Tipos de conflictos laborales y su manejo en el ejercicio de la enfermería

Arias, Yessika Madelaine Abarca; Moreno, Tula Margarita Espinoza; Callata, Sara Gaby Llerenan; Manrique, Narda Yolanda Berrios

doi:10.6018/eglobal.19.1.364491

Cited by 10 publications

(11 citation statements)

References 12 publications

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“…The outcomes of a study carried out by Maharjan et al in 2021, however, demonstrated that the most commonly used style by the nurses for con ict management during the pandemic was the collaborative style, which is in contrast with our ndings [54]. A possible reason for these inconsistencies can be the fact that the choice of con ict management style depends on many factors such as the situation of the individuals, conditions and timing of the con ict, authority, situation, and characteristics of the person, importance of the issue, and maturity and experience of the parties involved in a con ict [55]. Con ict management is not dependent on their type and depends on the decisions made by the involved individuals and managers of the organization; nonetheless, in managing group con icts, negative results can emerge with which not all members agree [55].…”

Section: Discussioncontrasting

confidence: 85%

“…A possible reason for these inconsistencies can be the fact that the choice of con ict management style depends on many factors such as the situation of the individuals, conditions and timing of the con ict, authority, situation, and characteristics of the person, importance of the issue, and maturity and experience of the parties involved in a con ict [55]. Con ict management is not dependent on their type and depends on the decisions made by the involved individuals and managers of the organization; nonetheless, in managing group con icts, negative results can emerge with which not all members agree [55]. The high application of the compromising con ict management style demonstrates that many respondents demonstrate moderate degrees of self-expression and collaboration.…”

Section: Discussionmentioning

confidence: 99%

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The relationship between Iranian nurse’s Conflict management Style, their Job Satisfaction and job stress during the Covid-19 Pandemic

Ganjkhani,

Esmaeili,

Ashrafizadeh

et al. 2023

Preprint

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Background: one of the influential factors on nurses’ job satisfaction and stress is their conflict management style in the workplace. Conflict management indicates the proper employment of appropriate approaches in a conflict. This study was conducted to determine the relationship between Iranian nurses’ conflict management style, job satisfaction and job stress during the covid-19 pandemics. Methods: This cross-sectional correlation study was conducted in 2021 in Iran. One hundred eighty nurses who met the inclusion criteria were selected through a stratified random sampling method and were included in the study. In this research, the data collection instruments were demographic data, the Thomas Kilmann conflict management styles questionnaire, the Minnesota Job Satisfaction Scale, and the Osipow job stress assessment, which the nurses completed through self-reporting. The data were analyzed using descriptive and inferential in the SPSS software version 25. Results: In the assessment of the relationship between job satisfaction and conflict management styles, the only statistically significant relationship was found between conflict management styles and the physical environment (P=0.01), and there was no significant relationship regarding other dimensions of job satisfaction (P>0.05). Moreover, no significant relationships existed between dimensions of conflict management and job stress (P>0.05). Conclusions: As in the current study, conflict management styles during the covid-19 pandemic did not correlate with environmental and personal factors, and therefore, these two variables can be influenced by factors other than interpersonal interactions such as environmental and personal factors. Therefore, more research in this field can be complementary to our findings. Proper training regarding conflict management style is necessary for nursing managers since they need to identify conflicts and their causes and address them promptly and effectively, particularly in crises and pandemics.

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Section: Discussioncontrasting

confidence: 85%

Section: Discussionmentioning

confidence: 99%

The relationship between Iranian nurse’s Conflict management Style, their Job Satisfaction and job stress during the Covid-19 Pandemic

Ganjkhani,

Esmaeili,

Ashrafizadeh

et al. 2023

Preprint

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“…Sin embargo, Arias, et al (19) manifiestan que los conflictos cuando son considerados negativos, los recursos de las partes se agotan, reflejando ambiente de tensión que ocasiona consecuencias, incluso de tipo psicológicas en la salud de los involucrados, elementos que no se evidencian en las unidades analizadas de acuerdo a las manifestaciones de los entrevistados; por lo cual, no se ha convertido en violencia dentro de la organización, sino de incidencias débiles que han podido ser solventadas a tiempo.…”

Section: Discussionunclassified

Relación Del Conflicto Organizacional Y Desempeño Laboral en Instituciones Públicas De Salud

Sanchez

2023

Enferm. investig.

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Introducción: Resulta relevante el abordaje de los conflictos organizacionales presentes en instituciones públicas de salud, con la finalidad de analizar incidencia, formas de mejoramiento de conflictos, así como los factores discordantes entre el personal odontológico de las referidas instituciones, atendiendo al desempeño laboral. Objetivo: Relacionar el conflicto organizacional con el desempeño laboral en instituciones públicas de salud. Métodos: Investigación con paradigma positivista, cuantitativa, descriptiva, correlacional, de campo, no experimental y transversal. Se utilizó una muestra Censal de 18 personas del Ambulatorio tipo II del Seguro Social y Hospital tipo III “Dr. Pedro García Clara” de Ciudad Paraute, municipio Lagunillas, estado Zulia/Venezuela. Para la recolección de datos es usó el denominado “Cuestionario Conflicto Organizacional y Desempeño Laboral” (CO-DL), con 32 ítems en escala Likert de 5 alternativas, validado con Juicio de Expertos y confiabilidad Alfa de Cronbach altamente confiable, analizados con estadística descriptiva, medidas de tendencia central y Coeficiente de Spearman. Resultados: Los datos analizados arrojaron que, los tipos de conflictos se reflejan entre líderes y colaboradores, así como en revisión del trabajo; las causas se manifiestan en valores distintos y problemas personales; mientras entre los elementos del desempeño laboral, los organizacionales tienen relevancia para los interesados y los factores predominantes se evidencian en autoestima y trabajo en equipo. Conclusiones: Los conflictos organizacionales en instituciones públicas de salud, relacionados con desempeño laboral del personal odontológico, ponen de manifiesto inconformidad frente a situaciones que afectan y consideran negativas para el cumplimiento, reflejándose moderadamente con sesgo negativo, donde el conflicto influye directa, proporcional y concausalmente sobre desempeño. Palabras clave: conflictos organizacionales, desempeño laboral, instituciones públicas de salud. ABSTRACT Introduction: The approach to organizational conflicts present in public health institutions is relevant, with the purpose of analyzing incidence, ways of improving conflicts, as well as discordant factors among the dental personnel of the aforementioned institutions, taking into account work performance. Objective: To relate the organizational conflict with work performance in public health institutions. Methods: Research with a positivist, quantitative, descriptive, correlational, field, non-experimental, cross-sectional paradigm. The population was 18 people from the Social Security Type II Ambulatory and Type III Hospital "Dr. Pedro García Clara" from Ciudad Paraute, Lagunillas municipality, Zulia state/Venezuela, using non-probabilistic intensional criteria. An instrument called "Organizational Conflict and Job Performance Questionnaire" (CO-DL) was used, with 32 items on a Likert scale of 5 alternatives, validated with Expert Judgment and highly reliable Cronbach's Alpha reliability, analyzed with descriptive statistics, measures of central tendency and Spearman's coefficient. Results: The analyzed data showed that the types of conflicts are reflected between leaders and collaborators, as well as in the review of the work; the causes are manifested in different values and personal problems; while among the elements of job performance, the organizational ones are relevant to the stakeholders and the predominant factors are evident in self-esteem and teamwork. Conclusions: Organizational conflicts in public health institutions, related to the work performance of dental personnel, reveal disagreement with situations that affect and are considered negative for compliance, reflecting moderately with a negative bias, where the conflict influences directly, proportionally and concausally about performance. Keywords: organizations conflicts, perfomance job, public health care institutions.

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“…Sobre la existencia de diversos tipos de conflictos en las organizaciones, se reafirma la posición de León (6) y Abarca et al (18) dentro de los cuales se encuentran las relacionadas con las personas dentro de la empresa en su interacción con el entorno y contexto situacional, elementos que permiten evidenciar que los conflictos entre líderes y colaboradores, así como en la revisión del desempeño en el trabajo en el presente estudio, toman en cuenta los sesgos negativos que ellos representan.…”

Section: Discussionunclassified