Abstract
Introduction: Meaningful recognition confirms the value of nurses’,environments that acknowledge this influence a healthy workplace. Applying quadruple aim framework, optimizing healthcare system outcomes places wellbeing in the forefront and supports fostering resilience, hardiness, interprofessional collaboration and engagement, augmenting the work setting.
Objectives: Discussing strategies, interprofessional collaboration, engagement, fortified resilience, empowered staff and have brought value and meaning to nurses. This study compares peer-reviewed literature on the impact of leadership styles, organization culture and support among nurse managers.
Methods: We previously studied and analyzed clinical nurses’ and nurses in leadership positions perceptions of resilience, empowerment and pre-pandemic engagement. Results show positive correlations. Providing clinical leadership with the necessary tools to support a hardy and resilient team is crucial post pandemic. Systematic literature review explored nurse manager’s resilience, particularly in the context of strategies to enhance retention and support well-being. Identifying factors such as workload and stressors, coping mechanisms, organizational culture and leadership support will be explored.
Results: Studies show that while some resilience factors (like emotional intelligence and leadership skills) were already important pre-pandemic, post-pandemic strategies also emphasized the importance of moral resilience, the ability to deal with ethical challenges, and maintaining well-being during crises. Other literature suggests that authentic leadership and meaningful recognition of staff contributions can significantly improve retention rates. Findings underline the importance of not just individual resilience-building strategies but also systemic changes in healthcare organizations to support the well-being and retention of nurse managers, especially post pandemic.
Discussion: Creating a culture that engages and empowers staff, supports initiatives that sustain positive outcomes well-being, work life balance is a key driver in decreasing turnover and quality outcomes. Realizing what matters most to nurse leaders and how their work environment contributes to wellness, quality of work life and engagement, known factors in healthcare and workplace satisfaction. Sharing the value of meaningful recognition and promoting joy at work is credited with supporting a healthy environment and that matters to nurses.
Notes
References included in attached slide deck.
Sigma Membership
Alpha Phi
Type
Presentation
Format Type
Text-based Document
Study Design/Type
Systematic Review
Research Approach
Other
Keywords:
Workforce, Acute Care, Coaching, Leadership, Workforce Planning and Development
Recommended Citation
O'Flaherty, Deirdre, "Sustaining the Future Workforce With What Matters Most to Nurses" (2025). Biennial Convention (CONV). 139.
https://www.sigmarepository.org/convention/2025/presentations_2025/139
Conference Name
48th Biennial Convention
Conference Host
Sigma Theta Tau International
Conference Location
Indianapolis, Indiana, USA
Conference Year
2025
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record. All permission requests should be directed accordingly and not to the Sigma Repository. All submitting authors or publishers have affirmed that when using material in their work where they do not own copyright, they have obtained permission of the copyright holder prior to submission and the rights holder has been acknowledged as necessary.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Date of Issue
2025-12-01
Sustaining the Future Workforce With What Matters Most to Nurses
Indianapolis, Indiana, USA
Introduction: Meaningful recognition confirms the value of nurses’,environments that acknowledge this influence a healthy workplace. Applying quadruple aim framework, optimizing healthcare system outcomes places wellbeing in the forefront and supports fostering resilience, hardiness, interprofessional collaboration and engagement, augmenting the work setting.
Objectives: Discussing strategies, interprofessional collaboration, engagement, fortified resilience, empowered staff and have brought value and meaning to nurses. This study compares peer-reviewed literature on the impact of leadership styles, organization culture and support among nurse managers.
Methods: We previously studied and analyzed clinical nurses’ and nurses in leadership positions perceptions of resilience, empowerment and pre-pandemic engagement. Results show positive correlations. Providing clinical leadership with the necessary tools to support a hardy and resilient team is crucial post pandemic. Systematic literature review explored nurse manager’s resilience, particularly in the context of strategies to enhance retention and support well-being. Identifying factors such as workload and stressors, coping mechanisms, organizational culture and leadership support will be explored.
Results: Studies show that while some resilience factors (like emotional intelligence and leadership skills) were already important pre-pandemic, post-pandemic strategies also emphasized the importance of moral resilience, the ability to deal with ethical challenges, and maintaining well-being during crises. Other literature suggests that authentic leadership and meaningful recognition of staff contributions can significantly improve retention rates. Findings underline the importance of not just individual resilience-building strategies but also systemic changes in healthcare organizations to support the well-being and retention of nurse managers, especially post pandemic.
Discussion: Creating a culture that engages and empowers staff, supports initiatives that sustain positive outcomes well-being, work life balance is a key driver in decreasing turnover and quality outcomes. Realizing what matters most to nurse leaders and how their work environment contributes to wellness, quality of work life and engagement, known factors in healthcare and workplace satisfaction. Sharing the value of meaningful recognition and promoting joy at work is credited with supporting a healthy environment and that matters to nurses.
Description
Identifying factors such as workload and stressors, coping mechanisms, organizational culture and leadership support will be explored. Strategies and tools to develop leaders will be shared. There is a need to provide clinical leadership with the necessary tools and sharing what matters most to nurses and nurse leaders is impactful.