The purpose of this study was to examine the relationship of work stressors and perceived organizational support on front line nurse manager work engagement. A non-experimental descriptive, cross sectional design examined the relationship in a convenience sample of 97 front line nurse managers from the New York tri-state area and members of the American Organization of Nurse Executives. Instruments used to measure work engagement, work stressors and perceived organizational support, were: (1) the Utrecht Work Engagement Scale (UWES); (2) Challenge-Hindrance Stressor Scale and (3) Survey of Perceived Organizational Support (SPOS). Pearson's correlation and linear regression analyses indicated support for the relationship between all variables. There was a negative direct relationship between work engagement and work stressors and a positive significant relationship between perceived organizational support and work engagement. The conceptual framework of Kahn's work engagement and the Job Demands-Resources Model revealed that organizational support is needed to promote front line nurse manager work engagement. Work engagement, perceived organizational support and work stressors are professional environmental factors that impact the leadership and well-being of FLNM. These factors, properly promoted and implemented, lead to FLNM's success, retention and job performance.
|Advisor:||Nickitas, Donna M.|
|Commitee:||Berney, Barbara, Frederickson, Keville, Roye, Carol, Sherman, Rose|
|School:||City University of New York|
|School Location:||United States -- New York|
|Source:||DAI-B 75/03(E), Dissertation Abstracts International|
|Subjects:||Nursing, Health care management|
|Keywords:||Nurse manager, Perceived organizational support, Work engagement, Work environment, Work stressors|
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