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Competencies of Nurse Managers as Predictors of Staff Nurses’ Job Satisfaction and Turnover Intention
Nurse managers have played an integral role in stabilizing the nursing work environment and workforce in the face of the COVID-19 pandemic, yet the competencies required for such a feat are largely unknown. This study was conducted during the pandemic to identify the specific domains of nurse manage...
Autores principales: | , , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
MDPI
2022
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9517267/ https://www.ncbi.nlm.nih.gov/pubmed/36141733 http://dx.doi.org/10.3390/ijerph191811461 |
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author | Choi, Pin-Pin Lee, Wai-Man Wong, Suet-Shan Tiu, Mei-Ha |
author_facet | Choi, Pin-Pin Lee, Wai-Man Wong, Suet-Shan Tiu, Mei-Ha |
author_sort | Choi, Pin-Pin |
collection | PubMed |
description | Nurse managers have played an integral role in stabilizing the nursing work environment and workforce in the face of the COVID-19 pandemic, yet the competencies required for such a feat are largely unknown. This study was conducted during the pandemic to identify the specific domains of nurse manager competencies that associate with nurse outcomes. A cross-sectional survey was conducted on a convenience sample of 698 staff nurses to measure the perceived competence of their nurse managers and their job satisfaction and turnover intention levels. The overall perceived nurse manager competency level in our sample was 3.15 out of 5 (SD = 0.859). The findings indicated that 34.3% of nurses were dissatisfied with their current jobs, and 36.3% of nurses were considering leaving their current workplace. Regression analyses identified “Team Communication and Collaboration” (β = 0.289; p = 0.002), “Staff Advocacy and Development” (β = 0.229; p = 0.019), and “Quality Monitoring and Pursuance” (β = 0.213; p = 0.031) as significant predictors of staff nurses’ job satisfaction and “Staff Advocacy and Development” (β = −0.347; p < 0.000) and “Team Communication and Collaboration” (β = −0.243; p = 0.012) as significant predictors of nurses’ turnover intention. The findings of the study have implications for the future recruitment, training, and performance evaluation of nurse managers. |
format | Online Article Text |
id | pubmed-9517267 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2022 |
publisher | MDPI |
record_format | MEDLINE/PubMed |
spelling | pubmed-95172672022-09-29 Competencies of Nurse Managers as Predictors of Staff Nurses’ Job Satisfaction and Turnover Intention Choi, Pin-Pin Lee, Wai-Man Wong, Suet-Shan Tiu, Mei-Ha Int J Environ Res Public Health Article Nurse managers have played an integral role in stabilizing the nursing work environment and workforce in the face of the COVID-19 pandemic, yet the competencies required for such a feat are largely unknown. This study was conducted during the pandemic to identify the specific domains of nurse manager competencies that associate with nurse outcomes. A cross-sectional survey was conducted on a convenience sample of 698 staff nurses to measure the perceived competence of their nurse managers and their job satisfaction and turnover intention levels. The overall perceived nurse manager competency level in our sample was 3.15 out of 5 (SD = 0.859). The findings indicated that 34.3% of nurses were dissatisfied with their current jobs, and 36.3% of nurses were considering leaving their current workplace. Regression analyses identified “Team Communication and Collaboration” (β = 0.289; p = 0.002), “Staff Advocacy and Development” (β = 0.229; p = 0.019), and “Quality Monitoring and Pursuance” (β = 0.213; p = 0.031) as significant predictors of staff nurses’ job satisfaction and “Staff Advocacy and Development” (β = −0.347; p < 0.000) and “Team Communication and Collaboration” (β = −0.243; p = 0.012) as significant predictors of nurses’ turnover intention. The findings of the study have implications for the future recruitment, training, and performance evaluation of nurse managers. MDPI 2022-09-12 /pmc/articles/PMC9517267/ /pubmed/36141733 http://dx.doi.org/10.3390/ijerph191811461 Text en © 2022 by the authors. https://creativecommons.org/licenses/by/4.0/Licensee MDPI, Basel, Switzerland. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY) license (https://creativecommons.org/licenses/by/4.0/). |
spellingShingle | Article Choi, Pin-Pin Lee, Wai-Man Wong, Suet-Shan Tiu, Mei-Ha Competencies of Nurse Managers as Predictors of Staff Nurses’ Job Satisfaction and Turnover Intention |
title | Competencies of Nurse Managers as Predictors of Staff Nurses’ Job Satisfaction and Turnover Intention |
title_full | Competencies of Nurse Managers as Predictors of Staff Nurses’ Job Satisfaction and Turnover Intention |
title_fullStr | Competencies of Nurse Managers as Predictors of Staff Nurses’ Job Satisfaction and Turnover Intention |
title_full_unstemmed | Competencies of Nurse Managers as Predictors of Staff Nurses’ Job Satisfaction and Turnover Intention |
title_short | Competencies of Nurse Managers as Predictors of Staff Nurses’ Job Satisfaction and Turnover Intention |
title_sort | competencies of nurse managers as predictors of staff nurses’ job satisfaction and turnover intention |
topic | Article |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9517267/ https://www.ncbi.nlm.nih.gov/pubmed/36141733 http://dx.doi.org/10.3390/ijerph191811461 |
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