الفهرس 
Purpose of the studyOnly 14 pages are availabe for public view
 |  | from | 146 |  |  |
| | | from | 146 | | |
Abstract
First line nurse managers’ level of competency allows them to manage nurses more efficiently, improving the overall positive outcomes in nursing for their nurses. competency is the necessary knowledge, skills and attitudes that must be possessed in order to allow ones to perform a set of defined activities to an expected standard. In other words, competence is viewed as the ability of first line nurse managers to demonstrate the knowledge, skills, judgment and attitudes required to perform activities within the defined scope of practice at an acceptable level of proficiency (García, Marqués, Carral, & Villorejo, 2020).Nurses who are not recognized feel invisible, undervalued, unmotivated and disrespected. Lack and absence of recognition has been ranked as one of the primary cases of discontent in nursing and it can potentially affect everyone, especially those people most depend on nurses’ performance; their patients. Within nursing, studies have demonstrated that many nurses are dissatisfied with the recognition they receive from their front line managers (El-demerdash & Ghadery, 2014).Therefore, the present study is conducted to explore the first line nurse managers’ level of clinical competencies and its relation to level of recognition behavior among nurses.Research design A descriptive correlational research design was used in carrying out the study.Setting This study was conducted at all units and departments in Menoufia University Hospital at Shebin El-Kom, Menoufia Governorate, Egypt. All medical, surgical, general or specialized departments and critical care units were included in the study.Sample There are two samples: first line nurse managers and nurses working in the selected units. Both male and female first line nurse managers and nurses constituted the study’s sample. A convenience sampling technique was used to select one hundred first line nurse managers, and simple random sample technique was used to select three hundred nurses.
Instruments Data of the present study was collected using two instruments: Instruments I: Nurse Executive Competencies Assessment Tool.The modified Nurse Executive Competencies Assessment Tool (NECA). It consists of 74 items categorized into five domains; communication and relationship building (23items), knowledge of the health care environment (15 items), leadership skills (12 items),professionalism (12 items), and business skills (12 items). It assesses the first line nurse managers’ ability of initial development, maintenance of knowledge and skills, educational consultation, remediation, and redevelopment. Instruments II: The Recognition Behavior Tool.The Recognition Behavior Questionnaire. It consists of 31 items assesses nurses’ recognition behavior. The questionnaire is categorized into six dimensions; opportunities for growth and development (13 items), written acknowledgement (3 items), private verbal feedback (4 items), public acknowledgement (7 items), schedule adjustment (3 items), and salary (1 item
The main findings of the present study revealed that: Approximately two third of studied first line nurse managers (62%) had high level of clinical competencies. More than half of studied nurses (52.4%) had moderate level of recognition. There is no relationship between first line nurse managers’ clinical competencies level and nurses’ recognition behavior level.