Sonia Udod

‘Walking a tight rope’: an investigation of nurse managers’ work stressors and coping experiences:

Competing demands and a nursing shortage have contributed to a managerial workforce that is overworked and a health care environment that is under constant tension. The short supply and high turnover of manager positions, upwards of 30% in some regions in Canada, have contributed to an unstable work environment. The aim of this study examined the stress experiences and coping strategies of nurse managers in an acute care setting. Semi-structured interviews of five nurse managers were included in this pilot study. Qualitative content analysis was used to analyse the transcribed text. Six descriptive themes related to work stressors were identified: fiscal responsibilities, inadequate human resources, managing others, intrapersonal distress, middle management role and competing priorities. Three descriptive themes related to coping strategies were identified: peer and superior support, cognitive coping strategies and social and personal strategies. Findings indicate that coping mechanisms lessened the work stressors experienced by managers, but it was not always evident managers felt confident in their ability to cope effectively. Senior nurse leaders play an integral role in assuming responsibility for equipping managers with appropriate preparation and support to facilitate their success and to enhance the attractiveness of the manager role to potential recruits.

Lessons Learned in Developing and Delivering Web-Based Graduate Courses: A Faculty Perspective

The increased demand for graduate distance education by RNs create many challenges for nurse educators. This article describes the trials and tribulations of developing and delivering two Web-based graduate nursing courses at a western Canadian university. The authors describe the background and rationale for developing Web-based courses, the relevant literature, and the lessons learned in planning and delivering these courses.

Impact of Role Stressors on the Health of Nurse Managers: A Western Canadian Context

OBJECTIVE A qualitative exploratory inquiry was used to understand nurse managers’ (NMs’) perceptions of their role stressors, coping strategies, and self-health related outcomes as a result of frequent exposure to stressful situations in their role. BACKGROUND Strong nursing leadership is required for desirable staff, patient, and organizational outcomes. A stressed NM will negatively influence staff nurse satisfaction and retention, patient outcomes, and organizational performance. Stress can affect NMs’ mental and physical heath, leading to job dissatisfaction and turnover. METHODS A qualitative exploratory inquiry was conducted using semistructured interviews with 23 NMs and 1 focus group interview. RESULTS Findings suggest that coping strategies may be inadequate, given the intensity and demands of the manager role, and could negatively impact NMs’ long-term health. CONCLUSIONS Senior nurse leaders can significantly impact the health and productivity of NMs by minimizing the adverse effects of role stress and foster a positive work environment.

Rural Mentorships in Health Care: Factors Influencing Their Development and Sustainability

BACKGROUND The need to recruit and retain health care providers remains a concern in rural communities. This project aimed to better understand what health care providers and senior leaders value in mentorship and determine the best way to implement a mentorship program in rural western Canada. METHOD Health care providers and senior leaders from a rural health region were recruited through convenience and snowball sampling. Participants were interviewed using a semistructured interview guide, and data were analyzed using thematic analysis. RESULTS Two main themes were revealed: rural mentorship challenges and facilitators. Challenges included administrative, scope of practice, and interpersonal, whereas facilitators included mentorship as a recruitment and retention strategy, openness and commitment, structured mentorship programs, and community influence. CONCLUSION This information will enable administrators and educators to more successfully implement mentorship programs for a variety of health care professionals working within rural environments and facilitate staff development, recruitment, and retention. J Contin Educ Nurs. 2018;49(7):322-328.