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Kramer, M., Maguire, P., Schmalenberg, C., Brewer, B., Burke, R., Chmielewski, L., & Waldo, M. (2007). Nurse manager support. What is it? Structures and practices that promote it. Nursing Administration Quarterly, 31, 325-340. doi:10.1097/01.NAQ.0000290430.34066.43

has been cited by the following article:

• TITLE: How Staff RNs Perceive Nurse Manager Roles

  AUTHORS: Rebecca A. Feather, Patricia R. Ebright

  KEYWORDS: Job Satisfaction; Managers’ Behavior; Disconnect

  JOURNAL NAME: Open Journal of Leadership, Vol.2 No.3, August 23, 2013

  ABSTRACT: Purpose: Nurse managers’ behaviors and job satisfaction are commonly addressed in the literature; however, registered nurse perceptions of nurse manager behaviors provide a unique perspective that may inform future strategies designed to enhance RN job satisfaction. The purpose of this study was to assess the perceptions of registered nurses that were explored through focus groups to learn the behaviors of nurse managers that most influence registered nurse’s job satisfaction. Methods: Five focus groups were conducted through semi-structured interviews of a total of 28 RNs to provide data that were coded through qualitative content analysis for themes. Findings: The findings provide nurse managers with data related to the perceptions of RNs and the behaviors of managers that influence job satisfaction. In relation to the focus group’s discussions, a disconnection was identified between the perceptions of the RNs regarding their actual work issues and the nurse manager’s role on the hospital unit. There were five themes that emerged in the category of RNs perceived disconnect between work issues and the manager’s role. The daily role, manager meeting time, visibility of nurse managers, no longer a nurse, and RN preferences for the nurse manager role. Conclusion: Findings support past research in relation to the perceptions of RNs wanting to be respected, included in communication, and the need to feel cared for by nurse managers to have higher levels of job satisfaction. This study provided findings important to staff nurses, nurse managers and administration. There is a need for administrator support for nurse manager’s ability to spend more time on the unit with RNs to attend to direct care provider relationships and team building through communication with staff is a recommended approach for decreasing the disconnect between RNs and nurse managers.