Developing and Validating an Instrument to Measure the Perceived Job Competencies Linked to Performance and Staff Retention of First-Line Nurse Managers Employed in a Hospital Setting

The purpose of the study was to construct and test the psychometric properties of the Nurse Manager Competency Inventory (NMCI), a self-assessment tool for measuring the job competencies linked to performance and staff retention of first-line nurse managers employed in the hospital setting. The instrument was constructed using secondary data gleaned from a job analysis and interviews with seven high performing first-line nurse managers and supplemented with a literature review. Nurse managers from first-line, mid-and executive-level positions comprised the sample (n=527) which was accessed via email through membership directories of the Hospital and Healthsystem Association of Pennsylvania and the Pennsylvania Organization of Nurse Leaders . Univariate descriptive statistics were used to assess personal and professional characteristics of respondents, perceived job competencies of first-line nurse managers in the hospital setting, and the 12 items that corresponded to the competency domain Promote Staff Retention. First line nurse managers performed 6 of the 11 competencies very often and 5 of the 11 competencies fairly many times. The three highest means reported among first-line nurse managers were Perform Supervisory Responsibilities, Promote Staff Retention and Conduct Daily Unit Operations. Competency items Maintain an open door policy, Serve as an advocate for staff, and Value the importance of work-family balance reflected the three highest mean values among both first-line and mid-level nurse managers with regard to behaviors and skills associated with the competency domain Promoting Staff Retention. There were significant differences between first-line nurse managers and the other two nurse manager roles in 5 of the 11 competency domains: Perform Supervisory Responsibilities; Ensure Patient Safety & Quality Care; Conduct Daily Unit Operations; Promote Professional Practice Model; and Develop Self. Nurse managers who supervise 10 or fewer employees reported significantly lower mean scores than those respondents supervising a larger number of employees in 9 of the 11 competency domains. Recommendations were proposed regarding the use of the NMCI as a tool for healthcare personnel in human resources, leadership, and education in areas related to: staff training and development; recruitment and selection; performance management; succession planning; and retention.