Design and Application of a Core Competency Training Program for New Nurse Managers Based on the Kemp Model From Role Theory Perspective: A Pilot Study.

To design nursing management training systems based on the Kemp model and role theory, enhance new nurse managers (NNMs)' core competencies, and facilitate role transition. Amid the diverse and intricate practical setting of policy development and execution, NNMs frequently confront numerous challenges as they transition into their roles. Although training programs strive to boost their core competencies and facilitate adaptation to new positions, most overlook the unique needs and individual traits of these managers. In addition, educational models and role theory are seldom woven into the design and assessment of such training initiatives. A pre-post quasiexperimental pilot study was conducted at a tertiary hospital in Beijing, following the TREND guidelines from September to November 2024. Fourteen NNMs received core competency training program based on the Kemp model and role theory. Formative evaluation of NNMs during training used classroom questioning, homework, and reflective journal. A month post-training, summative evaluation was conducted using the Nurse Manager Competency Assessment Questionnaire and semistructured interviews. Data were analyzed using SPSS 25.0, Nvivo 12.0, and Colaizzi's thematic analysis. Compared with pretraining, the overall core competency (134.93 ± 11.81 vs. 146.79 ± 13.92) and behavioral competency (46.64 ± 5.47 vs. 52.93 ± 5.72) of the NNMs showed significant improvement ( < 0.05). Five themes emerged, including role awareness awakening and cognitive restructuring, capability adjustment in role practice, role identity and coconstruction of team culture, the tension between role expectations and career development, role cultivation and continuous professional development. The training program, blending the Kemp model with role theory, effectively tackles the hurdles NNMs face in role transition. It boosts their core competencies and fosters role adaptation and growth, providing healthcare institutions with replicable strategies to refine support systems for nurse managers (NMs) during this phase. Integrating the Kemp model-role theory framework into policy-driven, competency-based leadership development enhances the role adaptability and psychological resilience of NMs across global healthcare systems.