Talent Management Training Programand its Effect on Leadership Effectiveness among Nurse Managers

Abdrabou, Hanaa Mohamed; El-SayedGhonem, Nadia Mohamed

doi:10.21608/ejhc.2020.109355

Cited by 4 publications

(5 citation statements)

References 9 publications

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“…Also, they knew to plan the future and align the talent' objectives with healthcare organizational objectives. This result is congruent with Elhanafy and El Hesse (2021) (40) and Abdrabou and Ghonem (2020) (34) who revealed that there was a very significant enhancement in nurse managers' practice regarding talent management in the post immediately and follow up phases rather than their pre interference phase. In addition, Venkatesh (2017) (41) found that the majority of health care providers showed good talent management behaviors after integrating the talent management framework.…”

Section: Discussionsupporting

confidence: 85%

“…This result is confirmed by Mostafa et al (2021) (33) who found that there was a highly statistical general improvement in total level of nurse managers' knowledge related to talent management throughout program phases. Equally, Abdrabou and Ghonem (2020) (34) revealed that there was a greatly significant enhancement in nurse managers' knowledge concerning talent management in the post immediately and follow up phases compared with their pre involvement phase.…”

Section: Discussionmentioning

confidence: 99%

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Efficacy of Talent Management Competencies Educational Program for Head Nurses on Nurses' Engagement at Intensive Care Units

Mohamed

Sayed

Gad

et al. 2022

Tanta Scientific Nursing Journal

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Background: Talent management is used for employing the right nurses, developing their competencies, maintaining and engaging them and improving their productivity in the workplace. Therefore, nurses able to adapt to dynamic changes and growth as well as increase innovation in market place. Talent management has a positive effect on nurses' engagement by exploring the potential energies of them and filling the vacant positions with highly qualified talented nurses, which is reflected in increasing their satisfaction. Aim: To determine the efficacy of talent management competencies educational program for head nurses on nurses' engagement at Intensive Care Units. Subjects and Method: Research Design: Quasi-experimental research design was applied to achieve the purpose of the study. Settings: Intensive Care Units (ICUs) of Tanta Main University Hospital. Subjects 9Two groups of subject were 40 head nurses and 90 nurses working in ICUs. Results: Preprogram, majority of head nurses had poor knowledge and low levels of total talent management competencies and seventy percent of nurses had low level of total work engagement which improved at immediately and after three months post educational program. Conclusion: There were a statistically significant improvements of head nurses' knowledge and levels of total talent management competencies and nurses' levels of total work engagement at immediately and after three months post program than preprogram. Recommendations: Hospital administration provides management support for implementing talent management competencies educational program into their future training to promote profitability, viability and market place of healthcare services.

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Section: Discussionsupporting

confidence: 85%

Section: Discussionmentioning

confidence: 99%

Efficacy of Talent Management Competencies Educational Program for Head Nurses on Nurses' Engagement at Intensive Care Units

Mohamed

Sayed

Gad

et al. 2022

Tanta Scientific Nursing Journal

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“…These results may be due to the training program provided an opportunity for nursing managers to pay attention to the talents within their departments and motivate them to work efficiently and effectively. These results regular with, Abdrabou, El-SayedGhonem, (2020) (28) , they performed quasiexperimental research on 80 head nurses and stated that there was highly statistically significant positive correlation between total knowledge, total talent management and total leadership effectiveness among nurse managers' score throughout program phases. Omotunde, Alegbeleye (2021) (29) , detected that the findings revealed that there was a positive significant relationship between talent management practices and job performance (r = 0.58, p < 0.05).…”

Section: Discussionsupporting

confidence: 76%

Effect of Talent Management Training Program for Nursing Managers on Nurses Work Effectiveness

Saleh

Eldeep

2022

Tanta Scientific Nursing Journal

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“…Ingram and Glod (2016) reported in their study conducted with health institutions in Poland that TM is not applied. In two quasi‐experimental studies, preintervention, it was found that the nurse managers did not have sufficient knowledge about TM (Youssef Elhanafy & Moh Samir El Hessewi, 2021) and the training on TM had an effect on increasing the knowledge and practices of nurse managers on TM (Abdrabou & El‐SayedGhonem, 2020; Youssef Elhanafy & Moh Samir El Hessewi, 2021). Another two studies found that nurses are satisfied with TM practices, and the hospital attracts, develops, motivates, and retains talented employees through the TM process (Ahmed et al., 2019; El Dahshan et al., 2018).…”

Section: Discussionmentioning

confidence: 99%

The effect of talent management on the job satisfaction and organizational commitment of nurses

Gül

Akkaya

Yıldırım

2022

International Nursing Review

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AimTo determine the effect of talent management on job satisfaction and organizational commitment of nurses and the mediating role of job satisfaction.BackgroundTalent management plays a critical role in attracting, developing, and retaining nurses and is effective in the formation of job satisfaction and organizational commitment.MethodsThis correlational study sample consisted of 482 volunteering nurses who were selected through a convenience sampling method. Data were collected using an information form, the Talent Management Scale, the Minnesota Satisfaction Questionnaire, and the Organizational Commitment Scale. The data were analyzed using descriptive statistics, Pearson correlation analysis, single linear regression, and hierarchical regression analysis. The Baron and Kenny model was used to determine the mediation effect.FindingsTalent management affected the intrinsic, extrinsic subdimensions of job satisfaction and the total score and the affective commitment, normative commitment, and continuance commitment significantly and positively. Job satisfaction had a full mediating role in the effect of talent management on affective commitment and continuance commitment and a partial mediating role in affecting normative commitment.ConclusionTalent management in organizations can increase nurses' job satisfaction and organizational commitment and nurses' job satisfaction can play a mediating role in the effect of talent management on organizational commitment.Implications for nursing and health policyThis study demonstrates that nurse managers and decision‐makers should adopt talent management practices in nursing. Desired results such as nurses' job satisfaction and organizational commitment can be achieved by focusing on the development of nurses' talents.

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Talent Management Training Programand its Effect on Leadership Effectiveness among Nurse Managers

Cited by 4 publications

References 9 publications

Efficacy of Talent Management Competencies Educational Program for Head Nurses on Nurses' Engagement at Intensive Care Units

Efficacy of Talent Management Competencies Educational Program for Head Nurses on Nurses' Engagement at Intensive Care Units

Effect of Talent Management Training Program for Nursing Managers on Nurses Work Effectiveness

The effect of talent management on the job satisfaction and organizational commitment of nurses

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