and data analysis was performed based on spss22.0 and amos26.0 statistical software,descriptive statistics were used((?)±s),t-test of two independent samples,one-way ANOVA was used to analyze differences between general population data regarding nurses’ perceived humility leadership score,creative self-efficacy score and organizational silence score,Multiple linear regression was used to analyze the influencing factors of nurses’ perceived humble leadership score,innovation self-efficacy score and organizational silence,Pearson’s correlation was used to analyze the correlation among the three,and Amos structural equation model was used to verify the mediating effect of creative self-efficacy between nurses’ perceived humble leadership and nurses’ organizational silence behaviors.Result1.The total score of organizational silence of clinical nurses in the third class hospital was(50.55±18.76),and the total average score was(2.53±0.94).The scores of each dimension from high to low were prosocial silence(2.67±1.06),acquiescent silence(2.66±1.02),defensive silence(2.55±1.11)and indifferent silence(2.12±0.99).The total score of perceived humble leadership of clinical nurses in the third class hospital was(35.13±9.00),and the average score of items was(3.90±1.00).The scores of each dimension from high to low were appreciation of others(4.04±1.03),open-minded(3.98±1.09)and self-awareness(3.67±1.06).The total score of clinical nurses’ creative self-efficacy was(29.10 ± 6.35),and the average score of items was(3.64±0.79).2.ANOVA analysis revealed statistically significant differences in the organizational silence score of clinical nurses regarding ethnicity,marital status,departments,total monthly income,years of employment(P<0.05),and the perceived humble leadership of clinical nurses regarding gender,marital status,departments,age,having children,job title,total job years and current papers / topics / patents is statistically significant(P<0.05),while the difference in the clinical nurses’ creative self-efficacy between departments and the number of current papers / topics / patents is statistically significant(P<0.05).3.Multiple linear regression analysis showed that department,marital status and nationality were the influencing factors of clinical nurses’ organizational silence P<0.05),working years were the influencing factors of clinical nurses’ perception of humble Leadership(P<0.01),and age and working years were the influencing factors of clinical nurses’ creative self-efficacy(P<0.05).4.Pearson correlation analysis showed that the total score of clinical nurses’ organizational silence was negatively correlated with the total score of perceived humble leadership(r=-0.357,P<0.01),the total score of clinical nurses’ organizational silence was negatively correlated with the total score of creative self-efficacy(r=-0.312,P<0.01),and the total score of clinical nurses’ perceived humble leadership was positively correlated with the total score of creative self-efficacy(r= 0.382,P<0.01).5.Structural equation model showed that the perceived humble leadership of clinical nurses can directly and negatively predict the organizational silence behavior of nurses,with an effect value of-0.25(95% CI:-0.108 ～-0.032,P<0.01).The perceived humble leadership of clinical nurses can negatively predict the organizational silence behavior of clinical nurses by positively predicting their creative self-efficacy.The effect value was-0.068(95% CI:-0.349 ～-0.162,P<0.01).The total effect of humble leadership perceived by clinical nurses on their organizational silence behavior was-0.319(95% CI:-0.420 ～-0.230,P<0.01),which was a mediating effect.Conclusions1.The organizational silence of clinical nurses in Grade A hospitals is at the lower-middle level,among which the prosocial silence dimension scores the highest.Clinical nurses in Grade A hospitals perceive humble leadership at the middle level or above,among which the lowest score dimension is self-awareness.The creative self-efficacy of clinical nurses in Grade A hospitals is on the upper-middle level.2.Clinical nurses’ organizational silence is negatively correlated with their perceived humble leadership and creative self-efficacy,while nurses’ perceived humble leadership and creative self-efficacy are positively correlated.The higher nurses’ perceived humble leadership and creative self-efficacy,the less their organizational silence behavior.3.Clinical nurses’ perception of humble leadership and creative self-efficacy can negatively predict their organizational silence behavior.Nurses’ perception of humble leadership can negatively predict their organizational silence behavior directly,and can also negatively predict their organizational silence behavior through creative self-efficacy.creative self-efficacy plays a partial mediating role between nurses’ perception of humble leadership and their organizational silence behavior.4.Nurses’ perception of humble leadership and their creative self-efficacy have positive effects on reducing their organizational silence behavior.Hospitals and departments should actively cultivate managers’ humility and improve nurses’ creative self-efficacy,so as to reduce the occurrence of nurses’ organizational silence behavior and promote the stable development of nursing teams.