Abou Hashish Ebtsam, Farghaly Sally
King Saud Bin Abdulaziz University for Health Science, Saudi Arabia.
Nursing Management and Education Department, Princess Nourah bint Abdulrahman University, Riyadh, Saudi Arabia, and lecturer in nursing, Alexandria University, Alexandria, Egypt.
Nurs Manag (Harrow). 2021 Dec 2;28(6):21-28. doi: 10.7748/nm.2021.2006.
The effectiveness and stability of a healthcare organisation's workforce, including nurse managers, can be negatively affected by many factors, including illness, retirement and low levels of retention. One way of mitigating these effects is through succession planning, which can be defined as a strategy to employ the appropriate number and quality of people in key positions such as management to account for factors such as turnover, which can cause instability in a workforce. Many healthcare organisations understand the importance of having trained individuals who are ready to be promoted into leadership and managerial roles vacated by those who leave or are promoted into other positions. However, few formal education programmes specifically target the leadership development of nurses and their potential to progress into more complex leadership positions.
To assess the effect of nurse managers' knowledge of succession planning on leadership practices and organisational resilience.
A quasi-experimental research design was applied using a test conducted before and after sessions on knowledge of succession planning, with a group of 60 nurse managers working at a Saudi university hospital. Each nurse manager attended the sessions. Study variables were measured using structured questionnaires before and after attendance.
The results showed significant improvement after the sessions. Improvements were noted in knowledge of succession planning, leadership and succession planning practices, and organisational resilience.
This study demonstrated that providing sessions on succession planning resulted in improvements in nurse managers' knowledge of succession planning, demonstration of succession planning practices, and demonstration of leadership practices.
包括护士长在内的医疗机构员工队伍的有效性和稳定性可能受到多种因素的负面影响，如疾病、退休和低留用率。减轻这些影响的一种方法是通过继任规划，继任规划可定义为一种策略，即在管理等关键岗位上聘用数量合适且素质合格的人员，以应对可能导致员工队伍不稳定的人员流动等因素。许多医疗机构明白拥有经过培训、随时准备晋升到因人员离职或晋升到其他岗位而空缺的领导和管理岗位的人员的重要性。然而，很少有正规教育项目专门针对护士的领导力发展及其晋升到更复杂领导岗位的潜力。
评估护士长对继任规划的了解对领导实践和组织复原力的影响。
采用准实验研究设计，对沙特一家大学医院的60名护士长进行了关于继任规划知识的培训前和培训后测试。每位护士长都参加了培训课程。在参加培训前后，使用结构化问卷对研究变量进行测量。
培训课程后结果显示有显著改善。在继任规划知识、领导和继任规划实践以及组织复原力方面都有进步。
本研究表明，提供关于继任规划的培训课程可提高护士长对继任规划的了解、继任规划实践的展示以及领导实践的展示。
