Nurse managers' professional networks, psychosocial resources and self‐rated health

Lindholm, Maud; Dejin-Karlsson, Elisabeth; Östergren, P-O; Udén, Giggi

doi:10.1046/j.1365-2648.2003.02650.x

Cited by 28 publications

(21 citation statements)

References 19 publications

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“…Lindholm et al, in their study about Sweden nurse managers, found no significant association between psychosocial characteristics and salary either [28].…”

Section: Occupational Depressive Symptoms Of Nurse Managers O R I G Imentioning

confidence: 85%

“…Concerning their health, a study carried out by Lindholm et al in Sweden investigated self-rated health, sick leave of nurse ma nagers according to their professional networks, psychosocial work conditions, job support, social network and support. An association was found between high job demands and low self-rated health [28]. A study carried out in Japan showed that a lack of assertiveness and satisfaction was associated with burnout among Japanese nurse managers [29].…”

Section: Introductionmentioning

confidence: 95%

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Psychosocial and organizational work environment of nurse managers and self-reported depressive symptoms: Cross-sectional analysis from a cohort of nurse managers

Nourry¹,

Luc²,

Lefèbvre³

et al. 2014

International Journal of Occupational Medicine and Environmental Health

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Objectives:The association between depressive symptoms and psycho-organisational work environment has been established in the literature. Some studies have evaluated depressive symptoms in healthcare workers, but little research has been carried out among nurse managers. The aim of the study is to evaluate the depressive symptoms prevalence among nurse managers' population and work environment factors. Material and Methods: A descriptive correlational research design was used. Data were collected from 296 nurse managers in five hospitals in the eastern area of France between 2007 and 2008. Health outcomes were evaluated by measuring depressive symptoms (CES-D scale), the exposure data by assessing psycho-organisational work environment with effort-reward imbalance-model of Siegrist. Multiple logistic regressions were used to describe the strength of the association between depressive symptoms and effort-reward imbalance adjusted for personal and occupational chara cteristics of the nurse managers. Results: Among the nurse managers, a third had depressive symptoms, and 18% presented an effort-reward imbalance (ratio: ≥ 1). A significant association was found between depressive symptoms and effort-reward imbalance (OR = 10.81, 95% CI: 5.1-23, p < 10 -3 ), and with esteem as a reward (OR = 3.21, 95% CI: 1.6-6.3, p < 10 -2 ). Conclusion: In view of the hierarchical situation of nurse managers and their primary roles in hospitals, it is necessary to take prevention measures to improve their work environment and health. nurse managers and showed that personal (lack of coreself evaluation) and situational (effort-reward imbalance ratio) factors were significant predictors of the score of burnout [30]. In France, only 2 studies about the health of nurse managers were published. Fanello et al. [31] analysed the mental health of 97 nurse managers using the standardised mental health questionnaire -GHQ-12 for health -questions to define their social and occupational characteristics and workplace experience. They demonstrated that 1/3 of participants were considered to be in psychological distress, that the lack of reward was associated with psychological distress of nurse managers. The second study was the European Press Next study carried out in France among a population of health care workers including nurse managers [32]. A total of 28% of nurse managers reported suffering from mental diseases. Associations between the organisational work environment, stress and depressive symptoms have been established in the literature in the general population [33][34][35]. To describe the psycho-organisational work environment, different scales were established and validated. The 2 models from Karasek [36,37] and Siegrist [38,39] were translated into French, and their psychometric properties were studied in the French population [40][41][42][43][44]. Several studies showed links between the effort-reward imbalance and depressive symptoms or self-health assessments. The risk of depression ranged from 1.5 to 4.6 with the effo...

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“…Lindholm et al, in their study about Sweden nurse managers, found no significant association between psychosocial characteristics and salary either [28].…”

Section: Occupational Depressive Symptoms Of Nurse Managers O R I G Imentioning

confidence: 85%

Section: Introductionmentioning

confidence: 95%

Psychosocial and organizational work environment of nurse managers and self-reported depressive symptoms: Cross-sectional analysis from a cohort of nurse managers

Nourry¹,

Luc²,

Lefèbvre³

et al. 2014

International Journal of Occupational Medicine and Environmental Health

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show abstract

“…Lindholm et al (2003) Sweden Survey Low levels of support received by professional networks-measured in terms of affiliation/nonaffiliation-increased odds for nurses' low job satisfaction and selfrated health at work. Lindholm et al (2004) Sweden Survey…”

Section: Appendix (Continued)mentioning

confidence: 99%

Social Networks of Professionals in Health Care Organizations

Tasselli

2014

Med Care Res Rev

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In this article, we provide an overview of social network research in health care, with a focus on social interactions between professionals in organizations. We begin by introducing key concepts defining the social network approach, including network density, centrality, and brokerage. We then review past and current research on the antecedents of health care professionals' social networks-including demographic attributes, professional groups, and organizational arrangements-and their consequences-including satisfaction at work, leadership, behaviors, knowledge transfer, diffusion of innovation, and performance. Finally, we examine future directions for social network research in health care, focusing on micro-macro linkages and network dynamics.

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“…Availability of social support has been suggested to mitigate the resulting strain of such work situations. In managers, social support has been associated with decreased stress and strain [22][23][24], fewer 4 symptoms of burnout [25], higher self-rated health [26], lower physiological stress [27], and less sickness absence [28]. Recent studies have also shown that managers' social support is positively related to other work-related issues besides stress and health, such as leadership development [29][30][31], workplace learning [33], work-life balance [22,34] and performance [35][36].…”

Section: Literature Reviewmentioning

confidence: 99%

“…Receiving social support may not always be a good thing; research has shown that it may also be associated with increased stress [4,6,26,[63][64]. Two hypotheses have been formulated to explain such conflicting findings [6,[65][66][67].…”

Section: Literature Reviewmentioning

confidence: 99%

Managers’ social support: Facilitators and hindrances for seeking support at work

Lundqvist

Eriksson

Ekberg

2018

WOR

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BACKGROUND: Previous research has shown that social support is important for health and performance at work, but there is a lack of research regarding managers' social support at work, and if it needs to be improved. OBJECTIVE: To investigate managers' perception of work-related social support, and facilitators and hindrances that influence their seeking of social support at work. METHODS: Semi-structured interviews with sixty-two managers in two Swedish organizations. RESULTS: Work-related support, which strengthened their managerial image of being competent, was sought from sources within the workplace. Sensitive and personal support, where there was a risk of jeopardizing their image of being competent, was sought from sources outside the workplace. Access to arenas for support (location of the workplace, meetings, and vocational courses) and the managerial role could facilitate their support-seeking, but could also act as hindrances. Because attending different arenas for support were demanding, they refrained from seeking support if the demands were perceived as too high. CONCLUSIONS: Different supportive sources are distinguished based on what supportive function they have and in which arenas they are found, in order to preserve the confidence of the closest organization and to maintain the image of being a competent and performing manager.

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Nurse managers' professional networks, psychosocial resources and self‐rated health

Cited by 28 publications

References 19 publications

Psychosocial and organizational work environment of nurse managers and self-reported depressive symptoms: Cross-sectional analysis from a cohort of nurse managers

Psychosocial and organizational work environment of nurse managers and self-reported depressive symptoms: Cross-sectional analysis from a cohort of nurse managers

Social Networks of Professionals in Health Care Organizations

Managers’ social support: Facilitators and hindrances for seeking support at work

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