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Dissertations / Theses on the topic 'Nurse Managers'

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Published: 4 June 2021
Last updated: 19 February 2023

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1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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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11

Shirey, Maria R. "Stress and Coping in Nurse Managers: A Qualitative Description." Thesis, Connect to resource online, 2009. http://hdl.handle.net/1805/1866.

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Thesis (Ph.D.)--Indiana University, 2009.
Title from screen (viewed on August 28, 2009). School of Nursing, Indiana University-Purdue University Indianapolis (IUPUI). Advisor(s): Anna M. McDaniel (Chair), Mary L. Fisher, Patricia R. Ebright, Bradley N. Doebbeling. Includes vita. Includes bibliographical references (leaves 140-154).
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Chirwa, Maureen L. "Management skills of middle-level nurse managers in Malawi." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1996. https://ro.ecu.edu.au/theses/952.

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Much has been written about the problems facing nurse managers in different countries including Malawi, yet the literature is sparse in relation to information about their perception of required management skills. There is enough evidence that nurse managers face many problems. These problems stem from different sources including organizational, economic, social or political changes. All changes within and outside the health care system affect nursing and its management. Nurse managers require relevant management skills to make valuable decisions and promote quality care, and enable them to motivate staff. Further, management skills will enable nurse managers to actively participate in policy making and financial management. In this way autonomy over nursing services can be maintained. This study took place in Malawi and explored tasks that Malawian middle-level nurse managers carry out, problems that they experience in carrying out their work, and their perceptions of management skills required in carrying out their work. Middle-level nurse managers in Malawi are known as matron and senior sisters. A two staged random sampling of 42 hospitals and 20 middle-level nurse managers was used. The hospitals included government and non-government hospitals known as CHAM (Christian Hospitals Association of Malawi). Data was collected using an interview schedule based on a conceptual framework adopted from King's Goal Attainment Theory. Field notes were taken alongside taped interviews, and administrative documents such as job descriptions were collected to provide complementary data. All interviews were transcribed and thematic analysis was used to analyze data. Results of the analysis demonstrated that middle level nurse managers in Malawi experience enormous problems in carrying out their work. Such problems included shortage of staff (especially registered nurses), and lack of adequate managerial knowledge of nurse managers themselves in policy making, financial management, and the setting and monitoring of nursing standards. In addition, results have indicated an increased amount of stress in the nursing profession in Malawi. Consequently, results have shown that middle-level nurse managers require management skills in resource management, setting nursing standards and financial management skills. Information obtained from this study will provide nurse managers with knowledge of the management skills they require to be more effective. The information will also be relevant for professional (management) development, as it would be used by policy makers to design management education curricula for nurses contemplating management careers or reviewing current management programs in nursing schools. In addition, the knowledge gained wi1l form a basis for future research.
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Tipton, Kevin D. "Staff nurse perceptions of the management competencies first line nurse managers need to be successful." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10002501.

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Leadership in today’s health care system is faced with challenges that require adequate educational training / preparation and practical experience. These challenges are manifested by a constant state of change which adds pressures and additional responsibilities to all health care providers. Adequate training / preparation can make a significant difference in the ability to appropriately and effectively improve and maintain work responsibilities. Historically, management opportunities have been available for adequately trained qualified personnel; however, consistent adequately trained first line nurse managers has not been the case. First line nurse managers are often promoted to their management position as a result of several characteristics; longevity in the nursing profession, exemplary clinical practice, or through a process of seniority, all of which may not be entirely management oriented. The literature states that promotion from nurse to a first line nurse manager position without management training may result in burnout, mistrust among colleagues, lack of respect, lack of leadership, division among departments, and overall poor performance. This study will examine the perceptions about the quality of nurse management training, and the problems encountered when such training does not occur. The study will also provide a basis for a review of the current literature to validate previous studies, provide current studies to include new input, and explore educational training ideas and suggestions addressing training concerns. This quantitative research will survey staff nurses seeking their individual perceptions of the competencies needed for first line nurse managers to be successful in their role. Data provided from staff nurses’ perceptions of the managerial skills and techniques of their current manager will be collected using a survey approach. The data will be used to analyze if there is an absence of needed managerial skills education and resolutions for a better approach. The target population for this study is staff / bedside registered nurses administering first level bedside care for patients in the hospital and/or clinical setting and from this population a sample of registered nurses currently enrolled or have been recently enrolled (within the last two years) in an associate degree to a baccalaureate nursing program.

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Westcott, Elizabeth J. "The role of coaching in the development of nurse managers." Thesis, Oxford Brookes University, 2014. https://radar.brookes.ac.uk/radar/items/0dbe0087-8e59-4edf-9b51-59e279fe40df/1/.

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There is evidence of the importance of the role of nurse managers who are first line managers of a team of nurses within any health sector. This puts the issue of the development of nurse managers on the agenda within the context of improving health care. However, there appears to be little understanding of the UK wide scope of nurse manager development and the means to increase its effectiveness. At the same time, it appears that some nurse managers receive coaching to help in their development. The aim of this study was to explore empirically the role that coaching is playing in the development of nurse managers in order to inform further research and policy makers about the potential utility and value of this means of development. This mixed methods study, using a pragmatist paradigm, gathered data from a quantitative survey and qualitative interviews. The survey was administered to elicit the national picture of nurse manager development and what role coaching was playing in this. Qualitative interviews were undertaken with nurse managers, coaches and directors of nursing to draw out their own experiences of coaching for nurse managers. Thematic analysis was the framework used for data interrogation, identifying new patterns and emerging themes. Nurse manager development was being undertaken across all four UK countries, with larger organisations being more likely to develop their managers than smaller ones. Themes that emerged from interviews included how nurse managers were introduced to coaching, how they balanced transitions, the role of reflection, the value of relationships and overlaps between clinical supervision, mentoring and coaching. Findings show that following coaching, nurse managers gained increased resilience, confidence and better coping mechanisms. This resulted in improved team management and cohesion and appeared to lead to better quality of care for patients. This study suggests the importance of nurse managers accessing coaching, to enable transformational leadership of their teams of nurses. It suggests also the importance for organisations to support a coaching culture, to ensure staff satisfaction, motivation and improved quality of patient care. A Coaching Impact Circle framework has been developed to illustrate the impact of coaching on the self, the team and the organisation.
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Edmunds, Elizabeth Ann. "Leadership Style of Nurse Managers in a Designated Magnet Hospital." Walsh University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=walsh1398030398.

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16

Roth, Tonya Ranee. "Impact of a Formal Mentorship Program on Frontline Nurse Managers." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6273.

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There are numerous factors that influence a nurse manager's job satisfaction and intention to remain in a job. The purpose of this project was to evaluate whether a formal mentorship program for nurse managers impacted job satisfaction and intention to remain in a job. A pilot program was developed and 15 nurse managers from 2 hospitals in the Pacific Northwest participated in a 6-month mentorship program. The program was guided by mentorship enactment theory and Kouzes and Posner's exemplary leadership framework. Using the Leadership Profile Inventory (LPI) and the Nurse Manager Practice Environment Scale (NMPES), job satisfaction, intention to stay in a job, and transformational leadership behaviors were measured before and after the program. Results were analyzed using a paired samples t test. There were statistically significant differences between the preprogram LPI scores (M= 212.27, SD=37.8) and postprogram scores (M=232.47, SD= 25.28); t (14) = -2.83, p =.013. There were also statistically significant differences between the preprogram NMPES Subscale 3: Culture of Generativity (M= 23.20, SD= 4.65) and postprogram scores (M= 26.20, SD= 4.74); t (14) = -2.40, p=.032. The results demonstrated a significant increase in job satisfaction, intention to stay, and transformational leadership behaviors. Implementation of this pilot program supported positive social change through reduced nurse manager turnover, resulting in a reduction of healthcare spending on replacement costs in addition to improved patient outcomes.
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17

Tsang, Alice Sau Mui. "The effect of organisational culture on leadership styles of nurse managers and job satisfaction of registered nurses." Thesis, Queensland University of Technology, 2002. https://eprints.qut.edu.au/36781/1/36781_Digitised%20Thesis.pdf.

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There is increasing interest to examine the leadership styles of ward managers following the introduction of hospital service reform in Hong Kong in 1991. The leadership effectiveness of ward managers reflects organisational characteristics and affects work satisfaction. This study explored the relationships among the organisational cultures of two Hospital Authority hospitals, the leadership behaviours of ward managers and the work satisfaction of qualified nurses. The data collection methods included a survey of ward managers (n=24) and qualified nurses (n=221), and in-depth interviews with the ward managers (n=26), their supervisors (n=8) (general managers of nursing (n=2) and department operations managers (n=6)) and their subordinates (qualified nurses (n=16)). The findings of the survey show that the two hospitals have weak constructive and predominantly defensive cultures. In the survey data, the ward managers perceive themselves to be less transformational and transactional in their behaviours than they are regarded by the qualified nurses. At interview, the ward managers reported using participative man_agement which accords with the expectations of the qualified nurses. The survey and interview data confirm that the qualified nurses' perceptions of the leadership behaviours of the ward managers are related to the training programmes they had followed and the educational preparation of the ward managers. The survey findings reveal differences in ward managers' and qualified nurses' levels of work satisfaction. The findings reported will serve as a baseline for the development of the organisational cultures of the hospitals, for improving the leadership of the ward managers, and for enhancing the work satisfaction of the qualified nurses. Change management strategies are proposed and directions for future research are suggested.
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Ramey, Jan Warner. "The relationship between leadership styles of nurse managers and staff nurse job satisfaction in hospital settings." Huntington, WV : [Marshall University Libraries], 2002. http://www.marshall.edu/etd/descript.asp?ref=142.

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19

Smith, Sheila M. "Retention of Staff Nurses and Nurse Managers in an Acute-Care Hospital| A Qualitative Case Study." Thesis, University of Phoenix, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10623625.

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Nursing is the largest health care profession in the United States, and health care organizations rely heavily on the services of registered nurses to provide quality care to patients. Unfortunately, the nursing shortage makes it critical for health-care leaders to identify potential issues that may be influencing nurses to leave the nursing profession and to develop solutions for retaining nurses in the nursing profession. The purpose of this qualitative case study was to explore the perceptions of three groups of RNs in an acute-care hospital setting regarding perceived issues that might influence nurses? intentions to leave the nursing profession and possible solutions to mitigate these issues. The three groups of nurses were (a) staff nurses with less than 5 years of nursing experience, (b) staff nurses with 5 or more years of nursing experience, and (c) nurse managers in the acute-care hospital setting. Exploring the perceptions of nurses was a practical means of seeking a better understanding of the lived experiences of staff nurses and managers to understand the issue of nurse retention in an acute-care hospital setting. Data were collected using a structured questionnaire that included demographic and open-ended, in-depth interview questions. Results indicated the importance of staff nurses and nurse managers? perceptions of issues influencing nurses to leave or remain in the nursing profession and perceived solutions to the issues and the need for further research to explore how different groups of nurses perceive different issues influencing their intent to leave the nursing profession.

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Moeta, Mabitja Elias. "The ability of nurse unit managers to manage conflict in the Nelson Mandela Bay public hospitals." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19168.

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Conflict exists in all health care settings across the world. In a profession such as nursing, where there is constant interaction among staff, conflict is a common and often unavoidable challenge. Conflict represents a state where two parties have differing views on issues considered important to each of them. There are various forms of conflict such as intrapersonal, interpersonal, inter-group and/or inter-organisational conflict. While not all conflict can be managed or requires the need to be managed, learning how to manage it, may reduce the chances of it recurring or producing negative consequences. The inappropriate management of conflict has been reported to contribute to decreased productivity, poor morale and financial loss in and for healthcare organisations. The goal of this study was to make recommendations regarding how to optimise conflict management by Nurse Unit Managers (NUMs). A qualitative, explorative, descriptive and contextual research study was conducted to explore and describe the ability of NUMs to manage conflict in the nursing units of the Nelson Mandela Bay public hospitals. NUMs working in the three (3) public hospitals of the Nelson Mandela Bay Municipality situated in the Eastern Cape Province of South Africa were interviewed using unstructured individual interviews to collect meaningful data on how the NUMs would manage conflict based on a conflict scenario presented to them. Data was directly collected from the participants. The researcher developed a conflict scenario and the model answer in consultation with experts in both nursing management and human resource management. This was done to relate the responses and themes from the data collected with what literature suggest as the appropriate management of conflict. Tesch’s method of thematic synthesis was utilised to analyse this data. Recommendations were developed for nursing practice, nursing education and nursing research. Data was collected from eleven NUMs with each of the participating hospitals represented in the interviews. Unstructured interviews were conducted. The unstructured interview consisted of one central question and probing questions. This was done for all the interviews until data saturation was reached. The data collected was then transcribed and coded yielding the themes and sub-themes for this study. The model answer was then used to gauge the responses of the participants in comparison to what literature suggests regarding effective conflict resolution and management. The three themes that emerged from the data were Nurse Unit Managers managed the conflict in an appropriate manner, Nurse Unit Managers avoided the conflict and Nurse Unit managers did not apply the accepted process to manage the conflict. Thereafter the ability of NUMs to manage conflict in a nursing unit was described based on the findings. The researcher ensured trustworthiness by using Guba and Lincoln’s criteria, namely credibility, dependability, conformability, transferability. The participants’ rights and dignity were protected and the integrity of the study safeguarded by complying with the following ethical principles: autonomy, beneficence and non-maleficence, justice, privacy and confidentiality as well as authenticity. The limitations of the study were that only NUMs from the general hospitals in the public sector participated in the study and therefore the ability of NUMs in other types of hospitals and the private sector are not known. Other levels of nursing management were not included in the study. The findings in this study could be integrated into the orientation, training and preparation of nurse managers by health care organisations and educational institutions as well as Human Resource Management practices.
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Foster, David William. "Structuring the self-development of nurse managers as an organizational imperative." Thesis, London South Bank University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.265590.

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Cameron, Nancy G. "Project Management: Collaboration Between Nurse Leaders and Medical Equipment Project Managers." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/7051.

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Westbrook, Linda Oakes. "Cognitive structures of first-line nurse managers in critical care settings /." Thesis, Connect to this title online; UW restricted, 1994. http://hdl.handle.net/1773/7299.

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Leger, John Michael, and Janne Dunham Taylor. "Financial Management for Nurse Managers: Merging the Heart with the Dollar." Digital Commons @ East Tennessee State University, 2017. https://www.amzn.com/1284127257.

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Financial Management for Nurse Managers: Merging the Heart with the Dollar, Fourth Edition is a unique text that addresses the financial management issues faced by nurse leaders in a variety of settings, including hospitals, ambulatory/outpatient clinics, long-term care facilities, and home care. With an evidence-based and practical approach, it covers a wide-range of financial information, including healthcare finance, economics, budgeting, reimbursements, accounting, and financial strategies. Completely updated and revised, the Fourth Edition features a new, streamlined structure that concentrates on core financial management topics while condensing supplemental material. As a result, the text is organized into three parts: * Healthcare, the Economy, and Value-Based Purchasing * Budget Principles * Financial Strategies and Accounting Issues The Fourth Edition also focuses on bringing financial concepts to life for students with real-life applications in nursing practice. For instructors, it offers invaluable resources, such as staffing and budgeting practice activities.Completely updated and revised, the Fourth Edition features a new, streamlined structure that concentrates on core financial management topics while condensing supplemental material. As a result, the text is organized into three parts: Healthcare, the Economy, and Value-Based Purchasing Budget Principles Financial Strategies and Accounting Issues The Fourth Edition also focuses on bringing financial concepts to life for students with real-life applications in nursing practice. For instructors, it offers invaluable resources, such as staffing and budgeting practice activities. Applicable Courses Nursing: Financial Management, Finance, Budgeting, and Finance
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Dunham-Taylor, Janne. "Financial Management for Nurse Managers: Merging the Heart with the Dollar." Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu_books/181.

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Financial Management for Nurse Managers: Merging the Heart with the Dollar, Third Edition is an essential text for nursing students and professionals because it addresses the financial management issues faced by nurse managers. Chief nursing officers and those in nurse administrator roles will also find this text valuable because of the acute focus on the financial impact of administrative and management decisions across hospitals and healthcare organizations. The Third Edition covers a broad range of topics, and demonstrates the interconnectivity between finance and other aspects of health care through evidence in healthcare finance, economics and cost accounting, budgeting, staffing effectiveness, and legal and ethical issues. The text is expertly organized and includes real-world examples to lend context to the reader. Coverage of the value-based reimbursement system is an integral component of the Third Edition. The authors emphasize the concept of giving the patient what is valued and recommend listening to patient needs, collaboration in healthcare decision-making, and shifting the role of the administrator to support care leaders. Additionally, the text has been updated to reflect the impact of the Affordable Care Act.
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Colwell, Floyd Jordan. "Leadership Strategies to Improve Nurse Retention." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6780.

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The nursing shortage and high turnover rates are a problem in the United States. The purpose of this multiple case study was to explore leadership strategies that hospital senior nurse managers in the Rocky Mountain states use to improve nurse retention. Participants were 6 hospital senior nurse managers including 3 chief nursing officers, 1 assistant chief nursing officer, and 2 directors who had demonstrated effective leadership strategies in retention of nurses. The leadership-motivated excellence theory was the conceptual framework. Semistructured interviews with open-ended interview questions were used to collect data; organization websites and documents were used to help corroborate evidence for triangulation. Data were analyzed using Yin's data analysis method. The major themes were leadership and retention strategies. The leadership strategies were senior nurse managers guiding, coaching, and mentoring registered nurses, and the retention strategies were tools used to motivate and retain registered nurses. The results may bring about positive social change by providing hospitals with leadership strategies to retain nurses. Improved retention rates of registered nurses may enhance the competitive advantage for hospitals by improving patient satisfaction scores and improving care. This improvement may result in increased hospital reimbursements and may influence organizational commitment to improving patient outcomes.
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Johnson, Gretchen Eileen. "Self-Care Activities and Nurse Manager Well-Being." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2734.

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The role of the nurse manager is important in organizations and influences outcomes such as the safety and quality of care provided on a unit, satisfaction, turnover of nursing staff, and overall health of the work environment. Stressors for managing nurses can impair physical and emotional health and lead to poor patient and staff satisfaction, safety, and outcomes. The evidence-based practice project will explore nurse managers' well-being and self-care activities. The theoretical framework of the project is the Relationship-Based Care Model as well as Kotter's change theory. The literature suggests that self-care activities can reduce stress and improve well-being. A group of nurse managers who have accountability for inpatient hospital units will be recruited to participate in the project through public discussion boards and email groups of organizations that support nurse leaders. They will be educated through a self-guided learning module about stress and self-care and then will be asked to participate in self-care activities 3 times weekly for 4 weeks. Following the education, the nurse managers will complete a researcher-crafted posteducational assessment to evaluate whether the education and activities met their needs, whether they learned new information, and the helpfulness of the project. Nurse managers participating in regular self-care are able influence positive social change by role modeling healthy coping skills to nurses providing direct care to patients. Self-care promotes effective stress management and contributes a healthier work environment.
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Gremel, Kathleen I. "Exploring nurse case managers' language decribing health needs and interventions with populations." Thesis, University of Rhode Island, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3558810.

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Major advances in health information technologies, safety and quality initiatives, and health policy changes have fueled the development and implementation of the Electronic Health Record (EHR). Any discipline's work and contribution to patient care exist in the EHR only as they are coded. Thus, coding nursing's knowledge, work and contribution to patient care in meaningful ways requires nurses to have a language that defines nursing concepts and works consistently and reliably. Currently the American Nurses Association (ANA) recognizes twelve (12) nursing languages being used in the EHR. Over the last forty years many research efforts have validated these nursing languages and mapped the languages to each other and to other clinical terminologies. Although these nursing languages exist and are in use, they were developed and are used primarily for describing nursing care to individual clients and occasionally extended to families and groups. Nursing languages describing the care of populations has not been well researched. Thus, the purpose of this study was to identify the descriptors and names nurse case managers used to refer to subpopulations, the data elements they used to assess subpopulations, the descriptors and names did nurse case managers use to refer to interventions for the subpopulation, and the descriptors and names used to refer to outcomes of the interventions.

The study was designed to investigate language used by nurses doing population based care. Participants were nurse case managers who were members of the Case Management Society of New England. A questionnaire was distributed in both online and written formats; 19 participants answered questions based on a case study about subscribers of an insurance company with diabetes mellitus. A tentative folk taxonomy was generated from responses to the questionnaire. Although the tentative folk taxonomy requires further investigation, it identified ten categories labeled utilization, cost, disease-related, treatment-related, people factors, living factors, education, support/coach/care coordination, and type of interactions. Thirty-nine subcategories were associated with the five categories and gave more specificity to the language in the categories. Further investigation of the folk taxonomy with different samples is needed to validate the categories and subcategories followed by additional research with different diseases and conditions.

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Al-Hamdan, Zaid. "Conflict management styles used by nurse managers in the Sultanate of Oman." Thesis, De Montfort University, 2008. http://hdl.handle.net/2086/4110.

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The purpose of this study was to explore the conflict management styles used by nurse managers in the Sultanate of Oman. Statistically significant differences related to demographic variables, including age, gender, nationality and educational level were examined, as well as years of experience as registered nurse or nurse manager and years in the current post. An approach combiniJ:1g quantitative and qualitative methods was employed to obtain a more precise and complete view of conflict management styles used by nurse managers from different levels, nationalities and genders with different nursing qualifications working in the same environment. /' A total of 271 nurse managers participated in the quantitative part. They completed a form adapted from ROCI II (Rahim,1983). Three focus group interviews were conducted in three hospitals involving twenty nurse managers at first and middle levels from different nationalities. Percentage, means, standard deviations and nonparametric tests were used to analyse the quantitative data. The results of this study indicate that nurse managers use different styles of conflict management, although there were differences in the choice of styles according to gender, nationality, nursing education, nursing management level and marital status. In addition to the five styles, the outcomes of the focus group interview discussions ' showed that nurse managers manage conflict by reporting it to a higher authority in order to avoid confrontatjon. The discussions provide explanations for the choice of styles used by nurse managers. The results show that the nurse managers' styles depend on the other party's position and gender; the majority of the participants agreed that age, years of experience, gender and nursing education played a role in conflict management style. This study has implications for nurse managers, health policy makers, nursing educators and human resource departments in the nursing profession.
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Dunham-Taylor, Janne, Joseph Z. Pinczuk, and Jo-Ann Marrs. "Ethics in Nursing Administration in Health Care Financial Management for Nurse Managers." Digital Commons @ East Tennessee State University, 2005. https://dc.etsu.edu/etsu-works/7105.

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Lancero, Ann Wyckoff 1947. "Work satisfaction among nurse case managers: A comparison of two practice models." Thesis, The University of Arizona, 1994. http://hdl.handle.net/10150/278403.

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Case management by professional nurses is a rapidly expanding function within managed care systems. The purposes of this study were to describe the extent of perceived control over nursing practice, job stress, and work satisfaction among 30 Nurse Case Managers (n = 30) practicing in two different models of nursing case management and to describe the impact of control over nursing and job stress on work satisfaction. Three instruments were used: Control Over Nursing Practice Scale, Nurse Case Manager Job Stress Index, and Index of Work Satisfaction for Nurse Case Managers. Work satisfaction was positively correlated with control over nursing practice (r =.65, p =.01) and a negatively correlated with job stress (r = -.43, p =.01). Demographic characteristics were not correlated with the variables under study. Control over nursing practice had a stronger impact (B =.59) on work satisfaction than did job stress (B = -.33); together they explained 53 percent of the variance in work satisfaction.
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Porter, Rebecca Blanche. "Nurse managers' moral distress in the context of the hospital ethical climate." Diss., University of Iowa, 2010. https://ir.uiowa.edu/etd/2758.

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Moral distress is a negative emotional and somatic response to external constraints on moral action. The constraints are typically identified as a component of the work environment, called the ethical climate. Moral distress is identified as a primary reason for job attrition by up to one-quarter of registered nurses who leave their jobs. One strategy suggested to staff nurses who experience moral distress is to consult their Nurse Manager (NM). However, the moral distress of NMs who are employed in acute care hospitals is poorly understood. The purpose of this qualitative study was to examine NMs' perceptions of the external constraints on moral agency, specifically the hospital ethical climate, which leads to their experience of moral distress and how attributes of the ethical climate facilitated or impeded resolution of their moral distress. Semi-structured, audio-recorded telephone interviews were conducted with 17 NMs from across United States. An interpretive description design using an iterative process between data collection and data analysis was used. Data were analyzed through descriptive coding and thematic analysis. The participants in this study were 15 women and 2 men with a mean age of 46.4 years. The mean length of time in their current positions was slightly less than 5 years. Of the 17 hospitals represented, 6 were affiliated with a university and 4 had a religious affiliation. Fifteen of 17 NMs described situations in which the implicit and explicit values of the hospital were incongruent with their personal moral values and professional ethics. Common themes describing factors contributing to moral distress were administrative policies, negative communication patterns and relationships with physicians, issues related to staff nurses, issues related to patients and families, and multiple competing job obligations. Respondents described strategies to navigate through their moral distress. The strategies included taking a positive perspective, seeking the advice of NM colleagues, reliance on a positive relationship with a supervisor, and talking it through with family members. For 5 of the 15 NMs who experienced moral distress, their final strategy included plans to resign from their positions. Issues within the ethical climate of the hospital that were perceived to contribute to the development of moral distress among this cohort of NMs differed from those reported for staff nurses. Further examination of strategies used by NMs to improve the ethical climate may yield insights into effective ways to address moral distress for this population.
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Ellis, L'Ouverture. "Nurse Managers’ Self and Authentic Leadership in Relation to Their Job Satisfaction." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7635.

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There is a high cost to nurse manager turnover and added to this challenge is the difficult tasks that hospitals have of recruiting and retaining nurse managers. These difficulties make it challenging for healthcare providing institutions to achieve consistent positive patient and staff outcomes. The current study examined the relationship between self-leadership, authentic leadership, and job satisfaction with nurse managers. Three elements making up the theoretical framework of this research were self-leadership, authentic leadership, and job satisfaction. The 2 predictor variables were self-leadership and authentic leadership. An evaluation of whether a relationship existed between the predictors and the criterion, job satisfaction, was made. A total of 76 nurse managers completed an online survey, and a linear regression was used to analyze the data. Results indicated that self-leadership was not a statistically significant predictor of job satisfaction at a CI of 95%. Authentic leadership and 3 of its 4 dimensions were found statistically significant as a predictor of job satisfaction at a CI of 95%. This study may have implications for positive social change through its indirect effect on the management and execution of patient care.
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Skytt, Bernice. "First-line Nurse Managers' Preconditions for Practise : The Important Interplay between Person and Organization." Doctoral thesis, Uppsala : Acta Universitatis Upsaliensis, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8314.

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Jay, Mercia Vanita. "Learning outcomes towards the formal training of nurse case managers practising in South Africa." Thesis, Cape Peninsula University of Technology, 2007. http://hdl.handle.net/20.500.11838/1540.

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Thesis (MTech (Nursing))--Cape Peninsula University of Technology, 2007
This study focuses on the specialised field of Nurse Case Management and the need for formal training for Nurse Case Managers (NCMs). In particular, the study aimed to establish what the outcomes should be of a learning programme for practising NCMs in South Africa. I used a descriptive survey study design. Data was collected using the Delphi technique. The Delphi technique involves questionnaires to be distributed, collation of the data returned and the distribution of a revised questionnaire for input from the participants. Each questionnaire distributed becomes a 'round' and forms part of the process of data collection. A group of experts working in the field of managed healthcare (MHC) were included as the study respondents. Consensus was reached after three rounds as to what the learning outcomes for NCMs should be. This study found that NCMs practising in South Africa require a specialised set of competencies that are not covered in the basic general nursing training. A learning programme for this area of specialisation needs to include outcomes related to relevant legislation, a code of ethics, managerial and clinical competence, administrative competence in managing contracts, good governance, research, (data analyses) and (business) reporting within the context of MHC.
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Greathead, Erica. "Role competencies of first-line nurse managers in community health centres : a delphi study." Master's thesis, University of Cape Town, 2000. http://hdl.handle.net/11427/2951.

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Bibliography: leaves 166-194.
This study was conducted to determine the role competencies required of first-line nurse managers of Community Health Centres (CHC) in South Africa with the implementation of the district health system and the corresponding delegation of authority and responsibility to lower levels of management. A Delphi technique was utilised, which involved a panel of 24 senior nurse managers.
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Shiviti, Mamere P. "Work related stress amongst nurse managers in a rural district hospital in Limpopo Province." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/75176.

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BACKGROUND Work related stress is a globally discussed and known phenomenon in countries irrespective of their stage of economic development. The nature of work related stress is harmful and uneconomic as it hampers productivity in the provision of quality services in organisations and give rise to undesirable socio-economic effects. Work related stress is a mismatch that occurs between an individual and the work environment, wherein the higher the imbalance between the external demands and an individual’s abilities. Nursing is noted for producing relatively high levels of stress due to the pressure-full and demanding nature of the job. Within nursing, nurse managers are noted to be specifically vulnerable to experiencing higher stress levels due to the stressful situations they are constantly facing, the higher the level of stress that will be experienced. Work related stress may have negative consequences for nurse managers such as lack of concern for themselves or their work and a negative self-image AIM AND OBJECTIVE The aim of this study was to explore and describe the perceptions of nurse managers in a rural public hospital regarding work related stress. METHOD The study was explorative and descriptive qualitative in nature. Semi-structured interviews were conducted with 33 nurse managers working at the designated hospital. By using content analysis five themes were identified: 1) Causes of work related stress, 2) Signs and symptoms of work related stress, 3) Consequences of work related stress, 4) Current strategies to cope with work related stress, 5) Recommended strategies to cope with work related stress. FINDINGS Nurse managers in the rural district hospital are aware of the nature of work related stress in their work, the causes and contributory factors, and several strategies they deem important to assist in the management of work related stress were recommended. CONCLUSION Nurse managers in a rural district hospital are exposed to high levels of work related stress due to the nature of their job and poor working conditions in the hospital. Recommendations to assist in the management of work related stress were made. KEYWORDS: work related stress, nurse managers, rural areas, district hospital
Dissertation (MNurs Nursing Management)--University of Pretoria, 2020.
Nursing Science
MNurs (Nursing Management)
Unrestricted
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Iro, Elizabeth. "The leadership experience of first line nurse managers working in the Cook Islands a qualitative descriptive study : a thesis submitted to Auckland University of Technology in partial fulfillment of the requirements for the degree of Master of Health Science (MHSc), 2007 /." Click here to acces resource online, 2007. http://aut.researchgateway.ac.nz/handle/10292/79.

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Thesis (MHSc--Health Science) -- AUT University, 2007.
Includes bibliographical references. Also held in print (xi, 107 leaves : ill. ; 30 cm.) in North Shore Campus Theses Collection (T 610.73099623 IRO)
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Judkins, Sharon Kay. "Hardiness, stress, and coping strategies among mid-level nurse managers: Implications for continuing higher education." Thesis, University of North Texas, 2001. https://digital.library.unt.edu/ark:/67531/metadc2799/.

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This study investigated relationships among hardiness, stress, and coping strategies among mid-level nurse managers in hospitals. Coping strategies were hypothesized to be positively related to stress. In addition, hardiness and its components were hypothesized to be positively related to stress and coping strategies. Demographics were hypothesized to be unrelated to stress, hardiness, and coping strategies. Both hardiness and coping strategies were hypothesized to be predictors of stress. Pearson correlation coefficients, multiple regression, and linear regression were used in data analysis. Stress was associated with specific coping strategies viz., confrontation, selfcontrolling, accepting responsibility, and escape-avoidance. High hardiness, particularly commitment and challenge, was associated with low levels of stress and with problemfocused coping strategies. By contrast, low hardiness was associated with high stress and use of emotion-focused strategies. Significant demographics, when compared to study variables, included age, experience, time with supervisors, number of direct reports, highest degrees obtained, and formal or informal higher education in management. Young nurse managers who were less experienced in nursing and management, and who had fewer direct reports, reported the highest stress levels among nurse managers. High hardiness, particularly commitment, was a strong predictor of low levels of stress; use of escape-avoidance was a significant predictor of occupational stress. This study supported the theoretical suppositions of lower stress if hardiness and specific coping strategies are high among mid-level nurse managers. Potential exists for work-related stress to be reduced by increasing hardiness and adaptive coping strategies. Implications for higher education research and practice are discussed.
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Rollison, Lynn Rachel. "Constructing leadership and power within an androcentric organization, a case study of four nurse managers." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1996. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/mq21916.pdf.

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Zechner, Solveig Antonia. "Self-assessment of managerial competencies of nurse managers in South Africa - identifying the skills gaps." Thesis, University of the Western Cape, 2008. http://hdl.handle.net/11394/2718.

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Magister Commercii - MCom
Broad access to healthcare services is a key factor of human development in any country. The current health care situation in South Africa can be diagnosed as critical. The hospitals are understaffed, over-occupied and the diseases like Human Immunodeficiency Virus (HIV) give health care workers additional challenges. The demand for management skills in the health sector including those for nurse managers is high. A recent World Health Organization (WHO) study of nurses working in maternal health services identified good management as more important than salary, unless the remuneration was dramatically higher. In South Africa, little empirical research exists about the management skills of nurse managers, even though proper management of human resources is vital to achieve better outcomes and access to health care around the world. In South Africa, a greater focus on human resource management in health care and more research is needed to develop new policies that will help to address the skills gap of nurse managers. The object of this research project was to identify the gaps between required and existing management skills of senior nurse managers in South Africa in private and public hospitals. Once identified, this skills gap assessment can be used by employers and policy-makers to define the management education that nurse managers require. The research is based on a survey of nurse managers in private and public hospitals using a questionnaire. The survey instrument was based on prior research of hospital managers' competencies in South Africa, and a review of the related theoretical literature.
South Africa
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Buffenbarger, Jennifer Sylvia. "Nurses' Experiences Transitioning from Staff Nurse to Management in a Community Hospital." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2346.

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This project study addressed the problem of frequent turnover of nurse managers at a Northeastern community hospital. The lack of retention of nurse managers has led to attenuated support for the nursing staff who continued to hold the front line in patient care. The purpose of this qualitative bounded case study was to explore nurse managers' experiences with turnover in order to identify strategies for enhancing retention. Work empowerment and servant leadership theories served as the frameworks for the study. Research questions focused on nurse managers' perceptions of empowerment and servant leadership characteristics that were important in decisions to assume and remain in a management/leadership role. Data collection included audio-recorded interviews with seven current or past full-time nurse managers, and observation of three of the participants at a leadership meeting. Interview transcripts were open coded and thematically analyzed. Observation data were categorized according to empowerment and servant leadership characteristics. Five themes were identified that related to research questions: struggling in management transition, seeking opportunity for transformation, being committed but powerless, embarking unprepared on an unplanned journey, and having the presence to lead others by serving. The findings of this study guided development of a 12-month program for new nurse managers that integrated characteristics of servant leadership to empower leaders and others. These contributions may promote positive social change by preparing new nurse managers for their role and developing their skills to become successful nurse managers.
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Harrison, Joseph Jr. "Future personal attributes and job competencies needed by the Texas Department of State Health Services (DSHS), state hospital section, registered nurse managers: a Delphi study." Texas A&M University, 2005. http://hdl.handle.net/1969.1/2569.

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The first purpose of this study was to describe and illustrate a modification of the Delphi technique that was designed to identify future personal attributes and job competencies needed to help update requirements for the year 2006 needed by the Texas Department of State Health Services (DSHS) nursing middle manager, the registered nurse manager, as perceived by the DSHS subject matter experts. The subject matter experts consisted of a group of registered nurses holding leadership positions in the DSHS, State Hospital Section. The second purpose was to determine a consensus of future personal attributes and job competencies developed from the responses of the DSHS subject matter experts. For the last purpose of this study, using the findings of the future personal attributes and job competencies identified through this study, DSHS would have a tool to develop a model to guide hiring decisions and initial training. Additionally, the hiring and initial training model could also serve to assist in developing a content model for future in-service and continuing education training. The modified Delphi technique used in this study was comparable to the complete Delphi technique in terms of approach, for example, using a sequence of rounds with chosen experts and objectives to predict future events and to arrive at consensus. For this study, the foremost modification of the Delphi technique consisted of beginning the process with a set of 28 thoroughly selected personal attributes and job competencies clusters that the panel could use as a guide for personal attributes and job competencies selection. These pre-selected personal attributes and job competencies clusters were drawn from various sources including related competency profiles, job descriptions, and synthesized reviews of the literature. The approach consisted of a 15-member expert panel of 10 nurse managers and 5 chief nurse executives currently working within and representing the 11 facilities of the DSHS, State Hospital Section. The panel members were nominated by the nursing director of the State Hospital Section of the Texas Department of State Health Services. The panel completed three rounds of the Delphi process, identifying 24 personal attributes and job competencies clusters.
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LeBlanc, Adele B. "The role of the nurse in assessing and responding to clients' substance use, perceptions of psychiatric inpatient nurses and nursing unit managers." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1996. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq25001.pdf.

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Peregrina, Michael. "Lost in transition a study of the leadership practices of nursing unit managers /." View thesis, 2009. http://handle.uws.edu.au:8081/1959.7/45489.

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Thesis (M.Sc. (Hons.))--University of Western Sydney, 2009.
A thesis presented to the University of Western Sydney, College of Health and Science, School of Nursing and Midwifery, in fulfilment of the requirements for the degree of Master of Science (Hons.). Includes bibliographies.
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McMullen, Judith. "Exploration of the experience of nurse managers in incidents of abuse and neglect in institutional settings." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ37413.pdf.

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Hollett, Jane E. "The experience of managing from the perspective of first-line nurse managers working in program management." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ63160.pdf.

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Dondashe-Mtise, Tobeka. "Exploratory study on attitudes of nurse managers towards quality improvement programmes in the East London hospital complex." Thesis, University of Fort Hare, 2011. http://hdl.handle.net/10353/316.

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This study was aimed at investigating the attitudes of nurse managers towards quality improvement programmes in the East London Hospital Complex. The research design comprised a qualitative, exploratory and descriptive approach. A purposive sample of 10 nurse managers participated in the study. The data were collected through interviews, using a semi-structured interview guide. Interviews were recorded using audiotape. Data were analysed manually and by using the computer software Atlas ti. Positive and negative themes were identified and ethical consideration was ensured by means of privacy, confidentiality and anonymity. The findings revealed that nurse managers in the East London Hospital Complex had overall positive attitudes towards quality improvement programmes. A few negative attitudes and their contributory factors were also identified. The limitations of the study and recommendations based on the findings of the study are presented
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Hodson, Mary. "The meaning of educational change : an exploration of the meaning and effects of the recent changes in nurse education from the perspectives of nurse teachers and managers." Thesis, Open University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.273366.

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Hess, Edward Alan. "The impact of diabetes nurse care managers in outlying medical offices on quality of care: An empirical investigation." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/1744.

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The objective of this study is to evaluate the impact of the Diabetes Nurse Care Manager on an at-risk diabetic population using a Primary Group Visit Model in Outlying Medical Offices within the Kaiser-Permanente Health Care System upon the process and outcome of care in this population.
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