On the Frontlines of Nursing Leadership:

Abstract

Nurse managers by role are required to implement organizationally mandated actions with potential to threaten the psychological, physical, or emotional well-being of employees. Value conflicts, or a state of dissonance, can arise when managers do not believe in the necessity of the mandated action. The process undertaken by managers to resolve this state can threaten the individual well-being of the nurse manager, including their role engagement and professional commitment to the organization. This article describes the psychological challenges faced by frontline nurse managers as they attempt to resolve this stressful state. Recommendations for nurse managers and organizational executives are discussed.

Nursing leadership and management in home care: A qualitative scoping review

“…The results illuminate how FLNMs experience their role as complex, characterized by juggling professional, relational, economical, and organizational responsibilities. Thus, the results from this review both confirm existing research on FLNMs' leadership role in institutional settings (Duffield et al, 2019 ; Galura, 2020 ; Gunawan et al, 2018 ; Gunawan & Aungsuroch, 2017 ; Nilsen et al, 2016 ; Solbakken et al, 2018 ), and add to the general body of nurse management literature by offering nuanced, context‐specific knowledge related to the home care setting. As outlined earlier in this article, leadership must be explored with a situational and contextual focus, as contextual factors influence leaders' behaviour and followers' outcomes (Yukl & Gardner, 2020 ).…”

“…To meet the vast variety of expectations in this multifactorial role, a wide range of competencies is needed (González‐García et al, 2021 ; Gunawan et al, 2018 ). Unsurprisingly, then, research indicates an ongoing tension between clinical leadership responsibilities and management functions for nurses in leadership and management positions (Stanley, 2017 )—this is also evident for FLNMs (Duffield et al, 2019 ; Galura, 2020 ). In home care, FLNMs are subjected to varied pressures, as they are expected to provide quality patient care, ensure patient safety, and be responsible for other health personnel and budgets (Holm & Severinsson, 2014 ; Solbakken et al, 2020 ).…”

Communication Skills and Transformational Leadership Style of First-Line Nurse Managers in Relation to Job Satisfaction of Nurses and Moderators of This Relationship

“…FLMNs, in today’s healthcare environment, must play a dual role: act in accordance with organizational strategies, while creating and maintaining a culture of trust and teamwork among employees, which helps organizations achieve their strategic goals [ 91 ]. At the same time, employees in these positions have significantly less experience and often do not have leadership skills; most FLMNs gain them through experience.…”

Causing harm but doing good: Recognizing and overcoming the burden of necessary evil enactment in healthcare service professions

“…Earlier studies, such as 13,14 have argued and demonstrated support for the existence of different types of burdens that necessary evil enactment cause in enactors. This paper suggests that an emotion load 15 is likely to be carried by healthcare employees by virtue of the caring nature of their jobs, which is fundamental to most healthcare professions.…”

“…Such groups work best when they are voluntary and conducted at the employee level, without oversight or involvement from top management or supervisors so that workers feel free to disclose without fear of reprisal. 14…”