The aims of this study were to describe registered nurses' levels of personal innovativeness
and registered nurses' perceived organizational innovativeness
and determine the relationship between these 2 variables.
There is limited research to describe the levels of innovation
of nurses within a hospital. The levels of innovation
can determine the likelihood of adoption of evidence-based practices at the bedside. As change agents, clinical nurse specialists can determine successful implementation strategies tailored to nurse levels of innovation
This was a descriptive study at a midwest, urban, teaching, 408-bed Magnet hospital.
Surveys were completed by 217 nurses. The participants reported high personal innovativeness
= 32.1; SD, 6.4), and the institution was perceived as innovative, with 90.3% of scores categorized as positive innovativeness. The statistically significant correlation was in the medical-surgical unit (r = −0.52, P < .01). There is no correlation between personal innovativeness and organizational innovativeness except for medical-surgical nurses (P = .03). They are likely to perceive the organization more innovative than themselves.
Determining adopter characteristics can be valuable to the clinical nurse specialist
by adapting strategic interventions to advance nursing practice. Exploring levels of adoption
can be an innovative strategy to transform nursing at the bedside and throughout the organization.