Succession Readiness and Challenges Encountered by Senior Nurses in Transitioning to Management Role
DOI:
https://doi.org/10.5281/zenodo.22192595Keywords:
succession readiness, nursing leadership, nurse manager transition, POSDCORB, mixed methods, succession planningAbstract
This study examined the succession readiness and challenges encountered by senior nurses transitioning to management roles in selected Level II private hospitals in Quezon Province and used the findings to develop a structured succession-readiness intervention. A convergent parallel mixed-methods design was employed. Quantitative data were obtained from 170 senior nurses using a validated four-point Likert-scale questionnaire, while qualitative data were generated through semi-structured interviews with 15 purposively selected senior nurses. Quantitative analyses included frequency and percentage, weighted arithmetic mean, Mann-Whitney U, independent-samples t-test, Kruskal-Wallis H, one-way ANOVA, Dunn-Bonferroni post hoc testing, and Spearman rho using SPSS 26; qualitative data were coded and thematically analyzed using NVivo 14. Senior nurses were Fully Ready overall (WAM=3.47), with reporting highest (3.56) and budgeting lowest (3.31). Transition challenges were moderate (overall WAM=2.81), with planning highest (2.95) and coordinating and budgeting lowest (2.72 each). Readiness varied significantly by area of assignment and length of experience but not by sex, whereas overall challenges differed by area of assignment but not by sex or length of experience. Overall readiness and challenges were negligibly related (r=-0.01, p=.85), although staffing showed a weak negative association (r=-0.18, p=.02). Qualitative findings showed that readiness developed through progressive leadership exposure, reflective learning, and guidance; challenges centered on expanding managerial demands; and coping relied on continuous learning, training, and relational support. The integrated findings informed the S.T.R.O.N.G. Leaders Succession Readiness Program, emphasizing structured leadership training, mentorship, progressive managerial exposure, and performance monitoring.
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