Servis Sorumlu Hemşirelerinin Çatışma Yönetim Tarzları ve Duygusal Zeka Düzeylerinin İncelenmesi
Özet
The aim of this descriptive correlational study was to investigate first line nurse managers’ conflict situations with staff nurses, their conflict management styles and emotional intelligence. The study was carried out in three public hospitals, and two university hospitals in Ankara. The study sample consisted of 197 first line nurse managers. Data was collected through Demographic Data Sheet, Rahim Organizational Conflict Inventory (ROCI-II) and Modified Schutte Emotional Intelligence Scale (MSEIS). Descriptive statistics, one-way analysis of variance (ANOVA) and correlation and regression analyses were used for data analysis. 61,4% of the first line nurse managers stated that they had conflict with staff nurses. Organizational factors were the most commonly stated reason of the conflict. The first line nurse managers stated most “collaboration” (4,17±0,37), least avoiding’ (2,64±0,56) conflict management style. The overall emotional intelligence score of first line nurse managers was found as 88,46±7,74 (min: 22 points, max: 110 points). There was no statistically significant difference between the conflict management style mean scores and first line nurse managers’ age, education level, the length of time in the profession, the length of time in the hospital, the length of time as a first line nurse manager and working unit. Also there was no statistically significant difference between emotional intelligence mean scores and their age, education level, the length of time in the profession, the length of time in the hospital, the length of time as a first line nurse manager, working unit, the situation and frequency of conflict with nurses. According to the findings of the study, it was found that emotional intelligence had a significative effect on conflict management styles of first-line nurse managers but this effect was very low. According to the results of this study, it was recommended that conflict management styles and emotional intelligence of nurses who will be appointed to nurse manager positions should be evaluated.
