الفهرس 
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Abstract
anagement process that overcome and eliminate the gap between the skills and talents needed to achieve healthcare organizational targets. Head nurses focus their attention on processes of talent management that have the biggest impact through attracting, identifying, hiring the right nurses at the right jobs, developing, motivating, promoting and retaining them that has a strong potential to succeed the healthcare organization. Nurses’ engagement is really enriched when they are stimulated to come up with creating a positive work culture, do things differently, feeling of having meaning and purpose in work to be creative in doing things effectively. Therefore, head nurses need to be empowered and trained by talent management competencies educational program to play their managerial and supervisory roles for increasing nurses’ retention and decrease their turnover that affect their morale and job security and reaching for a high level of work engagement. Aim of study The present study aimed to determine the efficacy of talent management competencies educational program for head nurses on nurses’ engagement at Intensive Care Units. Setting and subjects The present study was conducted at Tanta Main University Hospital in Intensive Care Units (ICUs). The study subjects were consisted of all ((n = 40) head nurses and (n = 90) nurses working in ICUs including (6 head nurses and 16 nurses) at Cardiology, (8 head nurses and 10 nurses) at Medical, (4 head nurses and 12 nurses) at Neurology, (8 head nurses and 14 nurses) at Neonatal, (5 head nurses and 12 nurses) at Pediatric, (4 head nurses and 11 nurses) at Chest, (2 head nurses and 7 nurses) at Hematology and (3 head nurses and 8 nurses) at Tropical. Study tools To achieve the aim of this study three tools were used: Tool I: Head Nurses’ Talent Management Competencies Knowledge Questionnaire. It consisted of two parts: Part (1) Head nurses’ personal characteristics included age, department, marital status, years of experience and level of education. Part (2) Head nurses’ knowledge questionnaire about talent management competencies consisted of 46 questions in the form of multiple choice questions (27 items) and true and false questions (19 items) covered dimensions. They are included talent attraction, selection and recruitment, talent development, retention and motivation, benefits and obstacles of talent management competencies, process of talent management, talent management competencies dimensions and work engagement and its dimensions. Tool II: Head Nurses’ Talent Management Competencies Self-reporting. It included 78 items. They are distributed into seven competencies namely talent attraction, talent selection, talent recruitment, talent development, talent retention, talent motivation and work life balance practices. Tool III: Utrecht Work Engagement Scale. Part 1: Nurses’ personal characteristics included age, department, marital status, years of experience and level of education. Part 2: Nurses’ work engagement scale. It included 16 items distributed into three subscales namely vigor, dedication and absorption. Results of the present study revealed that: • The age of head nurses ranged from 32-49 years old with mean scores 42.86±4.09, while the age of nurses ranged from 25-45 years old with mean scores 36.99±5.07. • More than three-quarters (77.5%) of head nurses aged ≥ 40, while more than two - thirds (71.1%) of nurses aged <40. • The highest percent (25% and 20%) of head nurses worked at Medical and Neonatal ICUs, respectively, while 17.8% and 15.5% of nurses worked at Cardiology and Neonatal ICUs, respectively. • The majority (95% and 87.8%) of head nurses and nurses were married, respectively. • More than half (52.5%) of head nurses had ≥ 20 years with mean years of experiences 19.13±4.69, while, the majority (85.6%) of nurses had <20 years with mean years of experiences 14.13±4.71. • More than half (52.5% and 60%) of head nurses and nurses had bachelor degree of science in nursing and all (100%) of them didn’t attend any previous talent management competencies. • There were statistically significant improvements of head nurses’ total knowledge levels about talent management competencies at immediately and after 3th months post program than preprogram at (p ≤ 0.05). • Preprogram, the majority (92.5%) of head nurses had poor knowledge level about talent management competencies, which improved to be 95% and 80% of them had good knowledge level about talent management competencies at immediately and after 3th months post program, respectively. • Preprogram, the highest mean score 2.03 ± 0.89 with a mean percent 38.78% of head nurses’ knowledge about talent management competencies dimensions was related to work engagement and its dimensions. • Preprogram, the lowest mean score 2.83 ± 1.63 with a mean percent 31.18% of head nurses’ knowledge about talent management competencies dimensions was related to talent management competencies dimensions. • There were statistically significant improvements in levels of head nurses’ total talent management competencies at immediately and after 3th months post program than preprogram at (p ≤ 0.05). • Preprogram, the majority (80%) of head nurses had low level of total talent management competencies, which improved to be 92.5% and 77.5% of them had high level of total talent management competencies at immediately and after 3th months post program, respectively. • Preprogram, the highest mean score 44.28±22.25 with a mean percent 46.13% of head nurses’ talent management competencies dimension was related to work life balance practices. • Preprogram, the lowest mean score 6.28± 2.83 with a mean percent 39.38% of head nurses’ talent management competencies dimension was related to talent recruitment. • There were statistically significant improvements in levels of nurses’ total work engagement at immediately and after 3th months post program than preprogram at (p ≤ 0.05). • Preprogram, seventy percent (70%) of nurses had low level of total work engagement, which improved to be 93.3% and 80% of them had high level of total work engagement at immediately and after 3th months post program, respectively. • There were statistically significant relation between head nurses’ talent management knowledge and their age and years of experiences preprogram, immediately and after 3th months post program at (p≤ 0.05). • There were statistically significant relation between head nurses’ talent management competencies and their age, years of experiences and level of nursing education preprogram, immediately and after 3th months post program at (p≤ 0.05). • There were statistically significant relation between nurses’ work engagement and their years of experiences and level of nursing education at preprogram, immediately and after 3th months post program at (p≤ 0.05). • There were positive statistically significant correlation between head nurses’ talent management knowledge and competencies preprogram, immediately and after 3th months post program at (p≤ 0.05). • There were positive statistically significant correlation between head nurses’ talent management knowledge and nurses’ work engagement preprogram, immediately and after 3th months post program at (p≤ 0.05). • There were positive statistically significant correlation between head nurses’ talent management competencies and nurses’ work engagement preprogram, immediately and after 3th months post program at (p<0.05). Conclusion and recommendation Based on the results of this study it was concluded that there were statistically significant improvements of head nurses’ total knowledge levels about talent management and competencies. Also, there were statistically significant improvements in levels of nurses’ total work engagement. There were positive statistically significant correlation between head nurses’ talent management knowledge and competencies and nurses’ work engagement. It was recommended that providing management support for implementing talent management competencies educational program into their future vision to promote profitability, viability and market place of healthcare services.