Abstract:
Transition to a new position frequently results in anxiety and feelings of inadequacy. Newly
appointed unit managers often experience a lack of organisational support in their leadership
roles, leaving them feeling inefficient in their positions. There is a need for organisations to provide
support through sustainable support strategies. A sustainable, ongoing support programme for
newly appointed unit managers would improve job satisfaction and reduce staff turnover. Newly
appointed unit managers who are confident in their work influence junior nurses’ confidence,
which enhances quality patient care provision.
The study aimed to explore the support needs of newly appointed unit managers, what the support
should entail, and develop a support practice guideline for newly appointed unit managers in a
designated public hospital.
A descriptive qualitative research design was used. The population included inexperienced unit
managers who have been in the position for less than one year and experienced unit managers
who have been in the position for more than one year in the designated public academic hospital
in Gauteng province. Purposive sampling was used to select participants. Data was collected
using focus group discussions and analysed through content analysis.
The study could enhance support for newly appointed unit managers in their leadership roles,
which could ultimately improve staff retention. Organisational support for newly appointed unit
managers should enhance job satisfaction and create a productive environment for those with
whom the managers work.
The results showed that there is a lack of awareness towards strategic initiatives of employee
support, and this includes orientation, induction and mentoring. Finally, the researcher made
some recommendations to assist in the support of newly appointed unit managers. These include
the creation of a therapeutic environment and, the implementation of support systems (peer,
social and managerial support), with a continuous professional development programme to
acquire competencies to support these newly appointed unit managers.
KEYWORDS: Newly appointed, Nursing, Public academic hospital, Support, Unit manager
