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Thoughts on and Motives for Leaving the First-Line Manager Position: A Qualitative Study.

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First-line managers often leave their roles due to a lack of support and influence, leading to burnout. Healthcare organizations must empower these managers to improve retention and patient care.

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Area of Science:

  • Healthcare Management
  • Organizational Psychology

Background:

  • First-line manager turnover significantly impacts healthcare organizations' performance, patient care, and finances.
  • Key factors contributing to turnover include burnout, dissatisfaction, and career advancement desires.
  • Managerial support, involvement in decision-making, and adequate resources are vital for retention.

Purpose of the Study:

  • To explore first-line managers' perspectives on their reasons for leaving their positions.
  • To identify the underlying causes of first-line manager turnover in healthcare settings.

Main Methods:

  • Qualitative content analysis of data from sixteen semistructured interviews with first-line managers.
  • In-depth exploration of managers' experiences and motivations for departure.

Main Results:

  • Managers reported leaving due to workplace difficulties, including lack of influence, feeling unheard, and insufficient support.
  • Personal reasons, lack of motivation, and desire for new challenges also contribute to turnover.
  • Departing managers often create transition plans to support their successors and staff.

Conclusions:

  • First-line managers experience frustration and a lack of authority, driving their decisions to leave.
  • Reasons for leaving encompass retirement, family needs, and seeking new professional challenges.
  • Empowerment and support from healthcare leadership are crucial for retaining first-line managers, alongside ensuring smooth transitions.