Perioperative Nurse Managers are an integral part of the administration of quality health care, performing an array of clinical, financial, and leadership roles. The focus of this research is to improve the human and social conditions of the Perioperative Nurse Managers. Perioperative Nurse Managers lack the available resources to effectively cope with role demands on a daily basis. Lack of resources has led to decreased work engagement, job dissatisfaction, frustration, and ultimately attrition. The Job Demands-Resource Model provides a conceptual framework to increase work engagement, motivation, and organizational outcomes.
A qualitative case study design was employed to investigate, from the perspective of Perioperative Nurse Managers, how to manage job demands and identify viable resources to increase motivation and prevent burnout. The sample consisted of ten Perioperative Nurse Managers who were interviewed utilizing a pre-established Nurse Manager Engagement Questionnaire (NMEQ) to better understand the experiences of this group of individuals. Data was transcribed and coded, using elements of the conceptual framework and research questions, to determine common themes to help implement new work and social strategies.
Eight out of ten of the participants indicated a lack of formal leadership training, which was never provided in either their educational curricula or was limited within the institution. Other themes emerged including a lack of role clarity, being overtasked on a daily basis, and the desire for motivation through positive verbal feedback.
In order to prevent burnout of Perioperative Nurse Managers, roles need to clearly be delineated and appropriately delegated to decrease overtasking. Positive feedback from providers, patients, and staff members must be encouraged and embraced by upper administration to assist in motivating the Perioperative Nurse Managers. Formal and informal leadership training is an imperative aspect of professional development that must be fostered to increase motivation and work engagement, and prevent burnout.
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