Medical science and technology is an innovative highland where knowledge, technology, talent and capital investment are concentrated. Breakthroughs in this field will bring revolutionary impact to human health and economic development.Driven by this new situation, the Chinese Nursing Society has put forward deeper requirements and missions for the innovation of clinical nursing workers.The innovative behavior is an important part of the development of innovative ability. By developing the innovative behavior of nurses, the medical effect, nursing quality and work efficiency can be improved.At present, the innovative behavior of nurses in China is still in the middle and low level.Therefore, how to use practical and effective evaluation tools to study and analyze the influencing mechanism of nurses' innovative behavior, so as to seek a breakthrough point for nursing managers to improve nurses' innovative ability is the top priority in the development of nursing innovation ability at present. This research carries on the comprehensive analysis to this question through the questionnaire.This study consists of two sub-studies: Study 1 localizes the Nurse Innovative Behavior Scale (IBI) to provide a reliable measurement tool for Study 2;Study 2 explored the influence mechanism of leader-member exchange relationship on nurses' innovative behavior from the perspective of social cognition theory. The results showed that :(1) Leader-member exchange relationship, thriving at work, innovative behavior of nurses and perceived innovative support were positively correlated with each other;(2)The relationship between leader-member exchange and nurses' innovative behavior was partly mediated by the thriving at work；However, in the five dimensions of innovative behavior, leader-member exchange has no significant direct effect on the idea generation and search, while the thriving at work has a complete mediating effect, indicating that the search for innovative idea generation can only be realized by improving the thriving at work through the high-level leader-member exchange.Leader member exchange has a significant direct effect on the acquisition of human resources, while the indirect effect of work-well-being is not significant, indicating that the level of leader-member exchange can directly affect the ability of nurses to acquire human resources.(3) The mediating effect of leader-member exchange relationship on the thriving at work was moderated by nurses' perceived innovation support. Compared with nurses with low perceived innovation support, the mediating effect of leader-member exchange relationship was stronger among nurses with high perceived innovation support.All of these moderating effects had significant significance on the learning dimension of the thriving at work, but not on the vitality dimension.The study also showed that the sociocultural perception of innovation support had no moderating effect.(4) Through the comparison of the differences in the main variables between different titles and working years, it is found that the importance of nursing staff with senior titles and more than 20 years of work in the management of innovative behaviors. This study provides a more scientific and reasonable basis for management intervention for nursing managers, so as to effectively improve the innovative behavior and innovative ability of clinical nursing staff.
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