Organizational well-being among healthcare workers of middle management: a pilot study

Background The organizational well-being assessment makes possible to identify risks for health in workers and organizations and to introduce health promotion actions in the workplace. The aim of the study is to analyze the organizational well-being among health professional managers who manage professional groups (e.g., nurses, midwives, physiotherapists) in hospital and identify potential main discomfort factors of these middle management workers. Methods A bicentric pilot study was performed in October 2019. A questionnaire with validated scales was administered to all the health professional managers of two Italian hospitals. The scales investigated variables such as distress, stress risk factors (e.g., physical and emotional workload, job control, job autonomy, role clarity, relationships, support), well-being, and job satisfaction. Results A self-reported questionnaire was administered to 38 out of 40 managers. They were male for 21% and female for 79%. The average age was 53.9 years. T-test analysis showed no significant difference between the two hospitals. The entire sample shows low general distress level, but 25% of the sample declares moderate distress and 8% high distress. The managers refer pace and workloads often (37%) or always (47%) excessive, they refer to not be able to 'detach' themselves from work issues when they get off work (60%) and to be too tired to live their lives (63%). They report that rarely (29%) or never (43%) have a say in how to do their job and refer that their direct supervisor is never available to listen their work problems (43%). The managers often or always perceive tension in working relationships (49%) and refer to do not have the needed support from colleagues (56%). Thirteen percent of managers applied for move into another ward. Conclusions This study shows that health professional managers experience general working discomfort and perceive problems with regard workload and poor support from colleagues and supervisors. Key messages Managers’ well-being can be compromised by both organizational and relationship factors. Middle management well-being should be improved to reduce distress risk and increase professional team efficacy.