Factors influencing nurse managers' intent to stay or leave: a quantitative analysis

Hewko, Sarah; Brown, Pamela; Fraser, Kevin J.; Wong, Carol; Cummings, Greta G.

doi:10.1111/jonm.12252

Cited by 71 publications

(136 citation statements)

References 24 publications

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“…When FLMs have high demands but also the appropriate decisional authority and control over how they conduct their work the impact of job demands is mitigated to some extent (Karasek, 1979). Recent studies examining the positive influence of FLM role characteristics like role meaningfulness, autonomy, and workload on FLM turnover intention also support the significance of job control (Hewko et al, 2014;Kath et al, 2012;Van Bogaert et al, 2014).…”

Section: Discussionmentioning

confidence: 85%

“…Thus, a major issue for turnover intention is the extent to which FLMs are involved in their work: that is, ''the psychological withdrawal of cynicism is associated with the social withdrawal of thinking about quitting a job'' (Leiter and Maslach, 2009, p. 337). Although cynicism was low in that about one in five managers had high cynicism scores (!3), that group may have been seriously considering leaving their roles due to the emotional exhaustion of unmanageable job demands and lower control over their work responsibilities (Hewko et al, 2014;Kath et al, 2012).…”

Section: Discussionmentioning

confidence: 99%

“…Recently, 27% (n = 26) of Alberta acute and longterm care FLMs reported they were very unlikely or unlikely to stay in their positions for the next two years (Hewko et al, 2014). Work overload, worklife imbalance, lack of resources, and inability to ensure quality care were the most important predictors of intent to leave.…”

Section: Turnover Intentionmentioning

confidence: 99%

See 2 more Smart Citations

The influence of frontline manager job strain on burnout, commitment and turnover intention: A cross-sectional study

Wong

Laschinger

2015

International Journal of Nursing Studies

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117

116

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Section: Discussionmentioning

confidence: 85%

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

The influence of frontline manager job strain on burnout, commitment and turnover intention: A cross-sectional study

Wong

Laschinger

2015

International Journal of Nursing Studies

Self Cite

117

116

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“…Previous studies have highlighted the strong correlation between the satisfaction and the intention to stay in the current job. (26,27) The relationship between nurses and physicians a negatively influenced the nurses' perception on the practice environment. When comparing nurses from different activity areas, it was verified that the nurses working in inpatient services hold negative perceptions when compared the nurses working at outpatient services or in primary care.…”

Section: Discussionmentioning

confidence: 99%

Ambiente da prática, satisfação e clima de segurança: percepção dos enfermeiros

Dorigan

Guirardello

2017

Acta paul. enferm.

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Objective: To assess the nurses' perception on the practice, job satisfaction, safety climate and to verify correlations among these variables and the adequacy of material and human resources, as well as the intention to stay at the institution and in the profession. Methods: A descriptive study with a quantitative approach was undertaken. To calculate the sample, a p-coefficient of 0.50 was considered, assuming a 3% sampling error and a 5% significance level, which resulted in 1057 subjects. For the data collection, a characterization form was used, which contained the variables sex, monthly income, length of experience at the institution, existence of another employment bond and weekly hour load. A Likert-type response scale was used. The Nursing Work Index -Revised (NWI-R) was used to assess the nurse's perception on the practice. Results: The nurses' perception of the practice environment is positive, except in the control over the work environment domain. They assessed the safety climate as negative and are dissatisfied at work. A strong negative correlation was identified between control over the work environment and the adequacy of the number of professionals, as well as a strong positive correlation between job satisfaction and the intention to stay at the institution. Conclusion: The nursing work environment was assessed as favorable, except for control over the work environment, mainly influenced by the insufficient number of nursing professionals. The safety climate was perceived as unfavorable at the different health care institutions in the State of São Paulo and the nurses did not report job satisfaction. ResumoObjetivo: Avaliar a percepção dos enfermeiros sobre o ambiente da prática, satisfação no trabalho, clima de segurança e verificar correlações entre essas variáveis e adequação de recursos materiais e humanos, e intenção de permanecer na instituição e na profissão. Métodos: Trata-se de um estudo de abordagem quantitativa, do tipo descritivo. Para o cálculo da amostra foi considerada uma proporção p igual a 0,50, assumindo-se um erro amostral de 3% e nível de significância de 5%, que resultou em 1057 sujeitos. Utilizou-se para a coleta de dados a ficha de caracterização contendo as variáveis sexo, renda mensal, tempo de trabalho na instituição, existência de outro vínculo empregatício e carga horária semanal. A escala de resposta foi do tipo Likert. O Nursing Work Index -Revised (NWI-R) foi utilizado com a finalidade de avaliar a percepção do enfermeiro quanto ao ambiente da prática. Resultados: Os enfermeiros possuem percepção positiva do ambiente, exceto para o controle, avaliaram o clima de segurança como desfavorável e estão insatisfeitos no trabalho. Identificou-se forte correlação negativa entre controle sobre o ambiente e adequação do número de profissionais e forte correlação positiva entre satisfação no trabalho e intenção de permanecer na instituição. Conclusão: O ambiente da prática foi avaliado pelos enfermeiros como favorável, exceto para o controle sobre o ambiente, influ...

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“…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%

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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Factors influencing nurse managers' intent to stay or leave: a quantitative analysis

Abstract: Organisations wishing to retain existing nurse managers and to attract front-line staff into leadership positions must create and foster an environment that supports nurse managers.

Cited by 71 publications

References 24 publications

The influence of frontline manager job strain on burnout, commitment and turnover intention: A cross-sectional study

The influence of frontline manager job strain on burnout, commitment and turnover intention: A cross-sectional study

Ambiente da prática, satisfação e clima de segurança: percepção dos enfermeiros

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

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