PurposeThe purpose of this study was to describe factors that support and prevent managers' work wellbeing by reviewing international studies and interviewing Finnish social- and healthcare managers.Design/methodology/approachTwenty-two studies were identified in the systematic literature search. Seven social care and healthcare managers were recruited to participate in thematic interviews. Data were analyzed by using content analysis.FindingsSupportive and preventive factors for managers' work wellbeing were identified in the literature review, including managerial position, decision latitude, job control, social support and ethical culture at the workplace. The interviews further suggested that the supportive and preventive factors affecting social and healthcare managers' work wellbeing could be divided into five broad categories: (1) Individual factors, (2) Social factors, (3) Professional support from one's own manager, (4) Work-related factors and (5) Organizational factors.Originality/valueWe conducted a systematic literature search together with expert interviews to find the factors most crucial to managers' work wellbeing. These findings can assist social and healthcare organizations and policymakers to pay attention to these factors as well as in policies guiding them.

Objective: This qualitative study provides up-to-date knowledge about today’s nursing students’ views and experiences of factors that can increase or decrease the attractiveness of nursing and presents students’ ideas for improving the nursing profession.Methods: Data were collected from 168 nursing students at the University of Applied Sciences in Finland through an online survey in March 2022. Inductive content analysis was used to analyze the data.Results: According to the students, the attractiveness of nursing is decreased because nursing is not adequately appreciated, the resources and salary do not match the workload, the working atmosphere can be detrimental to psychological well-being, and there is frequently little support from nurse leaders. Factors that could increase the profession’s attractiveness involve advancing nursing’s role at the level of individuals, organizations, and society; meaningfulness of nursing duties, influencing one’s work; better working conditions and well-being at work; development of nursing leadership; and work and career advancement. Students suggest promoting marketing and the appreciation of nursing, developing leadership and the theoretical and practical competence of supervisors, promoting nurses’ daily coping and well-being at work, and raising salaries.Conclusions: The status and image of nursing must be addressed at the level of individuals, organizations, and society, both nationally and internationally. Nurses themselves must appreciate their profession and feel that they have a possibility to advance their careers.

No abstract

Objectives: There is a need for up-to-date research on health-care and social managers' work well-being. The purpose was to develop a questionnaire for measuring health-care and social managers' subjective work well-being and to determine whether their background factors are connected to their work well-being. Material and Methods: The authors developed a questionnaire based on their previous health-care and social managers' work well-being framework. It covers 5 separate categories: 1) individual factors, 2) social factors, 3) professional support from one's own manager, 4) organizational factors, and 5) work-related factors. Using statistical methods, the authors examined the questionnaire's internal validity, its fit with the framework, and the connections between several background factors and work well-being. The survey data (N = 281) were collected from South Osthrobothnia and Central Osthrobothnia in Finland. Results: The questionnaire's internal validity was good, and it fit rather well with the authors' previous framework. Managers' work well-being was highest for the category of "professional support from one's own manager" and lowest for "organizational factors. " The authors found connections between different categories of work well-being and a) years of managerial experience, b) level of management, and c) occupational group. Conclusions: The questionnaire gives a holistic view of managers' work well-being and is suitable for measuring work well-being in the social-and health-care context. An examination showed that there is a need to improve the individual situations of the social-and health-care managers. The questionnaire can be used to assess managers' work well-being and to build a knowledge base for developing organizational policies.