Dalys Ullrich1, Vicki Cope1, Melanie Murray1. 1. Discipline of Nursing, College of Science, Health, Engineering & Education (SHEE), Murdoch University, Murdoch, WA, Australia.
Abstract
AIMS: To critically appraise contemporary literature and synthesize common components of nurse manager development programmes. BACKGROUND: Although the need for nurse manager development programmes has been well documented, minimal recent research exists which identifies and evaluates the common components in these programmes. Furthermore, nurse managers continue to be poorly prepared and supported in role transition, contributing to poor organisational and role performance and decreased retention. METHOD: A structured literature review saw 14 original research publications appraised for quality, analysed and included in the review. RESULTS: The common components identified in nurse manager development programmes include curriculum, method of delivery, support, and funding components. Various subthemes were also identified. CONCLUSION: The components identified within existing nurse manager development programmes are varied. Although there are common components within nurse manager development programmes, these individual components have not been evaluated for effectiveness. There is a clear need for further development of nurse manager development programmes and evaluation of the specific components within. IMPLICATIONS FOR NURSING MANAGEMENT: An understanding of the common components in NM development programmes is useful for designing and implementing robust evidence-based programmes. Inclusion of these components may facilitate a smoother role transition, enhance performance and improve recruitment and retention of nurse managers.
AIMS: To critically appraise contemporary literature and synthesize common components of nurse manager development programmes. BACKGROUND: Although the need for nurse manager development programmes has been well documented, minimal recent research exists which identifies and evaluates the common components in these programmes. Furthermore, nurse managers continue to be poorly prepared and supported in role transition, contributing to poor organisational and role performance and decreased retention. METHOD: A structured literature review saw 14 original research publications appraised for quality, analysed and included in the review. RESULTS: The common components identified in nurse manager development programmes include curriculum, method of delivery, support, and funding components. Various subthemes were also identified. CONCLUSION: The components identified within existing nurse manager development programmes are varied. Although there are common components within nurse manager development programmes, these individual components have not been evaluated for effectiveness. There is a clear need for further development of nurse manager development programmes and evaluation of the specific components within. IMPLICATIONS FOR NURSING MANAGEMENT: An understanding of the common components in NM development programmes is useful for designing and implementing robust evidence-based programmes. Inclusion of these components may facilitate a smoother role transition, enhance performance and improve recruitment and retention of nurse managers.
Authors: Siluh Nyoman Alit Nuryani; Ida Bagus Putu Arnyana; Ni Nyoman Parwati; Gede Rasben Dantes; I Gede Juanamasta Journal: J Educ Health Promot Date: 2022-07-29