Exploring support for newly appointed unit managers in a public academic hospital in Tshwane district in Gauteng Province

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