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Academic literature on the topic 'Nurse Managers'

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Published: 4 June 2021
Last updated: 19 February 2023

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Journal articles on the topic "Nurse Managers"

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Taie, Eman Salman, Nessma Nehmedo Amine, and Amira Fathy Akeel. "Emerging Nurse Manager’s Resilience and Their Empowering Behavior during COVID-19." Psych 4, no. 4 (October 11, 2022): 788–802. http://dx.doi.org/10.3390/psych4040058.

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Background: The COVID-19 pandemic exacerbated tensions and tested the resiliency of many nursing leaders. Resilience enables head nurses to cope with their work environment challenges, and maintain healthy psychological activity. Moreover, their empowering behavior represents the vehicle to transform traumatic events such as the COVID-19 pandemic to create a high-quality work environment. Aim: To explore the relationship between nurse manager resilience and empowering leader behavior during COVID-19. Method: This is a descriptive correlational study. The study subjects consisted of two groups: head nurses (44) and staff nurses (284). The study was conducted at Benisuef University Hospital. Two tools were used for collecting data; nurse managers’ resilience scale, and staff nurses’ perceived empowering behavior during the COVID-19 pandemic via questionnaire. Results: In total, 50% of nurse managers had high resilience skills levels, about one-third of them (34.1%) had moderate levels and only 15.9% had low resilience skills levels. Furthermore, with regard to empowering leadership behavior levels as perceived by staff nurses during COVID-19; 66.9% of them perceived it high, 29.2% reported a moderate level of empowering behavior, and only 3.9% perceived low levels. Finally, there was a highly statistically significant positive correlation between nurse manager’s resilience skills levels and staff nurses’ perception of empowering behavior during COVID-19. Conclusions: Half of the nurse managers had high resilience skills, and only 15.9% had low levels. Two-thirds of staff nurses perceived high levels of their nurse manager’s empowering behavior during COVID-19, in comparison to only 3.9% who perceived low levels. There was a highly statistically significant positive correlation between nurse manager’s resilience skills levels and perceived empowering behavior during COVID-19.
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Armstrong-Stassen, Marjorie, Michelle Freeman, Sheila Cameron, and Dale Rajacic. "Nurse managers’ role in older nurses’ intention to stay." Journal of Health Organization and Management 29, no. 1 (March 16, 2015): 55–74. http://dx.doi.org/10.1108/jhom-02-2013-0028.

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Purpose – The purpose of this paper is to propose and test a model of the underlying mechanisms linking perceived availability of human resource (HR) practices relevant to older nurses and older nurses’ intentions to stay with their hospitals. Design/methodology/approach – Quantitative data were collected from randomly selected older registered nurses (N=660) engaged in direct patient care in hospitals in Canada. Structural equation modelling was used to test the hypothesized model. Findings – The relationship between perceptions of HR practices (performance evaluation, recognition/respect) and intentions to stay was mediated by the perceived fairness with which nurse managers managed these HR practices and nurse manager satisfaction. When nurse managers were perceived to administer the HR practices fairly (high perceived procedural justice), older nurses were more satisfied with their nurse manager and, in turn, more likely to intend to stay. Research limitations/implications – The cross-sectional research design does not allow determination of causality. Practical implications – It is important that nurse managers receive training to increase their awareness of the needs of older nurses and that nurse managers be educated on how to manage HR practices relevant to older nurses in a fair manner. Equally important is that hospital administrators and HR managers recognize the importance of providing such HR practices and supporting nurse managers in managing these practices. Originality/value – The findings increase the understanding of how HR practices tailored to older nurses are related to the intentions of these nurses to remain with their hospital, and especially the crucial role that first-line nurse managers play in this process.
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Aslam, Sumaira, Muhammad Afzal, Muhammad Sabir, Shumaila Aslam, and Syed Amir Gilani. "Characteristics of Nurse Manager’s Recognition Behavior and its Relation to Sense of Coherence of Registered Nurses." International Journal of Social Sciences and Management 5, no. 3 (July 27, 2018): 146–54. http://dx.doi.org/10.3126/ijssm.v5i3.20603.

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Background: The recognition behavior firmly impacts the job and an enormously essential factor for the restraint of burnout and the advancement of maintenance. Moreover, among inner factors that may influence workers’ emotional well-being, sense of coherence (SOC) is an essential impression from the perspective of the salutogenic hypothesis and stress recognition style. Objectives: To determine the Characteristics of the Nurse Manager's Recognition Behavior and its Relation to Sense of Coherence of Registered Nurses. Methodology: The study design is quantitative cross-sectional study The questioner of Characteristics of Nurse Manager’s Recognition Behavior and its Relation to Sense of Coherence of Registered Nurses was adopted from the article of Miyata, Chiharu (Miyata et al., 2014). This is based on 7-point Likert scale. The data was collected from 211 nurses of Jinnah Hospital, Lahore, Pakistan. Conclusion: This examination uncovered that recognition behavior of nurse managers were successful in enhancing the SOC of registered nurses. Hence, recognition behavior of managers is a practical advance towards enhancing nurses' capacity to adapt to pressure and, thusly, encourage self-acknowledgment. The capacity to adapt to pressure can be helped by managers who can utilize proper acknowledgment conduct, as requested for by registered nurses. This objective can be proficient by considering singular staff individuals, profession advancement as a pro and checking on nurse manager's responsibilities. Int. J. Soc. Sc. Manage. Vol. 5, Issue-3: 146-154
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Eksi, Pinar, and Ayse Nefise Bahcecik. "The efficiency levels of the nurse managers in communication." New Trends and Issues Proceedings on Advances in Pure and Applied Sciences, no. 10 (September 28, 2018): 114–20. http://dx.doi.org/10.18844/gjpaas.v0i10.3752.

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Aim is to predicate efficiency levels of the nurse managers in communication. The sample constituted 108 nurses. The socio-demographical characteristics of the nurses and the nurse managers were inquired. The efficiency levels of the nurse managers in communication were evaluated with the ‘Communication Efficiency Scale’. SPSS for Windows 12.0 Program was used in the data evaluation. When the demographical characteristics of nurse managers have been compared with communication level, there was not found a statistically significant correlation (p ˃ 0.05). But the nurse managers who are over 40 ages, license grad and had a long time professional experience were found conspicuous because of their high communication scores. As a result, it was determined that the ‘Communication Efficiency Scale’ is reliable and valid and can be used in these studies and the efficiency levels of the nurse managers who work in a Training and Research Hospital in İstanbul are enough.Keywords: Nurse, manager, communication, scale
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Chiu, Wilfred, and Donna Wilson. "Resolving the Ethical Dilemma of Nurse Managers Over Chemically-Dependent Colleagues." Nursing Ethics 3, no. 4 (December 1996): 285–93. http://dx.doi.org/10.1177/096973309600300402.

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This paper addresses the nurse manager's role regarding chemically-dependent nurses in the workplace. The manager may intervene by: terminating the contract of the impaired colleague; notifying a disciplinary committee; consulting with a counselling committee; or referring the impaired nurse to an employee assistance programme. A dilemma may arise about which of these interventions is ethically the best. The ethical theories relevant to nursing involve ethical relativism, utilitarianism, Kantian ethics, Kohlberg's justice, and Gilligan's ethic of care. Nurse managers first need to understand these theories in order to clarify their own perceptions and attitudes towards chemical dependency, and then satisfactorily resolve this ethical dilemma. Education and social learning are routes to a better understanding of chemical dependency and to broadening the ethical dimensions of nurse managers.
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Mohamed, Fatma R., and Hanaa Mohamed Ahmed. "Clinical supervision factors as perceived by the nursing staff." Journal of Nursing Education and Practice 9, no. 6 (March 6, 2019): 67. http://dx.doi.org/10.5430/jnep.v9n6p67.

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Objective: Assess clinical supervision factors as perceived by nurses and first line nurse managers at Assiut University Hospital, and explore the relationships among personal characteristics and clinical supervision factors of studied nurses and first line nurse managers.Methods: A descriptive design was utilized in Medical and Surgical departments at Assiut University Hospital for A convenience sample of first line nurse managers (N = 30) and nurses (N = 151) by using study tools for nurses included two parts: 1) personal characteristics data sheet; 2) clinical supervision factors, and Study tool for first line nurse managers included two parts: 1) personal characteristics data sheet; 2) clinical supervision factors.Results: The highest mean scores were in trust and rapport & Supervisor advice and support of clinical supervision factors among the studied nurses. While among first line nurse managers' the highest mean scores were in improved care and skills & personal issues and reflection of clinical supervision factors.Conclusions: The most important clinical supervision factors which had the positive correlations were between finding time and ward atmosphere with age & years of experience with importance and value of clinical supervision among the studied first line nurse managers, while there was a negative significant correlation between age and trust and rapport & leadership style of the ward manager among the studied nurses. Nurse Managers should direct, monitor and evaluate the staff nurses through scientific standards of supervision as recommendation for the study results.
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Ominyi, Jude, and Chinwe Florence Samantha Ezeruigbo. "How nurse manager’s position in the hospital hierarchy influences evidence-based practice implementation in nursing: A qualitative case study of the Nigerian acute care setting." Journal of Nursing Education and Practice 9, no. 6 (January 30, 2019): 14. http://dx.doi.org/10.5430/jnep.v9n6p14.

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Background and objective: Evidence-based practice (EBP) is widely acknowledged as an essential aspect of healthcare delivery. Nurse managers are expected to contribute to the development of organisational cultures promoting EBP. However, there are indications that nurse managers are not necessarily empowered to drive implementation due to hierarchical constraints. This study explores how nurse manager’s position in the hospital hierarchy influences EBP implementation in nursing, in the Nigerian acute care settings.Methods: A qualitative case study methodology is utilised to gather data from two large acute care settings in Nigeria. Drawing on semi-structured interview, twenty-one ward managers and two nurse managers were interviewed. Data were transcribed and inductively analysed to generate four overarching themes.Results: Nurse managers were hugely constrained by lack of autonomy to mobilise resources for EBP related activities. The hierarchical structure of the settings promoted top-down decision-making processes which in turn, limited nurse manager’s visibility in the boardroom. Consequently, nurse managers were excluded from key strategic planning within the organisation and could not drive EBP implementation.Conclusions: Findings highlight need for nurse managers to have greater visibility and managerial influence to enable them create opportunities for implementation of EBP in nursing. Implications for nursing management: Administratively, there is need for nurses to have greater involvement in management. Adequate authority and leadership visibility as well as managerial influence would enable nurse managers create opportunities for successful implementation.
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Barrachina, Alex, and Víctor M. González-Chordá. "Error reporting and the performance of nursing management: a game-theoretic study." IMA Journal of Management Mathematics 31, no. 4 (January 15, 2020): 445–68. http://dx.doi.org/10.1093/imaman/dpz019.

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Abstract The interaction between nurses and their managers is a very important factor in nurses’ error reporting behaviour, which is crucial to improving patient safety in healthcare organizations. However, little theoretical work has been undertaken to analyse this interaction. This paper uses a game-theoretic principal–agent framework with asymmetric information to study this interaction. We suppose that the principal (the nurse manager) asks the agent (the nurse) to perform a task with a certain patient. In case a mistake is made while treating the patient, the nurse has to decide whether to report it to the manager, who can observe whether the patient suffered an accident. We consider different manager’s leadership styles and analyse their performance in obtaining error notification from nurses in this framework.
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Stuedahl, Marit, Sidsel Vold, Pål Klepstad, and Siv Karlsson Stafseth. "Interrater reliability of Nursing Activities Score among Intensive Care Unit health professionals." Revista da Escola de Enfermagem da USP 49, spe (December 2015): 117–22. http://dx.doi.org/10.1590/s0080-623420150000700017.

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ABSTRACT Objective To analyze the interrater reliability of NAS among critical care nurses and managers in an ICU. Method This was a methodological study performed in an adult, general ICU in Norway. In a random selection of patients, the NAS was scored on 101 patients by three raters: a critical care nurse, an ICU physician and a nurse manager. Interrater reliability was analyzed by agreement between groups and kappa statistics. Results The mean NAS were 88.4 (SD=16.2) and 88.7 (SD=24.5) respectively for the critical care nurses and nurse managers. A lower mean of 83.7 (SD=21.1) was found for physicians. The 18 medical interventions showed higher agreement between critical care nurses and physicians (85.6%), than between critical care nurses and nurse managers (78.7). In the five nursing activities the Kappa-coefficients were low for all activities in all compared groups. Conclusion The study indicated a satisfactory agreement of nursing workload between critical care nurses and managers.
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Porte-Gendron, RW, T. Simpson, KK Carlson, and ME Van de Kamp. "Baccalaureate nurse educators' and critical care nurse managers' perceptions of clinical competencies necessary for new graduate baccalaureate critical care nurses." American Journal of Critical Care 6, no. 2 (March 1, 1997): 147–58. http://dx.doi.org/10.4037/ajcc1997.6.2.147.

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BACKGROUND: Although nurse educators and nurse managers have disagreed about which clinical competencies are necessary for new graduates to begin working in critical care, the competencies are in need of revision and reassessment. OBJECTIVES: To validate a list of beginning-level competencies and to compare baccalaureate nurse educators' and critical care nurse manager's current perceptions of beginning clinical competencies for new baccalaureate graduates in critical care settings. METHODS: An expert panel of nurses from across the United States critiqued a questionnaire about which clinical competencies were considered relevant to critical care nursing practice. The revised questionnaire, containing 105 clinical competencies, was mailed to a randomly selected sample across the United States. Forty-one baccalaureate nurse educators and 41 critical care nurse managers completed the mail survey questionnaire (94% response rate) by rating the necessity ("essential," "desired," or "not required") of the clinical competencies for new baccalaureate nurses. RESULTS: A high degree of agreement was generally seen between nurse educators and nurse managers on the necessity ratings of the 105 competencies. The majority of nurse educators and nurse managers rated 81 of the 105 competencies as either "essential" or "desirable." Only five competencies showed considerable disagreement between nurse educators and nurse managers, and none of these competencies were rated "essential" by more than a few raters in either group. CONCLUSIONS: The agreement between nurse educators and nurse managers supports a competency list for baccalaureate nursing curricula and hospital inservice programs to integrate new graduates into critical care.
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Dissertations / Theses on the topic "Nurse Managers"

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Trotman, Stacey. "Educating Nurse Managers to Create a Culture of Nurse Retention." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6140.

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Nurse managers are stakeholders in creating a culture of nurse retention. The purpose of this staff education project was to identify evidence-based best practices that promote nurse retention and to educate nurse managers about these strategies. Knowles's theory of adult learning was the theoretical framework for the project. The practice-focused question addressed whether an education program for nurse managers would increase their understanding of evidence-based strategies to create a culture of nurse retention. The education program centered on 4 themes: professional development, communication and relationships, culture and work environment, and organizational structures and support. The concepts of 5 domains-- status, certainty, autonomy, relatedness and fairness (the SCARF model)--were used to educate nurse managers about the conceptual foundations of individuals' engagement within their environment. Education was delivered using a presentation software program with a follow-up question-and-answer session. A reference toolkit was included in the program. Twenty-seven nurse managers completed a 7-question post presentation survey to assess their level of understanding related to creating a culture of nurse retention; all reported excellent and good levels of understanding based on the program. The nurse manager toolkit and education program can assist nurse mangers in developing leadership strategies supporting nurse retention and positive social change in the culture of the organization.
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Ayanwale, Ayanfemi M. "Strategies Nurse Managers Use to Reduce Voluntary Turnover of New Registered Nurses." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6772.

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Employee voluntary turnover is a management problem that impacts the strategic sustainability goals of health care organizations. Thirty-three percent of newly qualified graduate registered nurses (RNs) in the United States leave their profession within the first year of employment. As a result, health care organizations pay over $85,000 per nurse and up to $6.4 million annually to replace RNs in hospitals with more than 600 beds. The purpose of this single case study was to explore strategies nurse managers used to reduce voluntary turnover of RNs. The study population comprised 5 nurse managers from a hospital in Texas, United States. The conceptual framework included Herzberg's 2-factor theory and Maslow's hierarchy of needs. The data collection process included semistructured, face-to-face interviews and review of organizational documents. The data analysis process included thematic and matrix coding queries and keyword clustering. Yin's 5-step process of data analysis was used to identify 3 themes: job satisfaction, leadership support, and training and development. The implications of this study for social change include improvements in the quality of patient care and increased employment opportunities in health care organizations. An increase in economic growth may result in the stabilization of health care organizations' competitive compensation and opportunities to reinvest in the communities' educational programs, health, and wellness.
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Halsey, Jane Gassert. "Purposes for talk in nurse managers' meetings /." Thesis, Connect to this title online; UW restricted, 1991. http://hdl.handle.net/1773/8213.

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Despres, Kimberly Katherine. "Perceived leadership styles of nurse managers' and nurses' job satisfaction| A correlational study." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3538848.

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The problem addressed was the low job satisfaction levels of nurses and subsequent nurses' decision to leave the organization. The quantitative correlational survey study involved determining whether a relationship exists between nurses’ perceptions of nurse managers’ leadership style and nurses’ job satisfaction. Eighty-three fulltime medical surgical intensive care nurses in two hospitals in Phoenix, Arizona, completed the Job Description Index for Jobs in General (JID/JIG) and the Multifactor Leadership Questionnaire (MLQ, Form 5X). The results suggest a significant, positive correlation between job satisfaction and perceptions of nurse managers' leadership style by nurses. Nurses with the highest satisfaction scores in three of the six subscales perceived their managers used the transformational leadership style. The mean score for nurses whose managers were rated as transactional was higher than the mean score for nurses whose managers were rated as passive-avoidant. The promotion and supervision subscales and the job in general scale showed a significant relationship with transformational leadership. Implications for healthcare administrative leaders include hiring transformational managers to increase job satisfaction in nurses and offer nurses opportunities for promotion and training.

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Stevenson, Janine Marie. "Nurse managers and certified practice in British Columbia." Thesis, University of British Columbia, 2012. http://hdl.handle.net/2429/42221.

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The new Health Professions Act (HPA) is umbrella legislation that represents a change in health policy. Some activities that nurses historically performed under medical delegation like diagnosis and treatment of sexually transmitted infections (STI) are no longer allowed unless additional training and certification occurs. As a result of their role in the system, nurse managers were given the responsibility for implementing certified practice. The purpose of this study was to explore the experience of nurse managers in leading the implementation of certified practice in order to gain some understanding of the process of change management in our health care system. I chose complexity theory as a lens to understand change in the healthcare system because it emphasizes connection and inter-relationship. I undertook an interpretative descriptive study to analyze the events and contextual factors that have impacted the nurse manager’s experience of implementing certified practice. I conducted nine semistructured interviews in one-on-on and group formats with a total of sixteen nurse managers. Thematic analysis of the data revealed two overarching and inter-related themes, namely (a) consistency with nursing values; and (b) structural constraints. The first theme comprised three sub-categories: autonomy, recognition and role clarity. The second theme, structural constraints, had three sub-categories: multiple models of practice; training and education barriers; and competing system changes. Certified nursing practice is consistent with the goals of the nursing profession of being a regulated and recognized profession; however multiple and competing challenges constrained attainment of these benefits. This study aligned with the existing research on change management in the healthcare system in that it identified what is required for successful implementation of a new health policy. The barriers that were identified also aligned with the literature. The theme of multiple models of practice has not previously been reported. This research highlights the difficulties of a complex system that is comprised of different parts that may operate independently when in truth they are highly inter-related. When this is not taken into consideration, miscommunication and competing system demands can interfere in the implementation of new health policy such as STI certified practice.
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England, Teresa Potter. "Feeling Overwhelmed: The Lived Experience of Nurse Managers." Digital Commons @ East Tennessee State University, 2008. https://dc.etsu.edu/etd/1911.

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Multiple studies have addressed registered nurse turnover in recent years. There is little research specifically addressing nurse manager turnover. The nurse manager is addressed in current research as being in a pivotal position to affect nurse retention. Research has focused on the skills necessary for nurse managers to affect turnover; however, there is little research addressing the pressure placed upon the nurse manager as he or she struggles to maintain the nursing workforce. This qualitative study explored the lived experience of feeling overwhelmed by 6 nurse managers currently working in an inpatient hospital environment. Interviews were analyzed using a modified version of the descriptive-interpretive phenomenological method as described by van Manen. Four essential themes were identified: there is nobody there, caught in the middle, feeling that you are a failure, and the inability to do. One paradigm case exhibited all of the essential themes. The essence of the nurse manager's lived experience of feeling overwhelmed is helplessness evidenced by constant unresolved conflicts in a complex, chaotic organization with changing expectations, unmet personal fulfillment, and constant turbulence. It is personal conflict related to the desire to impact positive patient and staff outcomes--to make a difference, while feeling that they fall short of the organization's and their own personal expectations. Theoretical implications related to Quantum theory, Emotional Intelligence, and Roger's Science of Unitary Human Beings are discussed in order to highlight current theoretical literature pertinent to the nurse manager's experience of feeling overwhelmed. Implications for research, practice, and education are discussed as facility leadership considers the experiences of this group of nurse managers. This study will better inform hospital administrators, nursing leadership, and staff nurses of the lived experience of this group of nurse managers.
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Van, As Martha Maria. "Guidelines for nurse managers to promote the competence levels of professional nurses in utilising the electronic system for staffing of agency nurses, in public hospitals in the Western Cape." University of Western Cape, 2018. http://hdl.handle.net/11394/6612.

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Magister Curationis - MCur
In 2011, a structured electronic system for the staffing of agency nurses was implemented in the Western Cape as part of the Nursing Information Management System (NIMS). This electronic system was developed to ensure a fair tendering process for the procurement of agency staff, providing information on agency expenditure, maximum wage rates and adherence to principles and rules of supply chain management. Although technology is used more and more in healthcare services within the Western Cape, some professional nurses could lack the skills needed to implement the electronic system appropriately. A descriptive and quantitative design was followed to determine the competence levels of professional nurses in utilising the electronic staffing system for agency nurses in public hospitals in the Metropole, Western Cape. The aim of the study was to develop guidelines for nurse managers according to which they can train professional nurses in hospitals to utilise the electronic system for staffing of agency nurses. Assumptions were adapted from the theoretical framework of Benner (1984) on different levels of competencies and used as theoretical departure of the study. The accessible population for this study was all the professional nurses in hospitals within the Metropole of the Western Cape Government Health registered as users on the database, called the Nursing Information Management System (NIMS) (N=278). This population served as the total inclusive sample for the study. The method of data collection was a self-administered structured questionnaire. The data was analysed by using the SPSS Version 24 software program and descriptive and inferential statistics were conducted.
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Boyce, Dorothy. "The relationship between hardiness and coping effectiveness among nurse middle managers." Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/917041.

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In balancing the divergent needs of staff, patients, families, support services and upper management, the nurse middle manager (NMM) in the acute care hospital faces daily stresses in dealing with the demands of the management role. The purpose of the study was to identify the relationship between hardiness, a stress resistance buffer, and coping effectiveness among NMMs. The conceptual framework used in the study was Lazarus' theory of stress and coping. The study was based on a descriptive correlational comparative design. The instruments used were: (a) the Health Related Hardiness Scale (HRHS), measuring hardiness; (b) the .Jalowiec Coping Scale (-JCS), measuring coping mechanisms and coping effectiveness; and (c) a demographic data form, describing the sample. A convenience sample of 201 (37.2X) NMMs representing 31 Indiana acute care hospitals participated in the study. Confidentiality of the subjects was maintained throughout the study. A Pearson r correlation, used to analyze the data of the HRHS and .JCS, indicated a weak: positive relationship at a significant level (r=.2S; p=':.OO1) between hardiness and coping effectiveness. Descriptive statistics wereused to determine that the most frequently used coping mechanisms were confrontive, optimistic, and self-reliant. No relationship was identified between hardiness and age (r=-.07; p=.33). No differences were identified between: (a) hardiness and present level of NMM educational preparation, and (b) hardiness and NMMs that reported 'adequate' and 'inadequate' social support (work and family). It was concluded that NMMs in the study had a high level of hardiness. A lower level of coping effectiveness (mean ;: effectiveness score, 3.30) indicated the use of a limited number of coping mechanisms, which may be the result of limitations in the work setting. The low correlation between hardiness with coping effectiveness may be the result of: (a) a low level of coping effectiveness, or (b) the use of a limited number of coping mechanisms resulting from limitations in the work setting. Confrontive, optimistic, and self-reliant coping mechanisms may be the most appropriate styles in the work setting for NMMs. The use of healthy coping mechanisms by the NMMs may be the result of the programs supporting the transition from clinician to manager provided by the participating hospitals. Organizations should plan strategies to help NMMs (both established and those new to the position) develop a sense of commitment to the organization, a feeling of challenge from the job demands, and a plan to provide control of the responsibilities of the position in order to sustain the present high levels of hardiness for the NMMs.
School of Nursing
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Lewis, Malcolm Allan. "The social organisation of bullying in nursing : accounts of clinical nurses and nurse managers." Thesis, Manchester Metropolitan University, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.426929.

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Cole, Sandra L. "Differences in managers' and staff nurses' job satisfaction in public health offices in a rural state." Laramie, Wyo. : University of Wyoming, 2007. http://proquest.umi.com/pqdweb?did=1313920481&sid=1&Fmt=2&clientId=18949&RQT=309&VName=PQD.

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Books on the topic "Nurse Managers"

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Hingley, Peter. Stress in nurse managers. London: King'sFund Centre, 1986.

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M, Graf Christina, ed. Budgeting concepts for nurse managers. 2nd ed. Philadelphia: Saunders, 1992.

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Management and leadership for nurse managers. 2nd ed. Sudbury, Mass: Jones and Bartlett Publishers, 1996.

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Handbook for first-line nurse managers. New York: Wiley, 1986.

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Swansburg, Russell C. Management and leadership for nurse managers. Boston: Jones and Bartlett Publishers, 1990.

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Key business skills for nurse managers. Philadelphia: Lippincott, 1987.

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Bland, Jones Cheryl, and Kovner Christine Tassone, eds. Financial management for nurse managers and executives. 4th ed. St. Louis: Elsevier/Mosby, 2013.

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Budgeting and financial management for nurse managers. Boston: Jones and Bartlett Publishers, 1997.

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L, Marquis Bessie, ed. Retention and productivity strategies for nurse managers. Philadelphia: J.B. Lippincott, 1989.

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Waits, Jim. Budgetary control: A guide for nurse managers. Keele: Health Services Manpower Review, 1985.

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Book chapters on the topic "Nurse Managers"

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Matthew, Liz. "Shaping the cutting edge: strategy development for nurse managers." In Professional Care for the Elderly Mentally Ill, 242–60. Boston, MA: Springer US, 1996. http://dx.doi.org/10.1007/978-1-4899-3015-6_13.

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Murtola, Laura-Maria, Heljä Lundgrén-Laine, and Sanna Salanterä. "Governance of Managerial Information Needed by Nurse Managers in Hospitals – A Literature Review." In Communications in Computer and Information Science, 104–18. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-32850-3_10.

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Grossman, Valerie Aarne, and Alexandra Penzias. "Radiology Nurse Manager." In Advanced Practice and Leadership in Radiology Nursing, 25–37. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-32679-1_3.

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Busch, Rebecca Mendoza Saltiel. "The Cyber-Nurse Case Manager." In The Cyber Patient, 53–64. Boca Raton : Taylor & Francis, 2019. | “A CRC title, part of the Taylor & Francis imprint, a member of the Taylor & Francis Group, the academic division of T&F Informa plc.”: Productivity Press, 2019. http://dx.doi.org/10.4324/9780429490040-3.

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Thomas, Alice M. "Management Information Systems: Determining Nurse Manager Requirements." In Nursing and Computers, 57–62. New York, NY: Springer New York, 1989. http://dx.doi.org/10.1007/978-1-4612-3622-1_6.

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Holland, Melanie J. "Too Much to Manage." In Case Studies in Gerontological Nursing for the Advanced Practice Nurse, 153–65. West Sussex, UK: John Wiley & Sons, Inc., 2013. http://dx.doi.org/10.1002/9781118785607.ch17.

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Hedges, Stephanie. "Who should offer advice?" In Practical canine behaviour: for veterinary nurses and technicians, 223–33. Wallingford: CABI, 2021. http://dx.doi.org/10.1079/9781789246810.0016.

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Tartaglia, Riccardo. "Brief Story of a Clinical Risk Manager." In Textbook of Patient Safety and Clinical Risk Management, 19–28. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-59403-9_2.

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AbstractThis chapter briefly describes the experience of a doctor who worked for over 15 years as a clinical risk manager in a regional health service. The chapter describes the phases of a project that started with the establishment and organization of a structure dedicated to patient safety and the creation of a network of doctors and nurses with the function of managing clinical risk. The project was therefore developed through the training of health workers and the creation of a reporting system for adverse events. The first results obtained and the criticalities experienced in the relationship with the political-administrative apparatus are reported. In Italy, this experience has contributed to the enactment in 2017 of an important law on the patient safety that has established centers for the management of health risk and the patient safety in every Italian region and has laid the foundations to further improve the quality of care in the Italian health service.
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Freebody, Jane. "The Supervision of Patient Occupation." In Mental Health in Historical Perspective, 235–60. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-13105-9_7.

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AbstractMental nurses and attendants spent more time with patients than any other members of mental hospital staff. The professionalism, experience and skills of the mental nurses influenced the type of occupation that could be prescribed by psychiatrists and how patients responded to it. Through an analysis of the skill sets of those supervising patient occupation, Freebody highlights the disparity in levels of training and professionalisation between English and French mental nurses during the interwar period. Training schemes and opportunities to gain qualifications were more widely available in England than in France. French psychiatrists complained that their nurses were uneducated, lacked commitment to the role and were incapable of supervising occupation at more than a rudimentary level. In England, nurses were more likely to hold a nursing qualification and their efforts to supervise occupation were supplemented by a new group of professionals, the occupational therapists. Others involved in supervising the occupation of patients included the workshop managers, whose skills in dealing with the mentally disordered were questioned by some doctors.
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Bramwell, Donna, Kath Checkland, Jolanta Shields, and Pauline Allen. "1948–1974: Community Nursing Services as a Local Government Service." In Community Nursing Services in England, 9–16. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-17084-3_2.

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AbstractTaking the first era from the inception of the NHS through to 1974, this chapter documents the establishment of the service as a home nursing service. Known as the ‘tripartite era’ because of the way provision of health services were divided between three types of bodies—Local Authorities (LA), Executive Councils of the Ministry of Health and Hospital Boards—this era would see a split enshrined between LA-provided community nursing services and medical services provided by the others. This split has been a feature of the NHS ever since, despite successive unifying re-organisations of the health service, and has come to define the way community nursing is perceived by policy apparent in this review. In line with the format of the chapters, we start to look at the role and function of district nurses (DNs) and begin to see how the role was focused on home care for the sick, management of infectious diseases and supporting doctors. We also begin to examine how DNs were managed and paid for and identify the enduring tensions in how they are organised—either geographically or attached to GP practices. We conclude this chapter with a brief paragraph summing up that for this era the role of district nurse services, despite becoming a national requirement, is rarely fully set out in policy. In other words, the district nursing service was largely invisible in policy terms.
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Conference papers on the topic "Nurse Managers"

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Jankelová, Nadežda, and Zuzana Joniaková. "The Relationship between the Workplace Support Infrastructure and the Role of Satisfaction Nurse Managers and its Moderators." In Sustainable Business Development Perspectives 2022. Brno: Masaryk University Press, 2022. http://dx.doi.org/10.5817/cz.muni.p280-0197-2022-8.

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The orientation of hospital management to the role of nurse satisfaction is important for increasing the quality of health care perceived by patients and is also reflected in many other outputs of health care facilities. The paper explores the moderating effects of work community and prosocial motivation on the relationship between workplace support infrastructure and the role of satisfaction nurse managers. We surveyed 132 head nurses from 5 university hospitals in Slovakia. A series of regression analyzes, and ANOVA analysis of variance were used to verify the formulated hypotheses. Significant but slightly direct effects of the supporting work infrastructure on the roles of satisfaction of head nurses. From these, managerial support has the most significant effect. The moderating effect of the working community is high and significant. The moderating effect of prosocial motivation is significant but low. The importance of managerial support in the role of satisfaction nurses managers with orientation towards building a work community. The prosocial motivation of head nurses has only a low strengthening effect. In the managerial position, it is suppressed by other factors.
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Sandehang, Priscylia Maria, and Muthmainnah. "Improving Nurse Managers’ Competencies: A Systematic Review." In The 1st International Conference of Indonesian National Nurses Association. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0008201300570066.

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Kim, Miyoung, Sujin Choi, and Ae-lee Choi. "Span of Control for Front-Line Nurse Managers: A Concept Analysis." In Healthcare and Nursing 2016. Science & Engineering Research Support soCiety, 2016. http://dx.doi.org/10.14257/astl.2016.128.01.

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Nicolls, Barbara Anne, Maria Cassar, Corinne Scicluna, and Sharon Martinelli. "Charting the competency-based eportfolio implementation journey." In Seventh International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2021. http://dx.doi.org/10.4995/head21.2021.13183.

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As health professionals, nurses are responsible not only for staying abreast of current professional knowledge to provide effective care but also for managing their own career, professional growth and development. Nurse educators have acknowledged that eportfolios provide a means through which nurses can record and provide evidence of skills, achievements, experience, professional development and, on-going learning, not only for themselves, but for the information and scrutiny of registration boards, employers, managers and peers. Recognising that practices to support these activities that foster 21st century learning should ideally start during their student years, the authors explored eportfolios as a valuable learning device for on-going personal and professional development for fostering students’lifelong learning and enhancing continuous personal and professional development. This paper describes the critical success factors for successful implementation of the Google Sites Practice eportfolio embedded in the three-year BSc(Hons) Nursing Programme in Malta. Evidence-based practice of successful eportfolio implementors was examined and their methods adapted to ensure the initiative had a sound foundation and fit for purpose.The authors argue that to be successful, eportfolio implementation must primarily be strategic, holistic, supported and have senior management buy-in and secondarily, have a robust tool, good pedagogy, and skilled and enthusiastic staff. Keywords:nursing;competency;implementation;eportfolio;Malta;Nurse Education
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Setiawan, Dewi Elizadiani Suza, and Farida Linda Sari Siregar. "Managerial Competencies among Nurse Managers at Universitas Sumatera Utara Hospital in Medan, Indonesia." In International Conference of Science, Technology, Engineering, Environmental and Ramification Researches. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0010101909290932.

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Lalleman, Pieterbas, Joanne Bouma, Gerhard Smid, Jananee Rasiah, and Marieke Schuurmans. "35 Catalysing nurse middle managers clinical leadership development through peer-to-peer shadowing: start tomorrow!" In Leaders in Healthcare Conference, Poster Abstracts, 4–6 November 2019, Birmingham, UK. BMJ Publishing Group Ltd, 2019. http://dx.doi.org/10.1136/leader-2019-fmlm.35.

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Rochefort, Christian M., Marie-Ève Beauchamp, Li-Anne Audet, Michal Abrahamowicz, and Patricia Bourgault. "53 Associations of four nurse staffing practices with hospital mortality: key lessons for hospital managers and leaders." In Leaders in Healthcare Conference, 17–20 November 2020. BMJ Publishing Group Ltd, 2020. http://dx.doi.org/10.1136/leader-2020-fmlm.53.

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Yamao, Naoki, and Y. Okada. "An Analysis of Drug Administration Taskson Safety Management in Medical Centers." In Applied Human Factors and Ergonomics Conference. AHFE International, 2020. http://dx.doi.org/10.54941/ahfe100323.

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The safety management in various hospitals recently has begun in order to reduce the incidents and prevent human errors. Among incidents that occurred in hospital, many are related to drug administration error. Drug administration error is a type of human error that occurs somewhere in the process spanning from medicine prescription by the doctor through administration by the nurse. We examined whether there is any problem with the incident report on the drug administration error in the hospital. Then, we found that it is difficult for safety manager with little experience, to find the problems in drug administration task. Also we found that they didn’t know how they would discuss countermeasures. Therefore we studied to help safety manager find and take measure in work including dangerous factors at drug administration tasks by evaluating the risk of the work. The method is evaluating the risk of the work in the drug administration tasks by using Factors List, Risk Score and Influence of the Factors. By using this method, it helps safety managers in the hospitals understand problems of the work in the drug administration tasks and activate the recurrence prevention activities of medical accident.
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Ally, Hafisa, W. E. Nel, and Wanda Jacobs. "Experiences of Operational Managers regarding the Management of Nurse Related Adverse Events in a Specific Hospital in South Africa." In Annual Worldwide Nursing Conference. Global Science & Technology Forum (GSTF), 2015. http://dx.doi.org/10.5176/2315-4330_wnc15.54.

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Akkaya, Bulent, and Anna Bagieńska. "WHAT IS THE RELATIONSHIP BETWEEN AGILE CAPABILITIES AND INNOVATION PROCESS?" In 12th International Scientific Conference „Business and Management 2022“. Vilnius Gediminas Technical University, 2022. http://dx.doi.org/10.3846/bm.2022.880.

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Today’s business environments are described as very highly competitive and dynamic. To be successful in these uncertain environments, health care organizations must be agile in order to change their strategies and actions. Moreover, achieving success is related to developing the innovative capacity of an organization. The purpose of this research is to test the link between agility capabilities and innovation process in healthcare organizations in Western of Turkey. Based on a quantitative study with a sample of 169 nurse managers from the healthcare organization, the hypothesized relationships were verified. The data were analysed with SPSS. The results showed that there is a posi-tive link between agility capabilities (competency, responsiveness, flexibility and quickness) and process innovation. The promotion and development of main capabilities of organization’s agility can have a positive effect on innovation.
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Reports on the topic "Nurse Managers"

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Jauny, Ray, and John Parsons. Delirium Assessment and Management: A qualitative study on aged-care nurses’ experiences. Unitec ePress, November 2017. http://dx.doi.org/10.34074/ocds.72017.

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Aged residential care (ARC) residents with morbid health conditions frequently experience delirium. This condition is associated with diminished quality of life, preventable morbidity and untimely death. It is challenging and costly to manage delirium because of the complex interplay of physical and psychiatric symptoms associated with this condition in both primary and secondary services. With awareness of risk factors and knowledge about delirium, ARC nurses can play a vital role in early identification, assessment and treatment, but most importantly in preventing delirium in aged-care residents as well as improving health outcomes. Focus groups were carried out with ARC nurses to ascertain their opinions on how they assess and manage delirium in ARC facilities in South Auckland, New Zealand. Findings identified that there were strengths and weaknesses, as well as gaps in assessment and management of delirium. Nurses would benefit from delirium education, appropriate tools and adequate resources to help them manage delirium. Issues with diagnosing delirium, anxiety about challenging behaviours, family dynamics, lack of training and absence of IV treatment were noticeable features in this study.
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Naude, Celeste. Are abortion procedures by nondoctor providers effective and safe? SUPPORT, 2017. http://dx.doi.org/10.30846/1701132.

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Training midlevel providers (midwives, nurses, and other nondoctor providers) to conduct surgical aspiration abortions and manage medical abortions has been proposed as a way of increasing women’s access to safe abortion in developing countries. It is important to know if abortion procedures administered by midlevel providers are more or less effective and safe than those administered by doctors.
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Chaparadza, Diana. An Analysis of Patient-Generated Health Data in Assisting Nurses and Physicians to Better Treat Patients with Hypertension. University of Tennessee Health Science Center, November 2020. http://dx.doi.org/10.21007/chp.hiim.0080.

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Patient Generated Health Data (PGHD is not new but it has gained more attention these past years due to the advent of smart devices, remote monitoring devices and many applications on various smart devices. PGHD reflects medications and treatment, lifestyle choices, and health history. Unlike traditional medical visits, where clinicians collect and manage data within their offices, PGHD is collected by patients throughout the course of their day and provides an insight of how they are responding to treatments or lifestyle choices. Examples include blood glucose monitoring or blood pressure readings using home health equipment, exercise and diet tracking using mobile applications or wearable devices such as the Fitbit or other smart watches.
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NHS managers need support to use tools to ensure safe nurse staffing levels. National Institute for Health Research, February 2019. http://dx.doi.org/10.3310/signal-000724.

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Specialist nurses can manage heart failure drug dosing successfully. National Institute for Health Research, February 2016. http://dx.doi.org/10.3310/signal-000196.

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Meeting family planning needs of factory workers in Port Said: Lessons from pilot testing an intervention in eight garment factories. Population Council, 2021. http://dx.doi.org/10.31899/sbsr2021.1043.

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The Evidence Project conducted an intervention to raise awareness about family planning and reproductive health (FP/RH) topics with factory workers in Port Said, Egypt. This policy brief describes lessons from its implementation over three years and offers recommendations for designing FP/RH worker health programs. These lessons and recommendations are based on insights from factory worker program beneficiaries, their peer educators, factory managers, and project staff. Key lessons learned from the intervention were: (1) worker health programs offered a unique venue for raising young people's awareness of FP/RH issues and available services; (2) factory workers played an important role in sharing FP/RH information with their co-workers, and factory nurses could expand their role to include FP/RH counseling for workers as well as referrals for FP/RH services; (3) factories with large numbers of female workers could consider on-site women's health clinics to address workers' FP/RH needs, and factory health committees for worker health program management may help enhance their sustainability.
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Meeting family planning needs of factory workers in Port Said: Lessons from pilot testing an intervention in eight garment factories [Arabic]. Population Council, 2021. http://dx.doi.org/10.31899/sbsr2021.1044.

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The Evidence Project conducted an intervention to raise awareness about family planning and reproductive health (FP/RH) topics with factory workers in Port Said, Egypt. This policy brief describes lessons from its implementation over three years and offers recommendations for designing FP/RH worker health programs. These lessons and recommendations are based on insights from factory worker program beneficiaries, their peer educators, factory managers, and project staff. Key lessons learned from the intervention were: (1) worker health programs offered a unique venue for raising young people's awareness of FP/RH issues and available services; (2) factory workers played an important role in sharing FP/RH information with their co-workers, and factory nurses could expand their role to include FP/RH counseling for workers as well as referrals for FP/RH services; (3) factories with large numbers of female workers could consider on-site women's health clinics to address workers' FP/RH needs, and factory health committees for worker health program management may help enhance their sustainability.
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Zimbabwe: CBD roles modified to address Zimbabwe's HIV/AIDS crisis. Population Council, 2002. http://dx.doi.org/10.31899/rh2002.1015.

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In September 1999, the Zimbabwe National Family Planning Council (ZNFPC) and the Population Council initiated a one-year study to assess the performance of ZNFPC’s community-based distribution (CBD) program. A continual decline in the program’s productivity, combined with the expanding HIV/AIDS epidemic, indicated a need to reconsider ZNFPC’s objectives and revise the roles and responsibilities of its full-time, salaried CBD agents. The study examined the productivity, costs, and potential sustainability of the CBD program. Researchers gathered information by reviewing program documents through 1999. They also interviewed program managers, district and community nurses, and community leaders and CBD agents from eight regions. They assessed community views through focus group discussions with female CBD clients, male and female users and nonusers of family planning, and youth. As noted in this brief, the study revealed a need to reorient the program to fit the country’s changing reproductive health needs—specifically the country’s growing HIV/AIDS crisis. The organization incorporated the study findings in a pilot program to improve organizational efficiency while focusing agents’ efforts on the HIV/AIDS crisis.
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Proceedings of the workshop on integrating reproductive tract infection case management in LGU health centers. Population Council, 1997. http://dx.doi.org/10.31899/rh1997.1003.

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This report documents the proceedings of a training workshop on reproductive tract infection (RTI) case management for physicians, nurses, and midwives in selected health centers of the Philippines. The training started with presentation of focus group discussion results emphasizing existing beliefs and perceptions of the community regarding RTIs. The results of the situation analysis served as an eye opener for many in that clients with RTI-related symptoms were found to be rather rare and not systematically managed in the health clinics. Many providers report that since they are not trained to handle such cases, they refer whoever comes with symptoms to the hospital or to private practitioners. The open forum sessions revealed preconceived notions and initial confusion regarding RTI management held by service providers. Participants were trained in history taking, physical examination, and management of RTIs. To guide service providers on giving appropriate messages to the client and the community, sessions on integrated RTI/FP counseling and community awareness were included. Training of service providers in RTI management is the first of several components of the RTI integration study.
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