Share this article on:

Straight talk: Nurse manager role stress

doi: 10.1097/01.NUMA.0000515597.92505.a4
CE Connection

GENERAL PURPOSE: To provide information about the causes of stress associated with the nurse manager role. LEARNING OBJECTIVES/OUTCOMES: After completing this continuing-education activity, you should be able to: 1. Discuss the purpose of the author's study and the themes that emerged. 2. Identify recommendations for reducing nurse manager stressors.

  1. In 2010, the turnover rate for nurse managers was
    1. 3.3%.
    2. 5.3%.
    3. 8.3%.
  2. The most common reason for nurse managers to leave their position is
    1. burnout.
    2. family.
    3. promotion.
  3. The “sink or swim” theme that emerged from the participant interviews refers to a lack of
    1. orientation to the nurse manager role.
    2. nursing staff member respect.
    3. nursing administration support.
  4. In the first year, new nurse managers stated that they generally felt
    1. anxious.
    2. depressed.
    3. overwhelmed.
  5. Another aspect of the “sink or swim” feeling in the first year as a nurse manager was related to
    1. financial planning.
    2. leadership.
    3. role transition.
  6. In the “there's no end” theme that emerged from the interviews, participants described feeling
    1. fearful.
    2. overloaded.
    3. worried.
  7. In the “there's no end” theme, all participants reported
    1. compassion fatigue.
    2. initiative fatigue.
    3. problem-solving fatigue.
  8. The participants reported that the combination of a heavy workload and the rapid pace of initiatives resulted in a feeling of
    1. anxiety.
    2. depression.
    3. stress.
  9. Which of the following was reported by the participants in the “support me” theme as essential to their job performance?
    1. mentor
    2. professional development path
    3. work-life balance
  10. Nurse managers consider it important for senior leaders to
    1. hold daily conferences.
    2. provide professional growth opportunities.
    3. trust nurse manager autonomy.
  11. The “support me” theme included providing nurse managers with
    1. clear expectations.
    2. educational support.
    3. financial incentives.
  12. Although the nurse managers didn't want to be micromanaged, they did see the need for regular meetings regarding
    1. budgets.
    2. feedback.
    3. human resources.
  13. The “finding balance” theme that emerged from the interviews refers to finding balance in which roles?
    1. leadership-management
    2. manager-staff
    3. work-life
  14. The struggle to “unplug” from which was common for the nurse managers?
    1. electronics
    2. patient care
    3. staff complaints
  15. The participants reported that the manager role most affected their relationships with their
    1. children.
    2. friends.
    3. spouse/significant other.
  16. Recommendations to improve the role satisfaction of nurse managers included
    1. financial compensation.
    2. continuing-education opportunities.
    3. support from senior leaders.
  17. Which of these was a contributor to work-life balance for some of the nurse managers in the study?
    1. nurse manager support groups
    2. shared call by division
    3. unit leadership triad
  18. Which management model increases job satisfaction for nurse managers?
    1. comanager
    2. mentor-mentee
    3. single manager
  19. The author noted all the following as limitations of this study except
    1. self-selection of participants.
    2. lack of generalizability.
    3. female-only participants.
Copyright © 2017 Wolters Kluwer Health, Inc. All rights reserved.