Exploratory factor analysis of the Research and Development Culture Index among qualified nurses.
OBJECTIVE
This paper presents the exploratory factor analysis of a rating instrument for assessing the strength of organizational Research and Development (R&D) culture.


BACKGROUND
Despite nursing's limited research capacity, the discipline is capitalizing upon opportunities to become involved in research and is making strong progress. Within the context of the debate on nursing research capacity, the R&D Culture Index was developed as a means of appraising R&D culture within health care organizations.


METHODS
Factor analysis was carried out on data collected from 485 nursing staff. The method of extraction was Principal Components Analysis with oblique rotation.


METHODS
The Index was developed from the findings of qualitative research conducted with NHS staff. Eighteen items, encompassing the main themes from the data, were initially included in the Index. This pilot instrument was distributed to nursing staff within three different types of NHS Trust. Factor analysis resulted in rejection of two items and the analysis was repeated using the remaining 16 items.


RESULTS
Three latent factors were extracted accounting for 58.0% of the variance in the data. The factors were: R&D Support, describing the perceived support within the working environment for R&D activity; Personal R&D Skills and Aptitude, describing an individual's perception of their ability towards R&D activity; and Personal R&D Intention, describing an individual's willingness to engage in R&D activity. Each factor had good internal reliability, as did the overall index.


CONCLUSIONS
The R&D Culture Index provides an efficient means of assessing the strength of an organization's R&D culture in a way that captures the role of the individual practitioner and the organizational environment.


CONCLUSIONS
These findings suggest that the continuing promotion of R&D within health care organizations is dependent upon a multi-faceted approach that addresses the learning needs of the organization as well as those of the individual practitioners.
Watson
Bill
B
Midwifery and Allied Health Professions Research Unit, School of Health, Community and Education Studies, Northumbria University, Newcastle upon Tyne, UK. Bill.Watson@unn.ac.uk
Clarke
Charlotte
C
Swallow
Vera
V
Forster
Stewart
S
D000328:Adult; D000704:Analysis of Variance; D001291:Attitude of Health Personnel; D004059:Diffusion of Innovation; D005163:Factor Analysis, Statistical; D006272:Health Facility Environment / Q000458:organization & administration*; D007722:Health Knowledge, Attitudes, Practice; D006801:Humans; D008875:Middle Aged; D009042:Motivation; D020380:Needs Assessment; D015404:Nursing Methodology Research; D015399:Nursing Research / Q000193:education / Q000458:organization & administration; D009741:Nursing Staff, Hospital / Q000193:education / Q000458:organization & administration / Q000523:psychology; D015279:Organizational Culture; D011361:Professional Competence / Q000592:standards; D036301:Qualitative Research; D020377:Self Efficacy; D012647:Self-Assessment; D012944:Social Support; D011795:Surveys and Questionnaires / Q000592:standards*; D006113:United Kingdom