RESUMO
AIM: The present study aimed to determine conflict-resolution styles of nurse managers working in hospitals where organisational conflicts are common, and factors affecting their styles. BACKGROUND: When conflicts and/or administrative problems are encountered at different levels of nursing services, nurse managers' communication skills and approaches play a key role in problem solving. METHODS: This study was conducted in Sivas, a province in the eastern part of Turkey. The study sample involved 116 nurse managers working in inpatient institutions. Data were collected with the Sociodemographic Characteristics Questionnaire and the Rahim Organizational Conflict Inventory. RESULTS: Of the conflict-management styles, the one preferred by the participating nurse managers was collaborating, followed by compromising, avoiding, competing, and accommodating. However, age, educational background, length of service, and managerial experience were effective in determining the style of conflict resolution. CONCLUSION: It was concluded that nurse managers preferred the collaborating style to manage conflicts because it is a positive and effective conflict-management style, and that a variety of variables played a role in their decision to adopt this style. IMPLICATIONS FOR NURSING MANAGEMENT: Conflicts have an adverse effect on the productivity, morale, and patient care of all the health care team, which might lead to a rapid turnover of employees or dissatisfaction. Using conflict-resolution strategies in the workplace will help maintain a healthy work environment.
