سایت تخصصی مدیریت خدمات بهداشتی و درمانی | HCSM
Kamali A, Alimohammadzadeh Kh, haban Khamseh AH, Hosseini SM. A Succession Planning Model for Nursing Managers at Iranian Teaching Hospitals. J Holist Nurs Midwifery. 2026; 36(3):197-209. https://doi.org/10.32598/jhnm.36.3.2932.
A Succession Planning Model for Nursing Managers at Iranian Teaching Hospitals
Azam Kamali1 , Khalil Alimohammadzadeh2, 3 , Ali Hassan Shaban Khamseh4 , Seyed Mojtaba Hosseini5*
۱٫ PhD candidate in Health Care Management, Department of Health Services Management, NT.C., Islamic Azad University, Tehran, Iran.
۲٫ Professor, Department of Health Services Management, NT.C., Islamic Azad University, Tehran, Iran.
۳٫ Professor, Health Economics Policy Research Center, TeMS.C., Islamic Azad University, Tehran, Iran.
۴٫ Assistant Professor, Department of Health Services Management, Deputy of Current Affairs, MOHME (Ministry of Health and Medical Education),
Tehran, Iran.
۵٫ Assistant Professor, Department of Health Services Management, NT.C., Islamic Azad University, Tehran, Iran.
A B S T R A C T
Introduction: Effective human resource allocation, particularly in nursing management, is essential for organizational success. Succession planning serves as a strategic tool to enhance performance and optimize talent utilization.
Objective: This study aimed to develop a succession planning model for nursing managers in Iran.
Materials and Methods: This is a mixed-method study with an exploratory sequential design. In the qualitative phase, data were collected through discussions with 20 experts in nursing management and human resource planning and using the Delphi technique, followed by content analysis to extract the core themes of succession planning. Based on the themes identified in the qualitative phase, a researcher-developed questionnaire was designed and used in the quantitative phase. The study population in this phase included 200 nursing managers and supervisors (64% female) from teaching hospitals in Razavi Khorasan Province. Content validity of the questionnaire was evaluated by 10 experts, construct validity was assessed using
Confirmatory Factor Analysis (CFA), and reliability was assessed using Cronbach’s α. Quantitative data were analyzed using descriptive statistics and Structural Equation Modeling (SEM).
Results: Of 200 participants, 64% were female and the majority had a Bachelor’s degree in nursing (62%) and had more than 9 years of work experience (37%). In the Delphi phase, 10 experts in nursing management and healthcare leadership participated, including head nurses, nursing supervisors, and academic experts. The qualitative findings identified five main dimensions: managerial, organizational, individual, process, and policy. CFA results confirmed the construct validity of the proposed model, and all dimensions demonstrated acceptable reliability. SEM results confirmed the significance of all five dimensions. The managerial dimension had the strongest effect (β=۰٫۹۱۳, P=0.001), followed by individual (β=۰٫۸۸۴, P=0.001), organizational (β=۰٫۸۲۳,
P=0.001), policy (β=۰٫۷۷۷, P=0.001), and process (β=۰٫۶۸۶, P=0.001) dimensions.
Conclusion: The succession planning model, designed based on the identification and prioritizationof factors influencing program success, provides a systematic and evidence-based framework for developing nursing leadership in the Iranian hospitals. Given the managerial dimension’s highest impact on the success of succession planning programs, there is a need to develop leadership and
strategic management skills among nursing managers.