Anforderungen, Ressourcen und Arbeitsengagement von Pflegemanager_innen der unteren und mittleren Ebene
Eine Querschnittstudie
Abstract
Zusammenfassung.Hintergrund: Pflegemanager_innen im unteren und mittleren Management kommt eine zentrale Rolle im Gesundheitswesen zu. Für ihre Leistungsfähigkeit und Gesundheit ist insbesondere ihr Arbeitsengagement bedeutsam, das gemäß Job-Demands-Resources-Modell von arbeitsbezogenen Anforderungen und Ressourcen abhängt. Bisher mangelt es an Untersuchungen zu Anforderungen, Ressourcen und Arbeitsengagement von Pflegemanager_innen in Deutschland. Ziel: Ziel war es, die Arbeitsanforderungen und -ressourcen sowie das Arbeitsengagement von Pflegemanager_innen der unteren und mittleren Führungsebene in Krankenhäusern und Altenpflegeeinrichtungen in Deutschland zu beschreiben. Zudem sollten mögliche Unterschiede in diesen Bereichen zwischen verschiedenen Gruppen, insbesondere im Hinblick auf Geschlecht, Alter und Führungsebene, exploriert werden. Methoden: Die Studie wurde im Querschnittdesign durchgeführt. Die Daten wurden per Online-Fragebogen erhoben. Es konnten N = 408 Fälle ausgewertet werden. Ergebnisse: Arbeitsüberlastung ist die am stärksten ausgeprägte Anforderung, gefolgt von emotionalen Anforderungen. Ressourcenseitig können Pflegemanager_innen vor allem auf positive soziale Beziehungen zurückgreifen. Kritisch werden vor allem die verfügbaren professionellen Ressourcen bewertet. Das Arbeitsengagement ist moderat. Schlussfolgerungen: Die Studie zeigt klaren Handlungsbedarf bezüglich einer Verbesserung des Arbeitsengagements. Insbesondere Arbeitsüberlastung und professionelle Ressourcen sind durch geeignete systemweite und organisationsbezogene Maßnahmen zu adressieren.
Abstract.Background: Given their responsibilities, lower- and middle-level nurse managers hold a key role in the health care system. Their performance and health are affected by their work engagement, which according to the Job-Demands-Resources-Model depends on job-related demands and resources. To date, there is a lack of studies on the demands, resources, and work engagement of nurse managers in Germany. Objective: First, the study aimed to describe the job demands and resources as well as the work engagement of lower and mid-level nurse managers in hospitals and geriatric care facilities in Germany. Second, the aim was to explore potential differences in these areas between different groups, particularly regarding gender, age, and management level. Methods: The study used a cross-sectional design. Data were collected by an online survey. N = 408 cases could be evaluated. Results: Work overload is the most prominent demand, followed by emotional demands. In terms of resources, nurse managers can primarily draw on positive social relationships. The available professional resources are rated critically. Work engagement is moderate. Conclusions: The study indicates a clear need for action regarding an improvement in work engagement. In particular, work overload and professional resources need to be addressed by appropriate systemwide and organization-related measures.
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