Nurse Managers’ Perceptions and Practices in Realization of Work-Life Balance among Nurses

Abstract

This study aimed to clarify the perceptions and practices of nurse managers who endeavored to achieve work-life balance among nurses. We conducted a semi-structured interview of 28 subjects. Through qualitative data analysis, six categories were identified: “communication leading to sensitivity to individual situations,” “responses sensitive to individual situations,” “individual career support,” “fostering teamwork,” “managing departments,” and “being the one who generates reassurance.” Nurse managers engaged in “communication leading to sensitivity to individual situations,” “responses sensitive to individual situations,” and “individual career support” as involvement that focused on the individual, and “fostering teamwork” and “managing departments” as involvement that focused on the whole department. Nurse managers were influenced by their own perceptions and behaviors of “being the one who generates reassurance.” These six categories, which are considered to influence each other, lead to realization of work-life balance among nurses. These results suggest that nurse managers need to work with hospital staff to implement a work-life balance support system for nurses, to create an atmosphere that embraces diversity at work（i.e., a culture of mutual respect), and to strive to improve the work-life balance support system according to the needs of the workplace.