الفهرس 
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Abstract
It is crystal clear that a well-motivated and engaged staff will be of great benefits to the organization where they work. This will not only result to achievement of organizational goal but also help the organization to retain competent staff which will definitely lead to high performance and increase quality productivity. There is a strong positive relationship between talent management and engagement in the sense that before employees are engaged, it is a good thing to the organization to subject them to training and continue development in order to discover their skills and where they will be best fit in the organization.
This study aim was to assess relationship between head nurses’ talent management and staff nurses’ engagement. A descriptive correlational study design was used to carry out this study on 34 head nurses and 170 staff nurses from Kafr Elshiekh General Hospital affiliated to Kafr Elshiekh Health Directorate. Two self-administered questionnaires were used to collect data. Each questionnaire comprised a section for socio-demographic data, and scale to assess head nurses’ talent management and staff nurses’ engagement. Six experts in nursing administration reviewed the tools for face and content validation, and it was pilot- tested. The field work lasted from May to July 2018.
The study main findings were as the following:
Head nurses’ age ranged between 26-30 years; 35.3%, all of them are females and 85.3% of them were married.
Although 61.8% of head nurses had bachelor of nursing. Additionally, 64.7% of them had experience more than 9 years, 35.3% of them worked in department wards and 85.3% of them didn’t attend talent management training programs.
The majority (82.4%) of head nurses had the highest level of talent management regarding to building and maintaining positive relationships.
50.0% of head nurses had the lowest level of talent management regarding to the displaying a talent management mindset.
61.8% of head nurses had high total talent management.
There was a highly statistically significant relation between total talent management and head nurses’ working department (P=0.01).
Staff nurses’ age ranged between 25-29 years; 40.6. 87.1% of them were female and 82.9% of them were married.
Although 35.3% of staff nurses had technical nursing diploma, 35.9% of them had experience more than one year and less than three years, 35.3% of them worked in wards’ department. 72.4% of staff nurses were attending training programs.
More than half (53.5%) of staff nurses had the highest engagement level regarding job satisfaction.
30.6% of them had the lowest engagement level regarding to communication at the hospital.
52.4% of staff nurses had moderate total engagement level.
There was a highly statistically significant relation between total engagement and staff nurses’ age (P=0.000).
There was a positive statistically significant relation between head nurses’ total talent management score and staff nurses total engagement level (P=0.05).
There was a positive statistically significant correlation between head nurses’ total talent management score and staff nurses’ total engagement level (p=.345).
In conclusion, there is a positive statistically significant correlation between head nurses’ talent management and staff nurses’ engagement level. This is most evident of talent management regarding building and maintaining positive relationships of head nurses, while talent management concerning displaying a talent management mindset is lowest. Staff nurses’ engagement with respect to job satisfaction was the highest, while engagement regarding communication at the hospital is lowest.
The study recommends Talent management conferences and workshops should be held for head nurses and anyone who works in an administrative position inside hospital. Training courses and programs for head nurses should be conducted concerning how to implement talent management within the hospital. The hospital administration should intensify the courses and programs of communication within the hospital. The process of talent management within the hospital needs to be continually evaluated and improved. The level of staff nurses’ engagement within the hospital should be continuously assessed and checked.