Self Rated Assessment of Conflict at Work among Staff Nurses of Tertiary Care Hospital in Delhi (original) (raw)
Related papers
A Descriptive was undertaken to assess the conflict management style among the staff nurses in multispecialty hospital, Health city, Bengaluru. The objectives of the study were: to assess the conflict management style among the staff nurses. To determine the association between selected demographic variables and conflict management styles of nursing staffs’. A group of 30 nurses were selected by non-probability convenient sampling technique. Conflict management was assessed by questionnaire. The experts in the field of nursing did the content validity of the tool. The data obtained was analyzed in the form of descriptive statistics
Background: Work-related conflict (WRC) may be inevitable but can interfere with nurses' roles performance if not well managed. Nurses are unique in the directions from where conflicts emerge: administrators, nursing colleagues, physicians, Para-medical staff, patients and their families. Un-resolved conflicts may be linked to poor communication resulting from refusal to cooperate, poor team collaboration and problem-solving, decreased clients' satisfaction, distrust, split camps, gossips and disruption of work-flow. This study investigated sources of WRC and their influence on nurses' independent and interdependent roles in a Tertiary Hospital in South-south Nigeria. Methods: A 50-items WRC questionnaire built on a four-point Likert-type scale was used to collect data from a random sample of 242 nurses of all ranks, representing 40% of the target population of 585. The instrument had internal consistency of r = .81 and test-retest reliability of r = .83. Data were analyzed using independent t-test determined at significance level of .05. Results: Results showed that female respondents were 237 (98%) while 5 (2%) were males. The major sources of WRC included: conflicts as a result of overwork and poor rewarding system each with frequency of 222 (92%); patients-related conflict and leadership conflicts each with frequency of 218 (90%); misunderstanding involving nursing colleagues with a frequency of 194 (81%); poor work environment 192 (80%); conflicts with other health professionals with 189 (78%) frequency and discrimination issues with 180 (61%) frequency. Furthermore, there was no significant influence of WRC on nurses' independent and interdependent roles. (Cal. t =-4.6; P = .00; Observed mean = 37.7 < Expected mean = 40.0 and Cal. t =-9.3; P = .00; Observed mean = 17.5 < Expected mean = 20.0). Conclusions: Many sources of WRC were observed among the nurses but they were found to have no influence on their roles' performance probably due to the ethical and legal implications of nursing duties. Recommendations included effective and timely communication at all times among nurses, hospital administrators and other stake-holders.
International Journal of Research and Analytical Reviews, 2022
The healthcare industry is the fastest-growing business sector, contributing to the staggering economic growth in India. It is worth studying the problems of nursing employee in the healthcare industry because of work overload/overtime issues, poor salaries for workers, and shift work, especially night work, which causes stress among nursing employees both personally and career-wise. Work-family conflict is a role conflict that occurs in employees; on the one hand, he/she has to do work in the office and, on the other hand, have to pay attention to the family as a whole, making it difficult to distinguish between the work interfere with family and family interferes with work. Work stress is essential to the company, mainly associated with maintaining a satisfactory work-life balance. The company should have a good performance and be high to help the company make a profit. Conversely, if performance decreases, it can be detrimental to the company. Working women are too busy with their work and family commitments. Most working women are swamped down while balancing their work and family life. This study aims to find out how stress influences their work-family obligations and to what extent it will ill affect the current work-life balance of women employees working in the healthcare industry. This study also explored the relationship of stress with work, family, work-life conflict, and work-life satisfaction. The research is based on a self-administered questionnaire. Analysis was done with the help of tools like frequency statistics, ANOVAs, and correlation. Through this article, an attempt has been made to bring out the issues connected to the work-life balance of female nurses working at Kannur Government Medical College, Pariyaram. Findings revealed that work-life balance among women nursing employees is satisfactory, but seldom does the management pay attention to frame and formalize the work-life management policies at the hospital, and demographical factors are (Age and Experience) not significant moderators in work-life satisfaction. Keywords: Work-life balance, Healthcare industry, Female Nurses, Work Stress, Family Stress, Work overload
The conflict management style of staff nurses and nurse managers
Journal of Advanced Nursing, 1991
CA V AN AGH S ] (1991) Journal of Advanced Nursmg 16,1254Nursmg 16, -1260 The conflict management style of staff nurses and nurse managers Conflict IS recognized as bemg a common occurrence in both everyday personal and professionai nursmg life, and it is now generally agreed that conflict can be both problemahc and |>otenhally benefiaal to both individuals and organizations There is a large amount of anecdotal and narrative bterature about the nature and sources of conflict which fails to reflect upon the complexities and theoretical perspectives that exist There are also few research studies which examme the nature of nursmg conflict and how conflict is managed by nurses m the workplace This study presents a review of some aspects of conflict and its management and specifically mvestigates the conflict management style of stafiF nurses and nurse managers in the hospitai sethng The results suggest that avoidance is the most commonly used conflict management strategy, with compehhon bemg the least favoured
WORK STRESS- A COMPARATIVE STUDY AMONG NURSES.pdf
PRERANA Journal of Management Thought and Practice, 2014
This survey based descriptive research has been undertaken in Tirunelveli District, Tamilnadu as comparative study to identify and differentiate sources of stress, impact of stress and coping strategies of nurses working in four core departments (ward, operation theatre, intensive care unit and casualty) in private hospitals. Sources of stress have been identified and differentiated in terms of role, work load, working hour, organization structure and policy, work shift, interpersonal relationship at the workplace, lack of professionalism and professional self doubt, career development and pay, lack of resources, physical environment and welfare facilities, discrimination and sexual harassment, attitude towards work, home-work conflict, doctor and patient related stressors. Impact of stress has been identified and differentiated in terms of job performance, job satisfaction, organizational commitment and health. The study has sampled 360 nurses from 45 general types of private hospitals using stratified sampling technique. Mean, standard deviation, coefficient of variation, Kruskal Wallis test and multiple regression models have been used to analyse the data. The result indicated that the extent of perception of majority of the nurses working in all four departments towards sources of stress and impact of stress have been at medium. The study has given suitable suggestions to overcome the stress.
Journal of Holistic Nursing and Midwifery, 2023
Conflicts arise when a person or group perceives that another person or group opposes their interests, beliefs, and values. Although conflict usually carries a negative sense, it may be productive for nurses, their colleagues, or patients in clinical settings. Objective: This study aims to determine the prevalence of workplace conflict and the coping strategies used by nurses working in teaching hospitals in Qom City, Iran. Materials and Methods: This is a descriptive-analytical study with a cross-sectional design. Study participants comprised 373 nurses in teaching hospitals affiliated with Qom University of Medical Sciences. They were selected using simple random sampling. Data collection tools were a demographic form, DuBrin workplace conflict questionnaire, and Putnam and Wilson's organizational communication conflict instrument (OCCI). The obtained data were analyzed by descriptive statistics, the chi-square test, Fisher's exact test, and a one-way analysis of variance (ANOVA) and multivariate linear regression model. Results: Most participants were female (63.8%) with a bachelor's degree (88.3%). Their mean age was 34.78±5.96 years. The mean score of workplace conflicts was 10.04±3.93 and the mean score of the control strategy was significantly higher in nurses with a high level of workplace conflict (24.90±3.75). The multivariate regression results revealed that age, sex, marital status, educational level, type of employment, department of service, work experience, and three conflict resolution strategies could predict 32% of workplace conflict (adjusted R 2 =0.32, P=0.001). Conclusion: Workplace conflict among nurses of hospitals in Qom is high. They mostly use the solution-orientated strategy followed by non-confrontation and control strategies.
Conflict Management in Nursing: A Short Review Paper
2020
Nurses experience conflict as a regular event in their work. This study aimed to review prior research to explore conflict management styles used by nurses in the workplace. The searching was conducted in different Electronic databases: CINAHL, Google Scholar, ASCOs and EBSCO. This review paper illustrated that nurses and managers used different styles of conflict management in their workplace. There are a variety of factors that played a role in the nurse’s decision to adopt the style of choice for conflict management. Skills training for conflict management is needed. Future studies need to address all the complex and multifaceted circumstances of the individual personal qualities, type of work relationships, the specifics of the work environment that may influence the occurrence of conflicts in hospital.
IOSR Journal of Nursing and Health Science, 2013
Nursing is, by its very nature, an occupation subject to a high degree of stress. Every day the nurse confronts stark suffering, grief, and death as few other people do. Many nursing tasks are mundane and unrewarding. Many are by normal standards distasteful, even disgusting, others are often degrading; some are simply frightening.Workplace stress has long been recognised as a challenge for the nursing profession. Objectives of the study were-To determine stress and coping of nurses and to find its association with selected variables. The study population consisted of 1040 registered nurses working in selected medical college hospitals and government hospitals of Udupi and Mangalore districts. Descriptive survey design was used to conduct the study.Purposive sampling was used to select the samples. Data were gathered by administering background proforma, stress and coping questionnaires. Majority of the subjects i.e. 60.38% experience low stress, 38.46% experience moderate stress and stress was high among 1.15% of the subjects. Significant association is found between stress and professional qualification, marital status, and area of work. There is significant association between coping and marital status. There was no significant association between coping and other demographic variables. Kruskal-Wallis test computed for total years of experience (z = 21.21, p<0.001) and experience in current area (z = 11.07, p< 0.01) and coping of nurses was significant.
Factors Associated to Stress of Nurses Working in Private Hospitals in Lalitpur District of Nepal
https://www.ijhsr.org/IJHSR\_Vol.8\_Issue.5\_May2018/IJHSR\_Abstract.033.html, 2018
Background: Job stress is an emotional and physical reaction due to the imbalance between individual's priorities and responsibilities to the job. Nurses specifically are profoundly vulnerable to job stress since they have to perform tedious tasks repeatedly. If these problems are not treated on time, stress may increase resulting in the negativity to their work performance. Objectives: The study is aimed at assessing the level of job stress among nurses working in selected private Hospitals of Nepal. Methodology: A descriptive design was adopted for the study. A total of 254 nurses were included by using random sampling technique. Data was collected with self-administered structured questionnaire. Similarly, data was presented by using descriptive statistics to reveal demographic information. Mean, rank and extent of stressor were calculated and student's 't' test and Analysis Of Variance (ANOVA) test were used to look for associations. Results: Majority of participants (92%) were in moderate and high level job stress. Lack of career facilities was discovered as the major factor causing most frequent and more severe stress. Job stress would vary from hospitals to hospitals and units to units. It was intrigued that years of work experiences, education, age, marital status, children status and types of family had no direct role in job stress in nursing. Conclusion: Dearth of sufficient career incentives is seen as a major stressor. In order to bolster the morale of the nurses, adequate incentive and motivation needs to be provided to them so as to lessen job stress in nursing. Stress differed according to different hospitals and different working units.
The level of job conflicts and its management styles from the viewpoint of Iranian nurses
2017
Background & Aim: Job conflict can impact different aspects of work and quality of the presented services. The present study was carried out to determine the level of job conflict and its management styles among the employed nurses. Methods & Materials : This descriptive cross-sectional study was carried out on 423 employed nurses in different units of the educational hospitals of Kurdistan University of Medical Sciences, Sanandaj, Iran. Data collecting tools were three questionnaires including demographic information, DuBrin Job Conflict questionnaire and Putnam and Wilson's conflict management styles which were completed as self-reporting. The obtained data were analyzed using SPSS (version 16) by descriptive statistics, Chi- square, ANOVA and Spearman correlation tests. Results : The results showed that 77.8% of the participants experienced moderate workplace conflicts and 16.5% of them had high conflicts. Nurses were using management styles of controlling conflict (4.1±1.07)...