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Factors that facilitate Registered Nurses in their first-line nurse manager role

Authors

  • Karen Cziraki BScN, MSc,

    Integrated Professional Practice Specialist and Registered Nurse, Corresponding author
    1. Grand River Hospital, Kitchener, Ontario, Canada
    2. Cambridge Memorial Hospital, Cambridge, Ontario, Canada
    • Correspondence

      Karen Cziraki

      Grand River Hospital

      PO Box 9056

      3570 King Street East

      Kitchener

      Ontario

      Canada N2A 2W1

      E-mail: karen.cziraki@grhosp.on.ca

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  • Colleen McKey PhD, CHE, FACHE,

    Assistant Dean and Registered Nurse
    1. School of Nursing (Academic Resources), McMaster University, Hamilton, Ontario, Canada
    2. McMaster University, Hamilton, Ontario, Canada
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  • Gladys Peachey PhD,

    Assistant Professor and Registered Nurse
    1. School of Nursing, McMaster University, Hamilton, Ontario, Canada
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  • Pamela Baxter PhD,

    Associate Professor
    1. School of Nursing, McMaster University, Hamilton, Ontario, Canada
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  • Brenda Flaherty BA, MPA

    Executive Vice President for Clinical Operations and Registered Nurse
    1. Hamilton Health Sciences, Hamilton, Ontario, Canada
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Abstract

Aim

To determine the factors that attract and retain Registered Nurses in the first-line nurse manager role.

Background

The first-line nurse manger role is pivotal in health-care organisations. National demographics suggest that Canada will face a first-line nurse manager shortage because of retirement in the next decade. Determination of factors that attract and retain Registered Nurses will assist organisations and policy makers to employ strategies to address this shortage.

Methods

The study used an exploratory, descriptive qualitative approach, consisting of semi-structured individual interviews with 11 Registered Nurses in first-line nurse manager roles.

Results

The findings revealed a discrepancy between the factors that attract and retain Registered Nurses in the first-line nurse manager role, underscored the importance of the mentor role and confirmed the challenges encountered by first-line nurse managers practicing in the current health-care environment.

Conclusions

The first-line nurse manager role has been under studied. Further research is warranted to understand which strategies are most effective in supporting first-line nurse managers.

Implications for Nursing Management

Strategies to support nurses in the first-line nurse manager role are discussed for the individual, programme, organisation and health-care system/policy levels.

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