scholarly journals The Correlation between Conflict Management Styles and Nurse Managers' Demographic Characteristics in Hamadan Therapeutic and Educational Centers

2017 ◽  
Vol 25 (2) ◽  
pp. 27-35
Author(s):  
Ali Bikmoradi ◽  
Fatemeh Abdi ◽  
Alireza Soltanian ◽  
Yadollah Hamidi
Keyword(s):  
Conflict Management ◽  
Nurse Managers ◽  
Demographic Characteristics ◽  
Management Styles ◽  
Conflict Management Styles

The impact of emotional intelligence on conflict management styles used by jordanian nurse managers

2018 ◽  
Vol 27 (3) ◽  
pp. 560-566 ◽  
Author(s):  
Zaid Al‐Hamdan ◽  
Iman Adnan Al‐Ta'amneh ◽  
Ahmad Rayan ◽  
Hala Bawadi
Keyword(s):  
Emotional Intelligence ◽  
Conflict Management ◽  
Nurse Managers ◽  
Management Styles ◽  
Conflict Management Styles ◽  
The Impact

Conflict management styles of nurse managers working in inpatient institutions: the case of Turkey

2018 ◽  
Vol 26 (8) ◽  
pp. 945-952
Author(s):  
Fatma Özkan Tuncay ◽  
Özgül Yaşar ◽  
Gülgün Sevimligül
Keyword(s):  
Conflict Management ◽  
Nurse Managers ◽  
Management Styles ◽  
Conflict Management Styles

scholarly journals Gaya manajemen konflik compromising dan dominating dalam mengurangi stres kerja perawat pelaksana

2020 ◽  
Vol 13 (4) ◽  
pp. 424-430
Author(s):  
Adventy Riang Bevy Gulo ◽  
Erwin Silitonga
Keyword(s):  
Conflict Management ◽  
Random Sampling ◽  
Nurse Managers ◽  
Simple Random Sampling ◽  
Management Style ◽  
Management Styles ◽  
Cross Sectional ◽  
Conflict Management Styles ◽  
Conflict Management Style ◽  
Simple Logistic

Conflict management styles among nurse managers in general hospitals, Medan-Indonesia Background: Hospitals are required to improve the quality of health services so they can survive and thrive in the current era of national health insurance. Nurses are the most human resources in hospitals so they are required to have optimal performance. One of the factors that affect performance is conflict that causes work stress. Conflict management is expected to reduce the nurses’working stress.Purpose: To identify the influence of compromising and dominating conflict management styles to reduce the nurses’working stress.Method: A quantitative research with a correlative approach and cross sectional research design. The population was nurses at the Imelda Pekerja Indonesia Hospital and Martha Friska Hospital. Sampling using probability random sampling method with simple random sampling technique where the number of respondents was 105 nurses. The instrument used was a questionnaire containing 28 statements for conflict management style and 57 statements to measure the level of nurses’ working stress. Analyze data with bivariate analysis to see the influence of compromising and dominating conflict management styles to reduce the nurses’ working stress where the statistical test used is simple logistic regression (SLR) which is analyzed using a computer program.Results: Finding that there was an influence of compromising conflict management style to reduce the nurses’working stress (p = <0.001; PR = 1.33 95% CI 1.180-1.516), and there was an influence of conflict management style dominating to reduce the nurses’working stress (p = 0.012; PR = 1.10 95% CI 1.021-1.189)Conculsion: Compromising and dominating conflict management styles can reduce the nurses’working stress.Keywords: Conflict Management; Compromising; Dominating; Nurse Managers  Pendahuluan: Rumah sakit dituntut meningkatkan kualitas pelayanan kesehatan sehingga mampu bertahan dan berkembang di era jaminan kesehatan nasional saat ini. Perawat adalah sumber daya manusia yang paling banyak di RS sehigga dituntut untuk memiliki kinerja yang optimal. Salah satu faktor yang mempengaruhi kinerja adalah konflik yang menyebabkan stres kerja. Memanajemen konflik diharapkan mampu mengurangi stres kerja perawat pelaksana.Tujuan: Untuk mengidentifikasi pengaruh gaya manajemen konflik compromising dan dominating dalam mengurangi stres kerja perawat pelaksana.Metode: Penelitian kuantitatif dengan pendekatan korelatif dan desain penelitian cross sectional. Populasinya perawat pelaksana di RS Imelda Pekerja Indonesia dan RS Martha Friska. Pengambilan sampel menggunakan metode probability random sampling dengan teknik simple random sampling dimana jumlah responden sebanyak 105 orang perawat pelaksana. Instrumen yang digunakan berupa kuesioner yang berisi 28 pernyataan untuk gaya manajemen konflik dan 57 pernyataan untuk mengukur tingkat stres kerja perawat pelaksana. Analisa data dengan analisis bivariat untuk melihat adanya pengaruh gaya manajemen konflik compromising dan dominating dalam mengurangi stres kerja perawat pelaksana dimana uji statistik yang digunakan adalah simple logistic regression (SLR) yang dianalisis dengan menggunakan program komputer.Hasil: Didapatkan bahwa terdapat pengaruh gaya manajemen konflik compromissing terhadap stres kerja perawat pelaksana (p=<0,001;PR = 1,33 95%CI 1,180-1,516), dan terdapat pengaruh gaya manajemen konflik dominating terhadap stress kerja perawat pelaksana (p=0,012;PR = 1,10 95%CI 1,021-1,189)Simpulan: Gaya manajemen konflik compromising dan dominating kepala ruangan berpengaruh dalam mengurangi stres kerja perawat pelaksana.

scholarly journals Headteachers Conflict Management Styles and Teachers Job Satisfaction in Malaysian Primary Schools

2017 ◽  
Vol 1 (2) ◽  
pp. 38 ◽  
Author(s):  
Mohd Izham ◽  
Nurul Sahadila ◽  
Aida Hanim
Keyword(s):  
Job Satisfaction ◽  
Conflict Management ◽  
Leadership Training ◽  
Primary Schools ◽  
Demographic Characteristics ◽  
Management Styles ◽  
Head Teachers ◽  
Conflict Management Styles ◽  
Significant Difference ◽  
Future Policy

The purpose of this study was to investigate the conflict management styles among head teachers and the relationships between the styles and teachers job satisfaction. The study also examined the head teachers conflict management styles and teachers job satisfaction based on the demographic characteristics. A questionnaire was administered to 120 respondents in 5 primary schools in the district of Tampin, Malaysia. Descriptive and Manova statistics were used to examine the levels and differences of conflict management styles used among head teachers and teachers job satisfaction in terms of their demographic characteristics. The findings showed that the head teachers used all the five conflict management styles: cooperating style, adapting style, compromising style, bargaining style, and problem-solving style. Most head teachers preferred cooperating style as compared to bargaining style. Further, the findings showed that there was no difference for all the five conflict management styles in relation to the head teacher demographic characteristics. However, the findings showed that there was a significant difference for teachers job satisfaction in terms of years of service and no difference for teachers job satisfaction in terms of other demographic characteristics. Implications for all policymakers to improve future policy related to leadership training for all head teachers in schools were discussed.

Relationships between philosophical values and conflict management styles

2018 ◽  
Vol 29 (2) ◽  
pp. 236-252
Author(s):  
Lucinda Parmer
Keyword(s):  
Conflict Management ◽  
Demographic Characteristics ◽  
Value Orientations ◽  
Social Implications ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Content Type ◽  
Immediate Supervisor ◽  
The Relationship ◽  
Practical Implications

Purpose To examine the relationships between Boyatzis et al.’s (2000) philosophical value orientations and Rahim’s (1983 & 1995) conflict management styles through an exploratory research study. The philosophical value orientations are identified as pragmatic, intellectual and human. The conflict management styles are represented as integrating, obliging, dominating, avoiding and compromising. Design/methodology/approach The author collected a sample of 161 participants gathered from Amazon’s mechanical turk digital labor pool. Participants completed a survey measuring their philosophical value orientations, conflict management styles and provided information on demographic characteristics. Statistical analysis was used to explore the relationship between philosophical value orientations, conflict management style scores and demographic characteristics. Findings The study demonstrated there were significant associations between the philosophical value orientations and the conflict management styles. Significant associations regarding the philosophical value orientations and conflict management styles were also found across the demographic groups. Research limitations/implications Three philosophical value orientations were examined in this study to include pragmatic, intellectual and human; however, there are a multitude of personal and workplace values that could be further studied. Practical implications The practical implications of this study show that employees do bring into the company or organization a set of beliefs and value structures that can influence how they respond and relate to their immediate supervisor in challenging or conflicting situations. Social implications The social implications of this study indicate employees’ behavior and reactions to their immediate supervisor are directly manipulated by the value-based system they have developed prior to joining the organization. Originality/value No prior research has examined the relationship between Boyatzis et al.’s (2000) philosophical value orientations of pragmatic, intellectual and human and Rahim’s (1983 & 1995) conflict management styles of integrating, obliging, dominating, avoiding and compromising. This study explores how philosophical value orientations are related to the five conflict management styles manifested within the organizational leader-follower dyadic relationship.

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