How do nurses' work arrangements influence nurse managers' communication? A qualitative study

Abstract

Aim:To understand how nurses' work arrangements influence nurse managers' communication with their nurses.Background: Transient work relations affect nurse coordination and the way nurse managers work, especially since giving feedback is an important managerial responsibility.Results: Although professional communication on direct patient care is mostly standardized, nurses' work arrangements influence how nurse managers mentor and provide feedback. Conclusion:Facilities must explore avenues to provide nurse managers with adequate resources so that they can mentor both permanent and temporary nurses to their full professional potential. The implementation of formal mentoring programmes is important to ensure that temporary nurses receive the same information and support that permanent nurses receive and that permanent nurses feel comfortable to critically evaluate information from trusted sources.

How do nurse managers describe clinical nurses' work arrangements? A qualitative study

“…Given the changing nature of staffing strategies and the varied work arrangements from which nurses can choose, it is important to emphasize that this recommendation is about raising the overall quality of care delivery by addressing inadequate mentoring. Because nurses who do not receive continued mentoring will likely bring their deficiencies in skill and/or knowledge to facilities where they find future employment (Gan, ), inadequate mentoring at the unit level has practical consequences for the quality of patient care at the institutional level.…”

A scoping review of the nursing workforce's changing demography: Supporting Baby‐Boomer nurses

“…Flexible staffing constantly shapes nursing work environments and work relationships (Gan, 2019b), resulting in concerns regarding its implications on patient care (Maenhout & Vanhoucke, 2013;Xue, Chappel, Freund, Aiken, & Noyes, 2015 (Larson, Sendelbach, Missal, Fliss, & Gaillard, 2012;Seo & Spetz, 2013). Nurse managers want to deliver safe, quality patient care without overstaffing their units or incurring unnecessary costs (Agosto et al, 2017;Kortbeek et al, 2015 (Jamieson, Williams, Lauder, & Dwyer, 2007), a Canadian study reported that work schedules that changed rapidly and unexpectedly were associated with depression among nurses (Hall, Franche, & Koehoorn, 2018).…”

“…Telementoring refers to the exchange of knowledge among participants who learn from one another in an online environment (Russell & Perris, 2003). Because nurse managers often have limited mentoring resources (Gan, 2019b) (Han et al, 2015;Koppel et al, 2017), it is important to explore how intergenerational nursing teams can maximize mentoring opportunities and learning among nurses (Sayers & Cleary, 2016…”

Social comparison and perceived envy‐motivated communication involving travel nurses: A qualitative study

“…Recent empirical work suggests that fairness perception by employees influences employee behaviour and emotions (Koopman et al, ). Although scarce resources limit how and whom nurse managers might mentor (Gan, ), they should nevertheless take steps to ensure that their nurses are treated fairly (Marescaux et al, ). This strategy can promote fairness perception framed by the constraints of unit resources and also improve work outcomes—researchers recently noted that employees who perceived their supervisors as fair coupled by the perception that their supervisors did not have self‐serving reasons for doing so had increased levels of trust in their supervisors (Matta et al, ).…”

“…Because alternative work arrangements’ influence on contemporary nurses’ careers and workplace relationships has received scant scholarly attention (Gan, ; Spreitzer, Cameron, & Garrett, ), it is imperative that scholars dedicate more effort to understand the workplace and managerial implications of this phenomenon. This interpretive study explored travel nurses’ work experiences by asking this research question: How do travel nurses perceive their communication and relational experiences with other nurses?…”