Exploring Determinants of Registered Nurses' Trust in their Managers
Bibliographic record
Abstract
A nurse-manager relationship plays a key role in a nurse’s practice environment. A nurse’s trust in one’s manager is the foundation for a supportive nurse-manager relationship and has crucial bearing upon the professional and personal lives of the nurse. However due to health care restructuring, nurses expressed little trust towards their leaders. To develop and implement strategies to help build healthy nurse-manager relationships, research is needed to more fully understand the factors that establish and enhance a nurse’s trust in one’s manager. This study tested a theoretical model that examined potential individual, managerial, relational and environmental attributes that impact a nurse’s degree of managerial trust.\nEmploying a cross-sectional, descriptive design, a self-administered survey was completed by a random sample of 342 Registered Nurses employed in Ontario emergency departments. Structural equation modeling techniques tested and refined the hypothesized model. Final analysis showed adequate fit of data to theoretical model (χ 2 = 78.86, df = 20, SRMR = .02, CFI = .98, RMSEA = .09). In the final model, a manager’s perceived ability, benevolence, integrity and procedural justice had a strong, direct impact on managerial trust. Trust in one’s manager was indirectly influenced by procedural justice and ability as well as a manager’s facilitation of team work, communication accuracy, emotional availability and interaction frequency. Attributes of the individual RN, specifically job tenure and propensity to trust as well as self-determination, access to support and resources and span of control did not affect trust in one’s manager. Study findings suggest that creation and preservation of a nurse’s managerial trust is a complex process affected by manager’s competence and character as well as a fair decision-making process. Education programs that contribute to a manager’s ability, benevolence, integrity and procedural justice may help build and sustain nurses’ trust and healthy nurse-manager relationships.
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.003 | 0.024 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.000 | 0.000 |
| Science and technology studies | 0.000 | 0.000 |
| Scholarly communication | 0.001 | 0.001 |
| Open science | 0.000 | 0.001 |
| Research integrity | 0.000 | 0.000 |
| Insufficient payload (model declined to judge) | 0.001 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".