role of organizational climate in conflict management among nursing personnel working at Assiut university hospital

Building a positive work climate, where trust and participation are hallmarks and where conflict and changes are seen as productive, can produce a dynamic and flexible organization. Of this study was identifying the factual organizational climate as perceived by nurses, determining the causes and effects of conflict, management strategies, positive and negative effects of conflict and assessing the employees for the chosen strategy for conflict management. It was conducted in Assiut University Hospital usuig a cross-sectional design. Included 195 staff nurses, 107 head nurses and 2 assistant nursing directors and the director of nursing services administration. Data were collected using the organizational climate questionnaire and the organizational conflict questionnaire. Revealed [hat 73.4% of nurses considered organizational climate as positive. Inter-group conflict was the highest [72.8%]. Almost all nurses were for confrontational resolution strategy [97.0%], while avoiding was the lowest [80.7%]. Most nurses considered conflict resolution strategies effective [83.3%]. Statistically significant relations were shown between inter-group conflict and nurses' age [p=0.002], qualification [p=0.04], experience years [p=0.006] and job position [p=0.03]. Positive organizational climate was associated with higher percentage of effective resolution, p<0.001. Positive statistically significant correlations were found between organizational climate and effective resolution [r=0.64] and positive effect of conflict [r=0.47 and between positive effect of conflict and effectiveness of resolution [r=0.46]. It is concluded that most studied nurses considered organizational climate as positive. Positive organizational climate was associated with higher percentage of effective resolution and more positive effect of conflict. To improve the organizational climate through increasing the effectiveness of the communication system, reconsidering the reward system, with emphasis on recognition and support

Identification of effective and ineffective role of the clinical nursing instructor as perceived by the nursing students in Assiut university

This study aimed to identify effective and ineffective role of clinical nursing instructors. One hundred and four senior students were divided into two groups [52] fourth year students. The instrument was developed using characteristics of clinical instructors from the literature. The profile of an effective clinical instructor which emerged place the highest weight on personal characteristics and the lowest weight on interpersonal relationships for fourth year students. However, in relation to interns the highest weight was put on interpersonal relationship and the lowest weight on teaching practice. The results suggested that seminars and workshops regarding interpersonal relationships and teacher-student relationships should be encourage as part of their professional development. Moreover, nursing educators must face up to their responsibilities