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

Abstract

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.

Building Nurse Manager Well-being by Reducing Healthcare System Demands

“…With appropriate job resources, nurse managers report increased time to focus on clinical and strategic leadership. 6,10 Building Professional Well-being Providing nurse managers with role transition helps novice nurse managers develop competence and confidence in their skills and abilities, reducing feelings of anxiety and stress. 11 To address this, organizational leaders should create cultures of mentorship.…”

“…The purpose of job resources is to reduce the burden of job demands. Administrative support to offset the bureaucratic demands of the nurse manager role might include assistance with staffing, scheduling, payroll, inventory, hiring, and annual competency tracking 10 . The addition of support roles and functions to nurse managers yields greater satisfaction with the role and extends retention.…”

Organisational and professional turnover intention among nurse managers: A cross‐sectional study

“…As stress is associated with increased turnover intention in nurse managers, they need to be equipped with enhanced coping skills to effectively manage this. Furthermore, support from top management has been seen to improve the well-being, leadership capacity, satisfaction and unit culture in the nursing environment, and to reduce turnover intention among nurse managers (El Haddad, Wilkinson, Thompson, Faithfull-Byrne, & Moss, 2019).…”

Components of the Magnet® model provide structure for the future vision of nurse managers’ work: A qualitative perspective of nurse managers

“…For example, investment in human resource management, recruitment and reports (financial and system) reportedly enable nurse managers to allocate more time to clinical leadership by reducing overall workloads. This also reportedly enhances financial efficiency, human resource processes, capacity for strategic leadership and job satisfaction of both nurse managers and staff nurses (Simpson et al., 2017; El Haddad et al, 2019). There is clear consensus that future nurse managers will have supportive relationships and high visibility (Omery et al, 2019), make greater use of data and evidence to support decisions and practice and focus strongly on the quality and safety of care (Nelson‐Brantley et al, 2019).…”