Susan H. Weaver, PhD, RN, CRNI, NEA-BC

OutlineI. The administrative supervisor roleII. Regional research study

A. Research QuestionB. MethodologyC. ResultsD. Discussion

DefinitionThe Administrative Supervisor is the nurse leader present on the evening, night, weekend and holiday shifts when the unit managers, directors, and hospital administrators are not in the hospital.

FALL BACK CELEBRATION –November 3, 2019 2AMCelebrate when the clocks fall back and the night staff works an extra hour with half-moon cookies, stars and moon cookies, or awake chocolates.

“They divide the responsibility up among

them during the day,” she thought with a note of

bitterness, “but at night it is mine alone.”

In Defence of the Night Supervisor. (1937). American Journal of Nursing, 37(3), p. 266.

Nationwide Study

OVERALL THEME: Shift Leader with the goal - Do “Everything” to get patients, staff and hospital safely through the shift.

In Nationwide Qualitative Study Administrative

Supervisors talked about stress and job engagement

Administrative Supervisor Job Stressors, Work

Engagement, and Job Satisfaction

Descriptive Correlational Study

What is the relationship between administrative supervisor work stressors (job demands) and their work engagement and job satisfaction?

Descriptive Correlational StudyThe purpose of this study was to obtain a better understanding of the administrative supervisor role, by exploring:

1. Challenge-Hindrance Stressor Scalea. Challenge stressors – “Having to use a broad set of skills and

abilities.” and “Having higher levels of responsibility.”b. Hindrance stressors – “Conflicting instructions and expectations

from your boss or bosses.”2. Utrecht Work Engagement Scale (UWES) –

a. Vigor b. Dedication c. Absorption

3. Job satisfaction4. Intent to Leave5. Demographic Data

Participants182 Administrative Supervisors

104 Conference attendees78 Survey Monkey respondents

44 Hospitals

Results

*Determined with Fisher’s Exact test due to small sample size. Bold value is significant at p < 0.005.

At non-Magnet hospitals Administrative supervisors had higher hindrance stressor scores (p = 0.005) and

had greater intent to leave (p = 0.046) than supervisors at Magnet hospitals.

Work Engagement (r = (-) .179, p < .05),

Job Satisfaction (r = (-) .486, p < .01)

and greater intent to leave their positions (r = 0.396, p < .01).

Increased Hindrance Stressors =

Administrative supervisors who had High Work Engagement had Increased job satisfaction

(r=.415, p<.01) and Less intent to leave their positions

(r= (-).448, p<.01)

Recommendations

Higher (formal) Education Role specific Education Promote Work

Engagement Manage Stressors Additional Research

Sue Weaver201-787-1281sweave29@gmail.comsusan.weaver@hackensackmeridian.org

Nurse ScientistAnn May Center for NursingHackensack Meridian HealthNeptune, New Jersey