CHAPTER IV

CHAPTER IV

CHAPTER IV

RESULTS

Introduction

This chapter provides a description of the study sample using descriptive statistics analyses, the results of the analyses conducted, and a summary of results. The U.S. Department of Health and Human Services measures national readmission rates of heart attack and heart failure by reporting “better or worse” than U.S. national readmission rate results. The purpose of the study is to determine if there is a difference perceived between the two groups from the nine culture of innovation leadership competencies (RO1) and compares three different competency groups: problem-solving intelligence (RO2) innovation management (RO3), and organizational framework of innovation (RO4) between hospitals with higher than U.S. national rates in readmissions of heart attack and heart failure and hospitals with lower than U.S. national rates in readmissions of heart attack and heart failure.

Data was collected from a total of 115 “better” hospital participants and 29 “worse” hospital participants within the U.S. The participants were asked to answer a 36-question self-reported survey instrument which was used to determine the difference between the “better or worse” group and employee perceptions of a culture of innovation leadership. The survey instrument assesses four categories relating to each of the research objectives. The four categories contain nine competencies as key constructs (Malloch, 2010). The data collected served as scores for the nine competencies used to determine differences between “better and worse” hospitals. The survey was also included question regarding general demographic characteristics, such as gender, job function level in the organization, education and years of service.

Characteristics of the Sample

Frequency distribution containing information regarding the demographic characteristics of the study population is shown in Table 10. Out of the 115 participants in the “better” hospitals, the majority were female (n = 99; 86.1%), working as clinical staff (n = 71; 61.7%) and receive an hourly employee wage (n = 74; 64.3%) in the organization. Many of respondents hold bachelor's degrees (n = 47; 40.9%) and were employed zero to five years (n = 39; 33.9%). For the “worse” hospital group out of the 29 participants, the majority were female (n = 27; 93.1%) working as clinical staff (n = 18; 62.1%), and receiving an hourly employee wage (n = 16; 55.2%). Over forty one percent of these 29 participants hold a bachelor's degree and have worked with the organization for six to ten years (n = 12; 41.4%). A chi-square analysis was conducted to examine the difference in the demographics of the participants and to see that whether these demographic differences are independent to the perception of the employees or not regarding the innovation in leadership in healthcare center. The acceptance of null hypothesis that is the independency of the demographic factors depends on the p value and chi-square calculated value. It says that if the chi-square (x2 ) calculated is greater than chi-square tabulated value, accept the null hypothesis, and if the p value is greater than signifi8cance level (0.05), accept the null hypothesis and vice ...