The elaboration and empirical evaluation of a partial talent management competency model in the nursing profession

[摘要] ENGLISH ABSTRACT: This study stems from an urgent need to understand which factors contribute to nursepractitioners' intention to quit, and consequently what organisations can do to retain thesepractitioners. There is increased pressure on the healthcare sector, more specificallynursing, due to a severe shortage in this discipline. These shortages are not an isolatedphenomenon, but influence the private as well as public sector worldwide, as well as inSouth Africa.A multitude of factors contribute to the fact that nursing is a scarce skill worldwide. Somefactors are controllable, others not. By isolating the controllable factors, organisations andmanagers can be equipped to put action plans in place to decrease the impact of thiscrisis. Processes and action plans to enlarge the nursing pool, and also to retain thecurrent workforce, can contribute to overcoming this challenge.There is proof that the implementation of a structured talent management programme cancontribute to overcoming this challenge. Line managers and their competence regardingthe management of personnel play a key role in such a talent management programme.This study has as its objective to re-evaluate an existing talent management competencymodel for line managers, and to propose additional variables that can influenceorganisational outcomes like job satisfaction, organisational commitment and turnoverintention. By understanding which line manager competencies influence organisationaloutcomes, and the manner in which they influence these outcomes, line managers as wellas organisations can be equipped to formulate processes and programmes that cancontribute to the retention of a scarce skill, and importantly, also minimise the impact of aworldwide crisis.The results of the study indicated that the operationalisation of the talent managementcompetencies failed. The originally proposed model consequently had to be reduced bydeleting all talent management latent variables from the model. Poor model fit wasobtained for the reduced model. Modifications were, however, made to the reduced modelbased on modification index suggestions derived from the data. The modified modelshowed good fit and support was obtained for all the paths in the modified model. Crossvalidationof the modified model was recommended.

[发布机构] Stellenbosch University