Arthur Labatt Family School of Nursing, The University of Western Ontario, London, Ontario, Canada.
J Nurs Manag. 2013 Mar;21(2):231-41. doi: 10.1111/j.1365-2834.2012.01451.x. Epub 2012 Oct 25.
Our aim was to investigate direct-care nurses' interests in formal management roles and factors that facilitate their decision-making.
Based on a projected shortage of nurses by 2022, the profession could be short of 4200 nurse managers in Canada within the next decade. However, no data are currently available that identify nurses' interests in assuming manager roles.
Using focus group methodology, we conducted 18 focus groups with 125 staff nurses and managers in four regions across Canada.
Major themes and subthemes influencing nurses' decisions to pursue management roles included personal demographic (education, age, clinical experience and life circumstances), personal disposition (leadership skills, intrinsic rewards and professional commitment) and situation (leadership development opportunities, manager role perceptions and presence of mentors). Although nurses see management roles as positive opportunities, they did not perceive the rewards to be great enough to outweigh their concerns.
Findings suggested that organizations need to provide support, leadership development and succession opportunities and to redesign manager roles for optimum success.
Leaders need to ensure that they convey positive images of manager roles and actively identify and support staff nurses with leadership potential.
我们旨在调查直接护理护士对正式管理角色的兴趣，以及促进他们决策的因素。
根据 2022 年预计的护士短缺情况，在未来十年内，加拿大可能会缺少 4200 名护士经理。然而，目前尚无数据可识别护士对担任经理角色的兴趣。
使用焦点小组方法，我们在加拿大四个地区进行了 18 个焦点小组，共有 125 名员工护士和经理参加。
影响护士决定追求管理角色的主要主题和子主题包括个人人口统计学（教育、年龄、临床经验和生活环境）、个人性格（领导技能、内在奖励和职业承诺）和情况（领导发展机会、经理角色认知和导师的存在）。尽管护士认为管理角色是积极的机会，但他们认为回报不足以抵消他们的担忧。
研究结果表明，组织需要提供支持、领导发展和继任机会，并重新设计经理角色，以取得最佳成功。
领导者需要确保他们传达出对经理角色的积极形象，并积极识别和支持有领导潜力的员工护士。
