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 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.