An Analysis of the Concept of Competence in Nursing Education

Scanlon, Adrian Paul

doi:10.4172/2573-0347.1000144

Cited by 8 publications

(14 citation statements)

References 22 publications

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“…As a result, previous works (Hayton & McEvoy 2006;Miller, Wesley & Williams 2012) reveal that a significant complication in the literature on competence is that there are many definitions of the term, and that the terms expertise, skills, competency and acumen, although interrelated, are occasionally used interchangeably. There is a lot of confusion and debate regarding the term 'competence' and it is almost impractical to identify a comprehensive theory or to coin a definition that can accommodate and reconcile all the diverse ways that the word is used (Scanlon 2017). Even though Boon and Van der Klink (2003) regarded competence as a 'fuzzy concept', they admit that it is a worthwhile term, which bridges the gap between job requirements and education.…”

Section: Managerial Competencies and Performancementioning

confidence: 99%

Managerial political competencies and the performance of small and medium-sized enterprises in South Africa

2021

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Orientation: Research on managerial political competencies has progressed well in other organisational setups; but not so much in entrepreneurial ventures, yet literature documents the pivotal role played by political competencies in the performance of small and medium-sized enterprises (SMEs).Research Purpose: This study intended to find the impact of managerial political competencies on the performance of SMEs as measured by both innovation and return on investment (ROI) in SMEs in the Gauteng Province of South Africa.Motivation for the study: Regardless of the contribution done by SMEs in contemporary economies, and the fundamental role managerial political competencies play in sustaining these enterprises, no known study has been done among SMEs in South Africa.Research design, approach and method: The study employed an ex post facto correlational design that adopted a purely quantitative approach. The sample comprised of 211 owner/managers in Gauteng Province. Descriptive statistics and Spearman’s correlation were used for data analysis.Main findings: Owner/managers were found to be politically competent in the dimensions of social astuteness and networking abilities, but fared not so well on the apparent sincerity and interpersonal influence dimensions. It was also established that SMEs performed relatively better in terms of innovation compared to ROI, although ROI had greater potential to respond to improvements in the quality of managerial political competencies when compared to innovation . There was a statistically significant relationship between managerial political competencies and SME performance as measured by innovation and ROI.Practical/managerial implications: It is recommended that managerial political competencies be augmented internally through deliberate human resource development initiatives in order to leverage on them. It is also recommended that support structures and agencies that assist owner/managers in competency development be augmented at both provincial and government levels.Contribution/Value-add: The study attempts to fill the gap between research and practice regarding managerial political competencies in SMEs in South Africa.

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Section: Managerial Competencies and Performancementioning

confidence: 99%

Managerial political competencies and the performance of small and medium-sized enterprises in South Africa

2021

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“…Lack of competence is also regarded as one of the main causes of dissatisfaction among nurses. In the organizational aspect, the availability of competent staff not only reduces the costs but also is associated with the use of available resources and facilities (17).…”

Section: Literature Reviewmentioning

confidence: 99%

Professional Competence in Nursing: A Hybrid Concept Analysis

et al. 2019

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Objectives: Nurses, as the largest group providing health care services, play a critical role in the continuity of care and respond to services commensurate with their competence. Professional competence in nursing is a complex and ambiguous concept and needs the redefinition of competence and development of its definition and concept. In this study, we aimed to conceptually analyze professional competence in nursing. Methods: In this study, a hybrid concept analysis was used. In the literature review phase, the concept of 'competence' was investigated through valid databases limited to 2000-2018 and the participants' experiences also appeared in the fieldwork phase. In the fieldwork phase, the participants revealed some aspects of professional competence in nursing, which were not well-addressed in the literature. Finally, the comprehensive definition of professional competence in nursing was presented after integrating the findings obtained in these two phases. Results: According to the findings, professional competence in nursing is a combined, complex, multidimensional, and contextdependent concept, and consists of different domains. Based on the analysis results of the fieldwork phase, this concept was classified into 16 domains and the participants largely contributed to the provision of a comprehensive definition based on the definitions of professional competence presented in the literature. Conclusions: Based on the domains of professional competence in nursing obtained from this study, an appropriate instrument can be developed to assess professional competence in nursing for students and nurses.

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“…However, the results of this study suggest that 1 year may not be sufficient to appreciate an increase in the level of competence of new graduates. According to Scanlon (2017), the threshold for a nurse to achieve the level of being competent in practice varies. Although the first 6 months after graduation is a crucial period for new graduate nurses to reinforce clinical competence, Cheng et al (2014) suggested that new graduates still need to have at least 12 months to feel comfortable to work in a new environment.…”

Section: Resultsmentioning

confidence: 99%

“…Benner (1984) argued that a newly registered practitioner becomes competent only with a degree of exposure to that role for 2-3 years after the point of registration. However, it is acceptable to expect that a person is competent at the level of registration (Scanlon, 2017). Besides, the professional licensure examination system ensures that the person bearing the license has met the minimum or entry-level competencies to perform acts allowed by the license (Oducado, Cendaña, & Belo-Delariarte, 2019).…”

Section: Resultsmentioning

confidence: 99%

“…Although certain competencies may be generic to nursing, findings cannot be extrapolated to other countries because the core competencies, the content of the curriculum, and the teaching methods may vary among countries. Second, research questions framed relative to competence has always been challenging to define (Scanlon, 2017), and surveys can lead to selfreported bias and social desirability. Given that the instrument used in this study underwent validation and pilot testing, further psychometric evaluation is still warranted.…”

Section: Resultsmentioning

confidence: 99%

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Perceived Competence and Transition Experience of New Graduate Filipino Nurses

Ubas-Sumagasyay

Oducado

2020

Jurnal Keperawatan Indonesia

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Recruitment and hiring of new graduate nurses is seen as a potential strategy to mitigate the problem of nurse shortage. However, previous studies disclosed that new graduate nurses are inadequately prepared to enter practice and experience transition difficulties. This study aimed to determine the perceived competence and transition experience of new graduate Filipino nurses. Seventy-nine conveniently chosen new graduate nurses were surveyed in this descriptive cross-sectional research. Self-administered instruments were used to gather data. Descriptive statistics, Mann–Whitney U test, and Kruskal–Wallis test were the statistical tools employed. Results indicated that new graduate nurses had a high level of self-reported fundamental nursing skills (M= 7.99) and core competence (M= 8.16), although areas needing improvement were identified. There were no significant differences in the perceived competence based on the length of experience, year graduated, area of assignment, sex, type of school graduated, CPD participation, and hospital bed capacity (p> .05). The major difficulty experienced by new graduates during their transition was related to changes in role expectations (72.2%). Majority expressed the need for increased support during their transition (83.5%). The most satisfying aspects of their working environment were ongoing learning (81%) and peer support (74.7%), while the least satisfying was the negative nursing work environment (55.7%). New graduate nurses are equipped with the necessary nursing skills and core competencies. However, there are still gaps and areas needing improvement that should be addressed and supported to assist them in their transition to the world of professional nursing practice. Follow up, feedback, mentoring, and preceptorship are beneficial to enhance the competencies of new graduate nurses and facilitate their successful transition into the nursing workforce. AbstrakPersepsi Kompetensi dan Pengalaman Transisi Perawat Lulusan Baru Filipina. Rekrutmen dan perekrutan perawat lulusan baru dipandang sebagai strategi potensial untuk mengurangi masalah kekurangan perawat. Namun, penelitian sebelumnya mengungkapkan bahwa perawat lulusan baru tidak cukup siap untuk memasuki praktik dan mengalami kesulitan transisi. Penelitian ini bertujuan untuk menentukan persepsi kompetensi dan pengalaman transisi perawat lulusan baru Filipina. Tujuh puluh sembilan perawat lulusan baru yang dipilih dengan mudah disurvei dalam penelitian cross-sectional deskriptif ini. Instrumen yang dikelola sendiri digunakan untuk mengumpulkan data. Statistik deskriptif, uji Mann-Whitney U, dan uji Kruskal-Wallis adalah alat statistik yang digunakan. Hasil menunjukkan bahwa perawat lulusan baru memiliki tingkat tinggi keterampilan keperawatan fundamental yang dilaporkan sendiri (M= 7,99) dan kompetensi inti (M= 8,16), meskipun bidang yang perlu perbaikan diidentifikasi. Tidak ada perbedaan signifikan dalam kompetensi yang dirasakan berdasarkan lama pengalaman, tahun lulus, bidang tugas, jenis kelamin, jenis sekolah yang lulus, partisipasi CPD, dan kapasitas tempat tidur rumah sakit (p> 0,05). Kesulitan utama yang dialami oleh lulusan baru selama transisi mereka terkait dengan perubahan dalam ekspektasi peran (72,2%). Mayoritas menyatakan perlunya peningkatan dukungan selama masa transisi mereka (83,5%). Aspek yang paling memuaskan dari lingkungan kerja mereka adalah pembelajaran berkelanjutan (81%) dan dukungan sebaya (74,7%), sedangkan yang paling tidak memuaskan adalah lingkungan kerja keperawatan negatif (55,7%). Perawat lulusan baru dilengkapi dengan keterampilan keperawatan dan kompetensi inti yang diperlukan. Namun, masih ada kesenjangan dan bidang yang perlu diperbaiki yang harus ditangani dan didukung untuk membantu mereka dalam transisi mereka ke dunia praktik keperawatan profesional. Tindak lanjut, umpan balik, pendampingan, dan pelatihan guru bermanfaat untuk meningkatkan kompetensi perawat lulusan baru dan memfasilitasi keberhasilan transisi mereka menjadi tenaga kerja keperawatan.Kata kunci: penilaian kompetensi, perawat lulusan baru, keterampilan keperawatan, pengalaman transisi

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An Analysis of the Concept of Competence in Nursing Education

Cited by 8 publications

References 22 publications

Managerial political competencies and the performance of small and medium-sized enterprises in South Africa

Managerial political competencies and the performance of small and medium-sized enterprises in South Africa

Professional Competence in Nursing: A Hybrid Concept Analysis

Perceived Competence and Transition Experience of New Graduate Filipino Nurses

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