Factors contributing to managerial competence of first‐line nurse managers: A systematic review

Gunawan, Joko; Aungsuroch, Yupin; Fisher, Mary L.

doi:10.1111/ijn.12611

Cited by 43 publications

(53 citation statements)

References 32 publications

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“…The state-wide review findings are not unique and are consistent nationally (Duffield et al, 2007;Gaskin, Ockerby, Smith, Russell, & O'Connell, 2012) and internationally (Gunawan et al, 2018;Loveridge, 2017;Simpson et al, 2017;Udod et al, 2017;Wong & Laschinger, 2015).…”

Section: Backg Rou N Dmentioning

confidence: 75%

“…Recommendations from the reviews included measures to reduce the bureaucratic administrative burden for the NUM role and the need for clinical leadership education and mentoring (Queensland Government, , ). The state‐wide review findings are not unique and are consistent nationally (Duffield et al, ; Gaskin, Ockerby, Smith, Russell, & O'Connell, ) and internationally (Gunawan et al, ; Loveridge, ; Simpson et al, ; Udod et al, ; Wong & Laschinger, ).…”

Section: Introductionmentioning

confidence: 77%

“…Nurse unit managers and the wider organisation should incorporate knowledge about the factors that influence succession planning into formal and informal processes (LaCross et al, ; Phillips et al, ; Ramseur et al, ; Titzer et al, ). Additionally, the transition and learning needs of novice nurse managers could be met by professional development and succession planning initiatives (Djukic, Jun, Kovner, Brewer, & Fletcher, ; Gunawan & Aungsuroch, ; Gunawan et al, ; Siren & Gehrs, ). Improving capacity to attract new incumbents to the NUM role is significant given earlier warnings that staff nurses are reluctant to step into the role of NUM, with lack of support being indicated as the primary reason (Duffield & Franks, ; Hewko et al, ; Queensland Government, ).…”

Section: Discussionmentioning

confidence: 99%

“…Nurse unit managers' accountabilities include quality patient care, staff satisfaction and retention, implementation of evidence-based practice, meeting budgetary requirements and execution of organisational change (ANMF, 2013; Gunawan & Aungsuroch, 2017;IOM, 2011). As the direct interface between health care executives and bedside nurses, NUMs play a pivotal role in supporting the achievement of positive health care and organisational outcomes (Gunawan, Aungsuroch, & Fisher, 2018;Simpson, Dearmon, & Graves, 2017;Wong, Cummings, & Ducharme, 2013). Due to health system reform and restructuring, technological advances, higher acuity and faster turnover of patients, budgetary restrictions and ageing populations, the health care environment has become more complex and demanding for nurse managers in the health care industry (Duffield, Kearin, Johnston, & Leonard, 2007;Udod, Cummings, Care, & Jenkins, 2017;Warshawsky, 2018).…”

Section: Backg Rou N Dmentioning

confidence: 99%

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Perceptions of the impact of introducing administrative support for nurse unit managers: A qualitative evaluation

et al. 2019

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Aim To evaluate the impacts of introducing administrative support for nurse unit managers. Background Increased administrative load for nurse unit managers causes role stress and reduced opportunities for clinical leadership (state‐wide review, Queensland, Australia). In response, a health organisation implemented a clerical ‘Nurse Unit Manager Support Officer’ position. Methods Qualitative descriptive evaluation, convenience sample (37 nurse unit managers and NUM Support Officers) and focus groups (13) provided data that were thematically analysed. Results Six impacts were identified: (a) improved nurse unit manager well‐being; (b) more time to undertake clinical leadership; (c) greater efficiencies in finance, payroll and HR processes; (d) improved capacity for strategic leadership; (e) increased staff satisfaction and improved unit culture; and (f) improved succession planning. Conclusion Findings reveal significant gains and benefits from the introduction of administrative support for the nurse unit manager role for the nurse unit manager and the units they manage. Implications for Nursing Management Nurse unit manager role stress can negatively impact organisational climate, performance outcomes, staff satisfaction and retention. Health organisations need to implement strategies to reduce the administrative burden for nurse unit managers. The introduction of administrative support frees up time for nurse unit managers to engage in clinical leadership, positively impacting organisational climate, performance outcomes, and staff satisfaction and retention.

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Section: Backg Rou N Dmentioning

confidence: 75%

Section: Introductionmentioning

confidence: 77%

Section: Discussionmentioning

confidence: 99%

Section: Backg Rou N Dmentioning

confidence: 99%

See 2 more Smart Citations

Perceptions of the impact of introducing administrative support for nurse unit managers: A qualitative evaluation

et al. 2019

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“…Especially, young nurses have a lot of career options which offer significantly higher salaries and better working conditions . Given that there is recognized international nursing shortage, this is an important issue to take into consideration . Notably, flexible, healthy and autonomous scheduling in work has been found to support both workers private lives and not just their lives oriented towards work.…”

Section: Discussionmentioning

confidence: 99%

Realizing appreciative management from the viewpoint of first‐line managers in social and health care

Harmoinen

Suominen

2019

Scandinavian Caring Sciences

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Background First‐line managers are links between an organizations’ administration and the workforce. They transmit information from higher managers to workers and vice versa. Their management skills and especially their interaction with staff are a key point in successful management. Aim To describe how first‐line managers realized appreciative management in their everyday management practice in health and social care. Method A quantitative descriptive study was conducted by means of an electronic survey among social and healthcare managers in Finland. Results Based on the self‐evaluations of the managers, appreciative management is well realized. The most recognition was given to equality and the least to appreciative know‐how. Connections were seen between appreciative management and gender, education, education level and managers with higher education, and those with fewer work units below them tended to have a better realization of appreciative management. Conclusion The education level of first‐line nurse managers is meaningful when realizing appreciative management in social and healthcare settings. Implications for nursing management More advanced education levels of first‐line managers help to promote appreciative management in social and health care, together with the amount of work units (meaning outpatient and inpatient wards). A first‐line manager is responsible for the needs of their workforce and needs to be critically assessed so that they might have more time for managing in an appreciative way. Appreciative management should be given increased focus when educating nurse managers.

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Relationships between nursing leadership and organizational, staff and patient outcomes: A systematic review of reviews

et al. 2023

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AimTo assess and describe reviews of nursing leadership styles associated with organizational, staff and patient outcomes.DesignA systematic review of reviews.MethodsReviews describing a search strategy and quality assessment. The review followed the PRISMA statement. Nine databases were searched in February 2022.ResultsAfter screening 6992 records, 12 reviews were included reporting 85 outcomes for 17 relational, nine task‐oriented, five passive and five destructive leadership styles. Transformational leadership, which is one of the relational styles, was the most studied among all the styles. Of the outcomes, staff outcomes were the most reported, notably job satisfaction, and patient outcomes were less reported. Also, mediating factors between relational leadership styles and staff and patient outcomes were identified.ConclusionExtensive research shows the beneficial impacts of relational leadership; however, destructive leadership research is lacking. Relational leadership styles should be conceptually assessed. More research is needed on how nurse leadership affects patients and organizations.

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Factors contributing to managerial competence of first‐line nurse managers: A systematic review

Abstract: Aims: To determine the factors contributing to managerial competence of first-line nurse managers.Background: Understanding factors affecting managerial competence of nurse managers

Cited by 43 publications

References 32 publications

Perceptions of the impact of introducing administrative support for nurse unit managers: A qualitative evaluation

Perceptions of the impact of introducing administrative support for nurse unit managers: A qualitative evaluation

Realizing appreciative management from the viewpoint of first‐line managers in social and health care

Relationships between nursing leadership and organizational, staff and patient outcomes: A systematic review of reviews

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