| Authors and paper title | Topic, Objectives of the reviewed papers | Main Findings of the reviewed papers |
| Adriaenssens, et al. (2017). Predictors of occupational stress and well-being in First-Line Nurse Managers: A cross-sectional survey study. | Risk and protective factors of stress and health Analyzing if job requests, job control, social support and inter-professional conflicts are predictors of NM* job stress and well-being (job satisfaction). | Various associations between predictors and outcomes and Job Demand-Control-Support model is confirmed Positive perception of work/timedemands is associated with lower levels of psychosomatic distress and burnout and higher levels of job satisfaction. Job control and social support of the staff team are important predictors of NM’s occupational well-being and the inter-professional collaboration of job satisfaction No association between physical demand and outcomes and between social support of colleagues and well-being |
| Duffy, et al. (2015). Secondary traumatic stress among emergency nurses: a cross-sectional study | Secondary traumatic stress (STS) The study measured emergency department nurses’ self-reported levels of secondary traumatic stress. | Poor level of STS in CNM* The highest proportion (82%) of STS existed in the nurse staff group No other findings about CNM but the total sample |
| Heeb & Haberey-Knuessi, (2014). Health professionals facing burnout: What do we know about nursing managers? | Burnout Burnout prevalence in NMs* and its association with personal, job and organizational characteristics. Are NMs* vulnerable to burnout due to their role features? | Low incidence of burnout on NMs in Switzerland In NMs higher variation of burnout related to their emotional exhaustion: Similar burnout between physicians and NMs |
| Hewko, et al. (2015). Factors influencing nurse managers’ intent to stay or leave: A quantitative analysis | Burnout and Nurse Manager turnover Is burnout a risk factor of NM turnover? | Burnout is a risk factor of NM turnover. NMs intending to stay in their role reported more job and love satisfaction than those intending to leave. The latter reported greater emotional exhaustion than managers intending to stay. |