Breaking the Cycle of Nurse Manager Presenteeism

OBJECTIVE: The aim was to describe the factors leading to, and explore the coping strategies and the consequences of, nurse manager presenteeism. BACKGROUND: Presenteeism, or presence at work while not fully performing, is prevalent among direct-care nurses, yet no studies have explored nurse manager presenteeism. METHODS: This study used a convergent mixed-methods design with 1:1 interviews, a demographic questionnaire, mental/physical health and work situation questions, and the Job Stress-Related Presenteeism Scale (JSPS). Participants included 14 nurse managers from 3 hospitals in Central Pennsylvania. FINDINGS: Quantitative results reveal participants' physical and mental health, results of the JSPS, and inferences between presenteeism and health/demographic items. The overarching qualitative theme was the cyclic nature of presenteeism. Work demands and other contributing factors, like illness and personal factors, contribute to presenteeism, which leads to adverse consequences. The consequences lead to more work demands and can lead the nurse manager to consider leaving a job or the profession. The cycle can be broken by protective factors, coping mechanisms, and support. Mixed-methods results revealed convergence among the quantitative and qualitative results. CONCLUSIONS: Executive leaders must help nurse managers break the cycle of nurse manager presenteeism. Nurse managers need fewer work demands and more support to improve their performance at work.