Is there a relationship between personality type and preferred conflict‐handling styles? An exploratory study of registered nurses in southern Mississippi

Aim(s) The purpose of this study was to determine the relationship between different personality factors of female registered nurses and their method of dealing with conflict. Background Conflict is both necessary and absolute and factors that influence development and resolution of conflict include personality traits. Methods Ninety‐seven female registered nurses working in three health care facilities in south Mississippi participated in this quantitative study. Instruments The instruments used were the Myers Briggs Type Indicator and the Thomas Kilmann Mode Instrument, which are forced choice questionnaires resulting in numerical data. Results There was not a statistically significant correlation between female registered nurses’ personality factors and methods of dealing with conflict. Conclusions The literature reveals that interpersonal conflict among nurses is a significant issue for the nursing profession. However, according to this study, there is no relationship between registered nurses’ personality factors and methods used to deal with conflict. Implications for nursing management The United States is faced with a serious nursing shortage, in part due to job dissatisfaction related to conflict in the workplace. Understanding conflict management styles can increase registered nurses’ positive conflict outcomes and lead to improved relationships, increased job satisfaction, and increased retention of registered nurses.     

Conflict management and job satisfaction in paediatric hospitals in Greece

kaitelidou d., kontogianni a., galanis p., siskou o., mallidou a., pavlakis a., kostagiolas p., theodorou m. & liaropoulos l. (2012) Journal of Nursing Management  20, 571–578 Conflict management and job satisfaction in paediatric hospitals in Greece Aim To assess the major causes of conflict and to identify choices of strategy in handling conflicts. Background Conflict is inherent to hospitals as in all complex organizations, and health personnel deal with internal and external conflicts daily. Methods The sample consisted of 286 participants. A five-part questionnaire, specific for conflicts in hospitals, was administered to health personnel. Results Of the participants 37% were physicians and 63% were nurses and nursing assistants. As far as choice of strategy in conflict management is concerned, avoidance was found to be the most frequent mode chosen while accommodation was the least frequent mode. Organizational problems were the main issue creating conflicts since 52% of nurses and 45% of physicians agreed that receiving direction from more than one manager may lead to conflicts (P = 0.02). Educational differences and communication gaps were reported as another cause of conflicts, with nurses supporting this statement more than the other groups (P = 0.006). Conclusion To become effective in conflict management nurses and physicians must understand causes and strategies in handling conflicts. Implications for nursing management Major changes are needed regarding human resource management, work incentives and dynamics of teamwork in order to improve working conditions in Greek public hospitals.     

Relationships among conflict, conflict management, job satisfaction, intent to stay, and turnover of professional nurses in Thailand*

Abstract This study was conducted to describe level of conflict, conflict management styles, level of job satisfaction, and intent to stay, and to ascertain relationships among conflict, conflict management styles, level of job satisfaction, intent to stay, and turnover of professional nurses in Thailand. The sample was 354 professional nurses employed in four regional hospitals in Thailand. The findings showed that the overall level of conflict was at a moderate level. The majority of subjects used accommodation most frequently to manage conflict. Subjects were dissatisfied with pay but were neither satisfied nor dissatisfied with work, supervision, opportunities for promotion, co-workers and the job in general facets of job satisfaction. Most subjects had a high intent to stay in their present jobs for 1 year (97.1%) but intent to stay for the next 5 years decreased (78.5%). The result showed some relationships among these variables, but no relationship between intent to stay and turnover of professional nurses.     

Mediating the effects of work-life conflict between transformational leadership and health-care workers' job satisfaction and psychological wellbeing

munir f., nielsen k., garde a.h., albertsen k. & carneiro i.g. (2012) Journal of Nursing Management  20, 512–521 Mediating the effects of work–life conflict between transformational leadership and health-care workers’ job satisfaction and psychological wellbeing Aim To explore the mediating effects of work–life conflict between transformational leadership and job satisfaction and psychological wellbeing. Background The importance of work–life balance for job satisfaction and wellbeing among health-care employees is well-recognized. Evidence shows that transformational leadership style is linked to psychological wellbeing. It is possible that transformational leadership is also associated with employees’ perceptions of work–life conflict, thereby influencing their job satisfaction and wellbeing. Methods A longitudinal design was used where staff working within Danish elderly care completed a questionnaire at baseline and 18-month follow-up (N = 188). Results Regression analyses showed that transformational leadership style was directly associated with perceptions of work–life conflict, job satisfaction and psychological wellbeing. Work–life conflict mediated between transformational leadership and wellbeing, but not job satisfaction. Conclusion The findings suggest transformational leadership style may improve perceptions of work–life balance and employee wellbeing. Implications for nursing management Managers should adopt transformational leadership styles to reduce work–life conflict and enhance the wellbeing of their staff.     

Leadership style and choice of strategy in conflict management among Israeli nurse managers in general hospitals

AIMS: To identify conflict mode choices of head nurses in general hospitals and examine the relationship between leadership style, choice of strategy in handling conflicts and demographic characteristics. BACKGROUND: Nurse managers deal with conflicts daily. The choice of conflict management mode is associated with managerial effectiveness. The ability to creatively manage conflict situations, towards constructive outcomes is becoming a standard requirement. METHODS: Head nurses (N = 60) in five general hospitals in central Israel were surveyed, using a 3-part questionnaire: The Thomas-Kilmann Conflict Mode Instrument, the Multi-factor Leadership Questionnaire, Form 5X-Short (MLQ 5X) and demographic data. RESULTS: Head nurses perceive themselves significantly more as transformational leaders than as transactional leaders. Compromise was found to be the most commonly used conflict management strategy. Approximately half of the nurses surveyed used only one mode in conflict management. Transformational leadership significantly affected the conflict strategy chosen. CONCLUSION: Head nurses tend to choose a conflict-handling mode which is concerned a form of a Lose-Lose approach. Preparation in conflict management should start from undergraduate education.     

护士工作满意度和角色冲突的相关性

目的了解护士工作满意度和角色冲突的现状,探讨护士工作满意度与角色冲突在不同人口统计维度上的差异及其相关性。方法便利选取上海市某三级甲等综合性医院102名护士为研究对象,采用工作满意度调查表与角色冲突量表对其进行问卷调查。结果不同科室、年龄、学历、职称、工作年限的护士,其工作满意度得分存在一定差异,但角色冲突的得分差异均无统计学意义(均P0.05)。除利益满意度、工作本身满意度与角色冲突相关不显著外,工作满意度其他维度与角色冲突之间呈显著负相关(P0.05)。结论护士的角色冲突水平越高,其工作满意度水平越低,且角色冲突对工作满意度有预测作用。     

Conflict within nursing work environments: concept analysis

AIM: The aim of this paper is to examine the concept of conflict in nursing work environments using the evolutionary approach to concept analysis. BACKGROUND: In nursing work environments, conflict among nurses is becoming a significant issue resulting in job dissatisfaction, absenteeism, and turnover. Although discussed frequently in the nursing literature, nursing research has focused predominantly on conflict management without first understanding the elements, causes and effects of conflict. METHODS: A literature search was conducted using CINAHL, Proquest, PsychINFO, Social Sciences Index and MEDLINE databases and the keywords conflict and work environment. Articles over the last 25 years from each of these databases were examined to identify major themes, areas of agreement and disagreement across disciplines, changes in the concept over time, and emerging trends. FINDINGS: Conflict is a multidimensional construct with both detrimental and beneficial effects. Most definitions agree that conflict is a process involving two or more people, where a person perceives the opposition of the other. Antecedents stem from individual characteristics, interpersonal factors, and organizational factors. Individual effects, interpersonal relationships, and organizational effects are the main consequences of conflict. A theoretical model of the antecedents and consequences is presented, with implications for further development. CONCLUSIONS: A more thorough understanding of the sources and outcomes of conflict within nursing work environments would enable the prevention of conflict. If properly understood and managed, conflict can also lead to positive outcomes for nurses and healthcare organizations.     

临床护士工作家庭冲突及应对方式对工作满意度的影响

目的:了解临床护士工作家庭冲突、应对方式和工作满意度的现状,并探讨三者之间的关系。方法:便利抽取2所医院578名临床护士。采用护士一般人口情况调查表、工作家庭冲突量表、应对方式量表和护士工作满意度量表进行调查。结果:临床护士工作家庭冲突处于较高水平,工作影响家庭高于家庭影响工作,且差异具有统计学意义(P<0.001);工作满意度均分为(2.88±0.46)分,得分最低的维度为薪酬;护士应对方式6个维度得分由高到低为:问题的解决、正面认识、行为摆脱、寻求社会支持、缓解情绪困扰、回避与自责;工作家庭冲突、问题的解决、寻求社会支持、回避与自责显著影响工作满意度(P<0.01)。结论:鼓励护士积极解决问题和寻求社会支持是降低工作家庭冲突、提高工作满意度的正性激励措施。     

Implementation of an intravenous medication infusion pump system: implications for nursing

AIM: To assess perceptions of nurses regarding the implementation of intravenous medication infusion system technology and its impact on nursing care, reporting of medication errors and job satisfaction. BACKGROUND: Medication errors are placing patients at high risk and creating an economic burden for hospitals and health care providers. Infusion pumps are available to decrease errors and promote safety. METHODS: Survey of 1056 nurses in a tertiary care Magnet hospital, using the Infusion System Perception Scale. Response rate was 65.43%. RESULTS: Nurses perceived the system would enhance their ability to provide quality nursing care, reduce medication errors. Job satisfaction was related to higher ratings of the management team and nursing staff. Perceptions verified the pump was designed to promote safe nursing practices. CONCLUSIONS: It is important to consider relationships with job satisfaction, safe nursing practice and the importance of ratings of nursing staff and management teams when implementing infusion technology. IMPLICATIONS FOR NURSING MANAGEMENT: Infusion pumps are perceived by nurses to enhance safe nursing practice. Results stress the importance of management teams in sociotechnological transformations and their impact on job satisfaction among nurses.     

Determinants of nurses' job satisfaction: the role of work–family conflict, job demand, emotional charge and social support

cortese c.g., colombo l. & ghislieri c. (2010) Journal of Nursing Management 18 , 35–43
Determinants of nurses' job satisfaction: the role of work–family conflict, job demand, emotional charge and social support
Aim  The aim of the present study was to develop a research model explaining the causal relationship between certain antecedents (job and emotional charge, supportive management and colleagues), work–family conflict (WFC) and job satisfaction.
Background  Many research projects in health organizations have highlighted the link between high WFC and lower levels of job satisfaction. The study of these variables is important in understanding the processes of professional nurse retention.
Method  The survey was conducted using a questionnaire administered to 351 professional nurses working in a major North Italian hospital. The questionnaire measures six variables: WFC, job satisfaction, job demand, emotional charge, supportive management and supportive colleagues.
Results  The data confirmed the connection between WFC and job satisfaction, and showed the importance of some WFC predictors, such as supportive management, emotional charge and job demand, not only for their connections with WFC but also for their direct associations with job satisfaction.
Conclusion  WFC, in health organizations, can contribute to a decrease of nurses' job satisfaction.
Implications for nursing management  Nursing management could achieve its aim of reducing WFC through the improvement of support from nurse coordinators, the specific organization of work models, ad hoc family-friendly policies and individual counselling programmes for nurses.     

Nurses' work demands and work-family conflict: a questionnaire survey

BACKGROUND: Work-family conflict is a type of interrole conflict that occurs as a result of incompatible role pressures from the work and family domains. Work role characteristics that are associated with work demands refer to pressures arising from excessive workload and time pressures. Literature suggests that work demands such as number of hours worked, workload, shift work are positively associated with work-family conflict, which, in turn is related to poor mental health and negative organizational attitudes. The role of social support has been an issue of debate in the literature. This study examined social support both as a moderator and a main effect in the relationship among work demands, work-to-family conflict, and satisfaction with job and life. OBJECTIVES: This study examined the extent to which work demands (i.e., work overload, irregular work schedules, long hours of work, and overtime work) were related to work-to-family conflict as well as life and job satisfaction of nurses in Turkey. The role of supervisory support in the relationship among work demands, work-to-family conflict, and satisfaction with job and life was also investigated. DESIGN AND METHODS: The sample was comprised of 243 participants: 106 academic nurses (43.6%) and 137 clinical nurses (56.4%). All of the respondents were female. The research instrument was a questionnaire comprising nine parts. The variables were measured under four categories: work demands, work support (i.e., supervisory support), work-to-family conflict and its outcomes (i.e., life and job satisfaction). RESULTS: The structural equation modeling results showed that work overload and irregular work schedules were the significant predictors of work-to-family conflict and that work-to-family conflict was associated with lower job and life satisfaction. Moderated multiple regression analyses showed that social support from the supervisor did not moderate the relationships among work demands, work-to-family conflict, and satisfaction with job and life. Exploratory analyses suggested that social support could be best conceptualized as the main effect directly influencing work-to-family conflict and job satisfaction. CONCLUSION: Nurses' psychological well-being and organizational attitudes could be enhanced by rearranging work conditions to reduce excessive workload and irregular work schedule. Also, leadership development programs should be implemented to increase the instrumental and emotional support of the supervisors.     

The relationship between emotional intelligence competencies and preferred conflict‐handling styles

Aims The purpose of this study was to determine if a relationship exists between emotional intelligence (EI) and preferred conflict‐handling styles of registered nurses. Background Conflict cannot be eliminated from the workplace therefore learning appropriate conflict‐handling skills is important. Methods Ninety‐four registered nurses working in three south Mississippi healthcare facilities participated in this quantitative study. Ninety‐two valid sets of data instruments were collected for this study. Results Higher levels of EI positively correlated with collaborating and negatively with accommodating. Conclusions The issue of occupational stress and conflict among nurses is a major concern. It is imperative nurses learn how to effectively handle conflict in the work environment. Developing the competencies of EI and understanding how to effectively handle conflict is necessary for nurses working in a highly stressful occupation. Implications for nursing management Effective leadership management includes conflict management and collaboration. The art of relationship management is necessary when handling other people’s emotions. When conflict is approached with high levels of EI, it creates an opportunity for learning effective interpersonal skills. Understanding how EI levels and conflict skills correlate can be used to improve interpersonal relationships in a healthcare facility.     

Telephone support for Canadian nurses in HIV/AIDS care.

An assessment study was conducted with Canadian nurses (N = 177) in HIV/AIDS care to determine how social support influences the relationship between job stress and health (job satisfaction and burnout). The assessment study revealed that social support and coping both moderate the effects of these stressors on nurses' health and functioning outcomes (i.e., job satisfaction and burnout). Accordingly, the follow-up study tested the effectiveness of an intervention designed to enhance social support, promote the use of certain coping strategies for managing occupational stress, and prevent burnout in nurses. Telephone support groups, co-led by an expert facilitator and an expert AIDS nurse, were tested in a demonstration project for nurses in HIV/AIDS care (n = 30). The nurse participants reported that the intervention enhanced their coping, confidence, relationships, client care, and connections to the HIV/AIDS nursing community.     

Transformational leadership: the development of a model of nursing case management by the army nurse corps

Management philosophy and culture of any organization must match the nursing professions' core value of caring. Organizational conflict symptomology includes communication barriers and widely differing values. Employment of accountability based systems and bringing nurses into governance prevents conflict and improves job satisfaction. This article identifies the barriers to case management program development and discusses strategies for its successful implementation. Today's most successful organizations will implement an institution-wide commitment to a culture within which excellence flourishes. Creative staffing models and professional practice partnerships such as nursing case management will be supported and encouraged by executive leadership; they work as a team and will be jointly accountable for positive outcomes The United States Army Nurse Corps has the framework necessary to develop a premiere nursing organization. Case management departments may adopt these techniques to improve working relationships and leadership capacity within their organizations.     

A comparison of sources of nursing stress and job satisfaction among mental handicap and hospice nursing staff

This study compares sources of nursing stress and job satisfaction among 181 mental handicap and 24 hospice nurses. It was hypothesized that nursing stress varies as a consequence of nursing specialty. Analysis of variance revealed differing features of nursing stress between the two specialties. Hospice nurses reported stress as primarily associated with death and dying and inadequate preparation to meet the emotional needs of patients and their families, while mental handicap nurses reported stress related to workload, conflict with other nurses and nursing environment. The results suggest that two additional factors that did not differ between specialties require further examination, namely patient behaviour and purposelessness of nursing care. Job satisfaction also differed between specialties with hospice nurses reporting higher satisfaction with supervision, co-workers, and pay, and lower satisfaction with promotion in comparison to mental handicap nurses. Within the mental handicap groups nursing stress correlated with job satisfaction, state-trait anxiety and non-psychotic psychiatric disturbance in predicted directions. Analysis of the above variables with respect to mental handicap nursing grade was also undertaken. Overall results indicate the importance of nursing specialty as a major factor influencing nursing stress.     

Job control,work-family balance and nurses’ intention to leave their profession and organization: A comparative cross-sectional survey

BackgroundThe shortage of nurses is a problem in many countries. In Japan, the distribution of nurses across different care settings is uneven: the shortage of nurses in home healthcare and nursing homes is more serious than in hospitals. Earlier research has identified numerous factors affecting nurses’ intention to leave work (e.g., job control, family-related variables, work-family conflict); however, these factors’ levels and effect size may vary between nurses in hospitals, home healthcare, and nursing homes.ObjectivesThis study measured job control, family-related variables, and work-family conflict among nurses in hospitals, home healthcare, and nursing homes, and compared these variables’ levels and effect size on nurses’ intention to leave their organization or profession between these care settings.DesignThe research design was cross-sectional.MethodsParticipating nurses from hospitals, home healthcare facilities, and nursing homes self-administered an anonymous questionnaire survey; nurses were recruited from the Kyushu district of Japan. Nurses from nine hospitals, 86 home healthcare offices, and 107 nursing homes participated. We measured nurses’ intention to leave nursing or their organization, perceived job control, family variables and work-family conflict. We analyzed 1461 participants (response rate: 81.7%).ResultsThe level of job control, family variables, and work-family conflict affecting nurses varied between hospitals, home healthcare, and nursing homes; additionally, these variables’ effect on nurses’ intention to leave their organization or profession varied between these care settings. Work-family conflict, family variables, and job control most strongly predicted nurses’ intention to leave their organization or profession in hospitals, home healthcare, and nursing homes, respectively.ConclusionsInterventions aiming to increase nurse retention should distinguish between care settings. Regarding hospitals, reducing nurses’ work-family conflict will increase nurse retention. Regarding home healthcare, allowing nurses to fulfill family responsibilities will increase nurse retention. Regarding nursing home nurses, increasing nurses’ job control will increase nurse retention.     

A literature review of conflict communication causes,costs, benefits and interventions in nursing

brinkert r . (2010) Journal of Nursing Management  18, 145–156
A literature review of conflict communication causes, costs, benefits and interventions in nursing Aim This paper reviews the literature on conflict communication in nursing in order to prioritize research, theory and interventions that will support nurse managers and staff nurses. Background Conflict is pervasive in nursing and has many costs, including burnout, higher absenteeism and higher turnover. Increased and more effective use of conflict management seems important in sustaining and developing the field. Methods The literature study focused on the intersection of nursing, communication and conflict. The review primarily drew from the nursing and communication disciplines. Results While much is known about the sources and costs of conflict in nursing, more can be done to research the benefits of conflict and intervene effectively. Conclusions Conflict is a routine feature of nursing. Nonetheless, sources can be managed, costs decreased and benefits increased with indirect and direct interventions. Implications for nursing management Nurse managers can support themselves and others in working through conflict by normalizing conflict, employing proven proactive and reactive interventions and by helping to build integrated conflict management systems.     

冲突管理在护理管理中的应用

目的探讨运用冲突管理的方法,稳定护理队伍,提高护理服务满意度。方法对我院护士从上下级和同级冲突2个层面进行倾向型管理干预。采用明尼苏达满意度短式量表进行护士自身工作满意度调查,比较干预前后工作满意度得分;并对干预前后护士离职的原因进行分类比较,同时比较干预前后患者对护士的服务满意度。结果干预前后护士总体满意度分别为(68.67±10.58)分和(79.18±10.01)分,其中内部满意度分别为(39.35±8.19)分和(45.78±7.73)分,外部满意度分别为(28.53±7.93)分和(33.82±8.61)分,干预前后比较差异均有统计学意义(P0.01)。干预后离职人员明显减少,其中因环境不满的离职人数较干预前有显著差异(P0.05);干预后患者对护士服务满意度明显提高(P0.05)。结论我院实施的冲突管理方法取得明显效果,提高了护士自身工作满意度,稳定了护理队伍,患者对护士服务更加满意。