Skip to main page content
U.S. flag

An official website of the United States government

Dot gov

The .gov means it’s official.
Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.

Https

The site is secure.
The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely.

Access keys NCBI Homepage MyNCBI Homepage Main Content Main Navigation
. 2022 Dec;63(6):648-657.
doi: 10.1111/sjop.12851. Epub 2022 Jun 30.

How do healthcare unit managers promote nurses' perceived organizational support, and which working conditions enable them to do so? A mixed methods approach

Christian Gadolin  1 , Pernilla Larsman  2 , Maria Skyvell Nilsson  1 , Anders Pousette  2   3 , Marianne Törner  3
Affiliations

How do healthcare unit managers promote nurses' perceived organizational support, and which working conditions enable them to do so? A mixed methods approach

Christian Gadolin et al. Scand J Psychol. 2022 Dec.

Abstract

Healthcare unit managers are pivotal to promote nurses' Perceived Organizational Support and hence to ensure nurses' health and well-being, as well as high-quality care. Despite this fact, there is a dearth of studies addressing how healthcare unit managers act and organize their work to promote nurses' Perceived Organizational Support and which working conditions enable them to do so. Through a mixed methods approach, comprising qualitative interviews and quantitative surveys among healthcare unit managers and nurses, this paper underscores that healthcare unit managers' availability to their nursing staff was essential for their ability to promote nurses' Perceived Organizational Support, and that responsive support from the care unit managers' superior management, administration, and managerial colleagues constituted enabling working conditions. Superior manager support strongly promoted the care unit manager's own Perceived Organizational Support, which, in turn, was positively correlated with nurses' organizational climate of Perceived Organizational Support.

Keywords: Healthcare administration; healthcare leadership; human resource management; mixed methods; organizational climate; psychosocial working conditions.

PubMed Disclaimer

Conflict of interest statement

None.

Figures

Fig. 1
Fig. 1
Summary of the results of the previously performed qualitative interviews with nurses.
Fig. 2
Fig. 2
Conceptual model tested in the quantitative questionnaire surveys, with the resulting standardized estimates. Manifest indicators have been omitted from the figure. Note: Org. stressors: Organizational stressors; Subord. Stressors: Subordinate stressors; Superior support: Superior managerial support; CU POS‐climate: POS‐climate reported by the nurses at the care unit. [Colour figure can be viewed at wileyonlinelibrary.com]
See this image and copyright information in PMC

References

    1. Aamir, A. , Hamid, A.B.A. , Haider, M. & Akhtar, C.S. (2016). Work‐life balance, job satisfaction and nurses retention: Moderating role of work volition. International Journal of Business Excellence, 10(4), 488–501.
    1. Ahmed, I. , Nawaz, M.M. , Ali, G. & Islam, T. (2015). Perceived organizational support and its outcomes. Management Research Review, 38(6), 672–639.
    1. Almada, P. , Carafoli, K. , Flattery, J.B. , French, D.A. & McNamara, M. (2004). Improving the retention rate of newly graduated nurses. Journal for Nurses in Professional Development, 20(6), 268–273. - PubMed
    1. Bakker, A.B. & Demerouti, E. (2007). The job demands‐resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328.
    1. Bakker, A.B. , Demerouti, E. , De Boer, E. & Schaufeli, W.B. (2003). Job demands and job resources as predictors of absence duration and frequency. Journal of Vocational Behavior, 62(2), 341–356.

Grants and funding