Cargando…

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...

Descripción completa

Detalles Bibliográficos
Autores principales: Choi, Pin-Pin, Lee, Wai-Man, Wong, Suet-Shan, Tiu, Mei-Ha
Formato: Online Artículo Texto
Lenguaje:English
Publicado: MDPI 2022
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
_version_ 1784798897268326400
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
work_keys_str_mv AT choipinpin competenciesofnursemanagersaspredictorsofstaffnursesjobsatisfactionandturnoverintention
AT leewaiman competenciesofnursemanagersaspredictorsofstaffnursesjobsatisfactionandturnoverintention
AT wongsuetshan competenciesofnursemanagersaspredictorsofstaffnursesjobsatisfactionandturnoverintention
AT tiumeiha competenciesofnursemanagersaspredictorsofstaffnursesjobsatisfactionandturnoverintention