الفهرس 
INTRODUCTIONOnly 14 pages are availabe for public view
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Abstract
SUMMARY
Talent management has become the most important part of the nursing profession. It
ensures that the right staff nurse with the best skills in the right place in the work
environment. Also, it focuses on providing a lot of chances for staff nurses‟ development and
expands their cognitive capacity, which helps them overcome all problems and use the
appropriate skills to manage conflicts. Conflict management skills are very important in order
to deal with daily life without causing damage and to deal professionally with problems and
conflicts.
Aim of the study:
This study aims to investigate the relationship between talent and conflict management
among staff nurses in Shubrakhit General Hospital.
Setting of the study:
This study was conducted at all inpatient units in Shubrakhit General Hospital. This
hospital is affiliated to the Ministry of Health and Population. It is considered one of the main
hospitals in El Beheira Governorate. This hospital was selected because it has the largest
number of bed capacity (191 beds), with different educational qualifications of staff nurses as
there are secondary school of nursing diploma, technical institute of nursing diploma, and
Bachelor in Nursing Science degree. Also, this hospital provides different multiple services
such as inpatient care, emergency care, intensive care, hemodialysis sessions, small and major
operations, and a lot of paramedical health services such as dietary, pharmacy, occupational
health… etc.
Subjects of the study:
The subject of this study included all staff nurses who were working in the previously
mentioned setting with experience more than six months and who were available at the time
of data collection and willing to participate in this study (n=280). They were divided as
follow; staff nurse with bachelor in nursing science degree (n=48), staff nurse with technical
institute of nursing diploma (n= 83), and staff nurse with secondary school of nursing
diploma(n= 149).
Tools of the study:
Two tools were used to conduct this study:
Tool (I): Talent management questionnaire:
It was developed by El Nakhla (2013) (12). It was adapted by the researcher to examine
nurses’ perceptions about talent management in the workplace. It consists of 31 items divided
into three main dimensions, as following: talent attraction (10-item), talent development (10-
item), and talent retention,(11-item). Responses were measured on 5-Point Likert Scale range
from 5 (strongly agree) to 1 (strongly disagree). The overall scoring was ranging from 31-155.
It was categorized into three categories as follows; low score of staff nurses’ talent
management was ranging from 31 to 92, medium score of staff nurses’ talent management
was ranging from 93 to 123,and high score of staff nurses’ talent management was ranging
Summary
40
from 124 to 155. Also, the overall score was calculated according to percent score as follows:
low talent management as perceived by staff nurses ˂ 50 %, moderate talent management as
perceived by staff nurses 50 % -75 %, and high talent management as perceived by staff
nurses ≥ 75 %.
Tool (II): Rahim Organizational Conflict Inventory-II (ROCI-II)
It was developed by Rahim (2011) (20) to assess the behavior of staff nurses in conflict
situations. It consists of 28 items divided into five main dimensions, as follows: integrating
style (7- item), obliging style (6- item), avoiding style (6- item), dominating style (5- item),
and compromising style (4- item). Responses were measured on 5-Point Likert Scale range
from 5 (strongly agree) to 1 (strongly disagree). The overall scoring was ranging from 28-140.
It was categorized into three categories as follows; low score of conflict management skills
was ranging from 28 to 83, medium score of conflict management skills was ranging from 84
to 111,and high score of conflict management skills was ranging from 112 to140. Also, the
overall score was calculated according to percent score as follows: low conflict management
as perceived by staff nurses ˂ 50 %, moderate conflict management as perceived by staff
nurses 50 % -75 %, and high conflict management as perceived by staff nurses ≥ 75 %.
In addition, staff nurses’demographic and work related characteristics data sheet was
developed by the researcher to collect data from staff nurses. It included data such as: age,
educational qualification, years of experience in nursing, and current working unit.
Methods
1- An official permission was obtained from the Dean of Faculty of Nursing, Damanhour
University and the hospital administrators of the study settings to collect the necessary
data.
2- The two tools were translated into Arabic and tested for its content validity and
translation by five experts in the field of study from the faculty of nursing Alexandria
and Damanhour university. Accordingly, the necessary modifications were done based
on their opinions.
3- The two tools were tested for their reliability by using cronbach‟s alpha co-efficient
test. The two tools were proved to be reliable where r = 0.970 for the tool I (talent
management questionnaire) and r = 0.880 for the tool II (Rahim Organizational
Conflict Inventory-II (ROCI-II).
4- A pilot study was carried out on 10 % (n=28)of total staff nurses rather than study
subjects; in order to check and ensure the clarity of the tools, applicability, feasibility,
identify obstacles and problems that may be encountered during data collection, then
the necessary modifications were done.
Data collection:
Data collection for this study was conducted by the researcher through a self-
administered questionnaires. They were hand-delivered to the study subjects in their
work settings after explaining the aim of the study.
The questionnaires were completed in the presence of the researcher to ensure the
objectivity of staff nurses‟ responses, non-contamination of their opinions, and to check
that all items were answered All questions were answered and explanations were given
accordingly.
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Answering the questionnaire took approximately from 15-20 minutes. Data collection
took a period of three months starting from August 2021 to November 2021.
Ethical Considerations:
A research approval was obtained from Ethical Committee at Faculty of Nursing
Damanhour University.
An informed written consent was obtained from the study subjects after explaining the
aim of the study.
Anonymity of the study subjects was maintained.
Confidentiality of the data collected was maintained and assured in the study.
Privacy and the right to refuse to participate or withdraw from the study at any time was
assured.
The following were the main results of the present study:
1- The result showed that 45.7 % of the studied staff nurses were in the age between 20-30
years old, while about 44.6 % of them were in the age group between 30-40 and only
about 9.6 % were above 40 years old. Also, illustrated that 17.1% of the studied staff
nurses had bachelor degree in nursing science, while 29.6% of the studied staff nurses
had technical institute of nursing diploma, and 53.2% of the studied staff nurses had
secondary school of nursing diploma. Regarding the studied staff nurses‟ years of
experience in nursing, 29.3% had less than 5 years of experience, while 22.1 % of
them 5-10 years of experience, and slightly less than one half (48.6%) had more than
10 years of experience. 12.5% of the studied staff nurses were working in surgical unit,
while 6.8% of them were working in communicable disease unit.
2- The result illustrated that the highest mean percent score of talent management as
perceived by studied staff nurses was related to talent development dimension 79.96%.
On the other hand, the lowest dimension was three thirds related to talent retention
(75.25%). In addition, the total mean percent score of talent management as perceived
by studied staff nurses 77.25%
3- The result showed that the highest mean percent score of conflict management skills as
perceived by the studied staff nurses was related to integrating style 79.14%. On the
other hand, the lowest dimension was related to dominating style 34.00%. In addition,
the total mean percent score of conflict management skills as perceived by studied
staff nurses was 64.61%.
4- The result showed that there were statistically significant differences between the
overall mean score of talent management as perceived by the studied staff nurses and
their demographic characteristics namely; age and years of experience in nursing (p
value 0.000, 0.000). While, there were no statistically significant differences between
the overall mean score of talent management as perceived by studied staff nurses and
the two-remaining demographic characteristics namely; educational qualification and
current working units (p value 0.123, 0.193) respectively.
5- There were statistically significant differences between the overall mean score of
conflict management as perceived by the studied staff nurses and their demographic
characteristics namely; educational qualification, years of experience in nursing, and
current working units (p value 0.014, 0.000, 0.019) respectively. While, there was no
statistically significant differences between the overall mean score of conflict
management as perceived by studied staff nurses and their age (p value 0.069).
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6- The result of this study revealed that there was no statistically significant correlation
between total talent management and total conflict management skills, where (r =
0.113, p = 0.060).
The findings of this study lead to the following recommendations:
A- Recommendations for hospital administrators:
Review the health care organization’s policies about the human resources management
to maintain a competitive advantage and retain the talented staff nurses.
Integrate the concept of talent into the undergraduate and postgraduate curriculum to
raise the awareness of future staff nurses toward skills, attitudes, and abilities that are
necessary to motivate an individual’s self, on one hand, and to motivate others on the
other hand.
Conduct frequent training programs and a series of workshops on talent and conflict
management skills for all staff nurses in their work environment.
Developing a system to evaluate staff nurses to discover talents and recruit them in the
right place, considering moving them between different units to transfer their
experience to other departments.
B- Recommendations for The first line nurse managers:
Provide a supportive work environment through the availability of adequate staff
members and resources to decrease workload that lead to decrease conflict and provide
high quality care.
Motivate talented staff nurses through appropriate rewards and recognition.
Coordinate for a supervision process to identify needs and provide continuous and
constructive feedback.
Establish an effective performance appraisal system that help in the development and
improvement of staff nurses’ performance.
Conduct continuous training programs about talent and conflict management skills.
C. Recommendation for the staff nurses should:
Attend frequent training programs, and workshops concerning talent, skills, creative
behavior, career development, and conflict management skills.
update knowledge about conflict management skills..
Accept individual differences and respect other‟s values and beliefs.
Further research needs to be examined:
Investigate the effect of talent management on health care quality.
Study the relationship between conflict management skills, patient satisfaction, nurse
satisfaction, and quality of health care.
Explore the effect of talent management on the growth of health care organizations.
Study the effect of talent management strategies on nurses performance in critical
units.
Investigate the challenges facing talent management.