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Войти в исследования Nursing open · 2026
Determining the Relationship Between Change Fatigue and Innovation Climate Among Nurses: A Cross-Sectional Study.
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Uslu Yeter, Hancioğlu Başköy Yasemin, Yeşilaydin Gözde, Gedikli Erman, Yilmaz Emre
Аннотация
AIM: To determine nurses' levels of change fatigue and perceived innovation climate and to examine the association between these constructs.
DESIGN: A descriptive, cross-sectional study.
METHODS: A census approach was used among 194 eligible nurses working in two healthcare centres; 186 completed the survey (response rate, 95.9%). Data were collected using a sociodemographic form, the Change Fatigue Scale, and the Innovation Climate Scale. Descriptive comparisons, Pearson correlation, and hierarchical multiple linear regression were conducted.
RESULTS: Mean change fatigue and innovation climate scores were 2.85 (SD 0.77) and 3.21 (SD 0.58), respectively. Higher perceived innovation climate was associated with lower change fatigue (r = -0.438, 95% CI [-0.547, -0.314], p < 0.001; r2 = 0.192). This association remained after adjustment for age, gender, income, work schedule and institutional tenure (B = -0.528, 95% CI [-0.711, -0.345], standardized β = -0.400, p < 0.001).
CONCLUSION: Perceived innovation climate was inversely associated with change fatigue among nurses. The cross-sectional design does not establish direction or causality; prospective and intervention studies are needed before concluding that changes to innovation climate reduce fatigue.
IMPLICATIONS FOR THE PROFESSION AND/OR PATIENT CARE: Nursing managers can use these findings to identify potentially relevant organizational conditions-communication, participation in change, workload and access to innovation resources-that warrant assessment and prospective evaluation.
PATIENT OR PUBLIC CONTRIBUTION: No patient or public contribution.
DESIGN: A descriptive, cross-sectional study.
METHODS: A census approach was used among 194 eligible nurses working in two healthcare centres; 186 completed the survey (response rate, 95.9%). Data were collected using a sociodemographic form, the Change Fatigue Scale, and the Innovation Climate Scale. Descriptive comparisons, Pearson correlation, and hierarchical multiple linear regression were conducted.
RESULTS: Mean change fatigue and innovation climate scores were 2.85 (SD 0.77) and 3.21 (SD 0.58), respectively. Higher perceived innovation climate was associated with lower change fatigue (r = -0.438, 95% CI [-0.547, -0.314], p < 0.001; r2 = 0.192). This association remained after adjustment for age, gender, income, work schedule and institutional tenure (B = -0.528, 95% CI [-0.711, -0.345], standardized β = -0.400, p < 0.001).
CONCLUSION: Perceived innovation climate was inversely associated with change fatigue among nurses. The cross-sectional design does not establish direction or causality; prospective and intervention studies are needed before concluding that changes to innovation climate reduce fatigue.
IMPLICATIONS FOR THE PROFESSION AND/OR PATIENT CARE: Nursing managers can use these findings to identify potentially relevant organizational conditions-communication, participation in change, workload and access to innovation resources-that warrant assessment and prospective evaluation.
PATIENT OR PUBLIC CONTRIBUTION: No patient or public contribution.