Supervisor-Nurse Relationship Paper

There is growing evidence that nurses experience deteriorating work conditions, with increasingly unsupportive work environments, non-family working hours and increased stress. The supervisor-nurse relationship is often the buffer between organizational demands and professional workplace expectations. Notably, effective supervisor-nurse relationships predict high organizational commitment and well-being and retention. Thus, the quality of workplace relationships, especially those with supervisors, perceived organizational and colleague support, motivate nurses to stay in the profession. Moreover, the Workplace relationships influence nurses’ engagement because it captures emotional and intellectual involvement and produces nurses who embrace their work tasks (Brunetto et al., 2013).

The hospital unit is an environment where nurses work and constantly interact with each other. The quality of working relationships that nurses develop at the unit-level, influences nurse attitude. Nurse supervisors, particularly at the unit-level, play an important role in promoting work environments that enhance nurses’ health and influence the quality of support to the nursing unit, thus ensuring high-quality patient care (Galletta et al., 2013).

Willingness describes the degree to which a supervisor is willing to offer support to nurses and ability refers to the know-how and skills of the supervisor to identify nurses' needs. Social recognition from the supervisor, such as compliments and encouragement can help increase work-family enrichment. Social support and supervisor support influence nurses' emotional and problem-focused coping strategies. So, a supervisor who is willing and able to identify nurses' challenges can significantly influence their emotions and coping strategies through provision of appropriate and specific family-focused practices and support (Mohasi,