Navigating interim management roles

Elenbaas, Heath A.; Kolb, Deirdre; Marzolf, Teresa; Melanson-Arnold, Margot; Pfrimmer, Dale M.

doi:10.1097/01.numa.0000516490.66426.50

Cited by 3 publications

(10 citation statements)

References 7 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…The increasing financial pressures and clinical challenges faced by healthcare systems coupled with a growing demand to fill vacated positions has resulted in a growing need for interim nurse leaders to fill the gaps until permanent replacements can be found. 2,3 The duration of interim nursing management roles has been reported up to 63 weeks. 4 To minimize the negative effects of NM turnover and optimize the role, there is a critical need to understand the current state of the interim manager (IM) role and the impact on unit outcomes.…”

Section: T H E J O U R N a L O F N U R S I N G A D M I N I S T R A T ...mentioning

confidence: 99%

“…Deficits in leadership skills result in "imposter syndrome," where the IM may consider himself/herself inadequate to fill the role. 2 During the 2nd reality phase, responsibilities increase, routines are established, and the IM is actively making decisions. Time management may be challenged because the IM may be overwhelmed and unable to establish work-life balance as he/she works at developing relationships, and understanding and fulfilling his/her role.…”

Section: T H E J O U R N a L O F N U R S I N G A D M I N I S T R A T ...mentioning

confidence: 99%

“…13 The Subjective Stress Scale (SSS) was used to measure job-related stress for the past month. Agreement with responses to 4 items is measured on a 5-point Likert scale (1)(2)(3)(4)(5). Total SSS scores were calculated and reported.…”

Section: Nm Outcomesmentioning

confidence: 99%

“…The Brief Resilience Scale (BRS) was used to assess the ability to bounce back or recover from stress. Responses to 6 items are measured on a 5-point Likert scale (1)(2)(3)(4)(5), reflecting the level of agreement with resilience-related constructs. Mean BRS scores were calculated.…”

Section: Nm Outcomesmentioning

confidence: 99%

See 3 more Smart Citations

A Survey of Interim Nurse Managers to Understand the Role and the Impact on Nurse and Patient Outcomes

Galura¹,

Warshawsky²,

Hu³

et al. 2022

JONA: The Journal of Nursing Administration

View full text Add to dashboard Cite

OBJECTIVE The aim of this study was to describe the current state of the interim manager (IM) role and the impact of the role on job performance. BACKGROUND Interim managers provide leadership during organizational change, yet little is known about the role and its impact on outcomes. METHODS An electronic survey was completed by 179 IMs working in acute care hospitals. Instruments included the Nurse Manager Practice Environment Scale, Decision Involvement Scale, Subjective Stress Scale, Maslach Burnout Inventory, and Brief Resilience Scale. RESULTS The average tenure for IMs was 10 months. Despite moderately high levels of stress and exhaustion, IMs were resilient, positively viewed their work environment, and perceived their job performance as positively impacting nurse and patient outcomes. Interim managers were generally satisfied in their roles and likely to pursue nursing leadership as a career. CONCLUSION Interim managers desire permanent leadership opportunities providing a pool for replacing exiting nurse managers. Support is needed to be successful.

show abstract

Section: T H E J O U R N a L O F N U R S I N G A D M I N I S T R A T ...mentioning

confidence: 99%

Section: T H E J O U R N a L O F N U R S I N G A D M I N I S T R A T ...mentioning

confidence: 99%

Section: Nm Outcomesmentioning

confidence: 99%

Section: Nm Outcomesmentioning

confidence: 99%

See 2 more Smart Citations

A Survey of Interim Nurse Managers to Understand the Role and the Impact on Nurse and Patient Outcomes

Galura¹,

Warshawsky²,

Hu³

et al. 2022

JONA: The Journal of Nursing Administration

View full text Add to dashboard Cite

show abstract

“…Kutatásukban igazolták, hogy a részt vevő szakértők számára is számos hozadéka van a közös munkának, hiszen minden interim menedzser gazdagítja tudását a különböző szervezeteknél szerzett új ismeretekkel. Ennek tovagyűrűző hatásaként a következő megbízások esetén már a megújult, kibővült új tudást tudja hasznosítani, majd egy újabb szervezeti felkérés során ismét gyarapítani (Elenbaas et al, 2017).…”

Section: áBra a Tudásmenedzsment éS A Hr-tevékenységek Kapcsolataunclassified

Az interim menedzser szerepe a tudásmenedzsment-folyamatban

Gódány

Máthé²

2021

Veztud

View full text Add to dashboard Cite

A tudásmenedzsment kifejezetten kritikus lépése a tudásszerzés és megosztás, mely a hiányzó tudás pótlását hivatott szolgálni, a magasabb szintű szervezeti teljesítmény elérése érdekében. A szervezeti gyakorlat egyre több esetben fordul olyan megoldásokhoz, melyek külső forrásra támaszkodva szerzik be a szükséges tudást. Ezek közül egy lehetséges megoldás az interim menedzserek igénybevétele. E kvalitatív kutatás célja egy saját modell logikáját felhasználva azonosítani azokat a fázisokat, melyekben a tudásmenedzsment-folyamat és az interim menedzser tevékenysége összekapcsolódik. A szerzők strukturált mélyinterjú segítségével gyűjtöttek információt, melyet NVivo 12 program segítségével értékeltek ki. Az eredmény azt mutatja, hogy a tudásátadás és fejlesztés csak együttműködés esetén valósul meg, tudásgenerálás akkor, ha van közös gondolkodás, míg tudásfejlesztés azáltal, hogy összetett problémákat az egyéneknek egyedül kell megoldaniuk. A sikeres tudásátadás (és annak beépülése a szervezeti memóriába) feltétele minden esetben a megbízó és az interim menedzser között kialakuló bizalom. Az interim menedzser szükség esetén képes ellátni a tudásmenedzsment-folyamat valamennyi lépésének feladatait.

show abstract

Supporting the Role Transition of Interim Nurse Managers

Parchment,

Galura,

Warshawsky

2024

JONA: The Journal of Nursing Administration

View full text Add to dashboard Cite

Executive nurse leaders may rely on interim nurse managers (INMs) to fill vacated nurse manager positions open for an extended time. To optimize the INM role for future leadership succession planning, ongoing professional development for this role is critical. The authors describe the use of evidence in the creation of onboarding leadership resources to support the role transition of INMs within a healthcare environment over a 100-day period.

show abstract

Navigating interim management roles

Cited by 3 publications

References 7 publications

A Survey of Interim Nurse Managers to Understand the Role and the Impact on Nurse and Patient Outcomes

A Survey of Interim Nurse Managers to Understand the Role and the Impact on Nurse and Patient Outcomes

Az interim menedzser szerepe a tudásmenedzsment-folyamatban

Supporting the Role Transition of Interim Nurse Managers

Contact Info

Product

Resources

About