Volume 19, Issue 1 (4-2020)
jhosp 2020, 19(1): 62-70 |
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Ziba Khalili1 
, Mohammad Panahi tosanloo2 , Bahman Khosravi2 , Naser Iravanimanesh3 , Rezvan Kazemi Dastjerdeei3 , Loghman Azmoudeh4 , Ramin Ahmadzadeh4 , Abolghasem Pourreza * 5
, Mohammad Panahi tosanloo2 , Bahman Khosravi2 , Naser Iravanimanesh3 , Rezvan Kazemi Dastjerdeei3 , Loghman Azmoudeh4 , Ramin Ahmadzadeh4 , Abolghasem Pourreza * 5
1- Department of Health Promotion and Education, Tehran University of Medical Sciences, Tehran, Iran.
2- Department of Health Management and Economics. Tehran University of Medical Sciences, Tehran. Iran. Bazarganan Hospital, Tehran Iran.
3- Bazarganan Hospital, Tehran Iran.
4- BSc in Nursing, School of Nursing and Midwifery, Tehran University of Medical Sciences, Tehran. Iran.
5- Department of Health Promotion and Education, Tehran University of Medical Sciences, Tehran, Iran. (*Corresponding Author) . Email: abolghasemp@yahoo.com
2- Department of Health Management and Economics. Tehran University of Medical Sciences, Tehran. Iran. Bazarganan Hospital, Tehran Iran.
3- Bazarganan Hospital, Tehran Iran.
4- BSc in Nursing, School of Nursing and Midwifery, Tehran University of Medical Sciences, Tehran. Iran.
5- Department of Health Promotion and Education, Tehran University of Medical Sciences, Tehran, Iran. (*Corresponding Author) . Email: abolghasemp@yahoo.com
Abstract: (2680 Views)
Background and Aim: Conflict between health workers is an important problem in health care units around the world. The aim of this study was to identify the causes of conflict between nursing staff and other occupational groups in the hospital.
Materials and Methods: This descriptive-analytical study was conducted in 2018. A researcher-made questionnaire was used to collect data. The questionnaire was designed in two parts: demographic variables and causes of conflict between nursing and other occupational groups with a Likert scale of 5 points. 120 nursing staff of Ardabil University of Medical Sciences randomly selected were surveyed. Data were analyzed by SPSS software15 using descriptive and inferential statistical methods.
Results: The highest rate of conflict reported by nurses was related to the conflict with the group of managers (4.17±0.94) and the lowest rate was with administrative, financial and support staff (3.55±1.13). The most important reasons for conflict between nursing staff and different groups were: imposing non-specialist roles (such as completing doctors' documentation); perceived inequality in workload distribution; insufficient understanding of nursing work conditions; unreasonable differences in salaries and other benefits, and unfair distribution of manpower. There was also a statistically significant correlation between the level of conflict with marital status, work experience, age group (p <0.05).
Conclusion: The results of the present study showed the role of some factors causing conflict between nursing staff and other occupational groups. These findings could be a practical guide for hospital managers in making practical decisions and strategies for managing workplace conflicts.
Materials and Methods: This descriptive-analytical study was conducted in 2018. A researcher-made questionnaire was used to collect data. The questionnaire was designed in two parts: demographic variables and causes of conflict between nursing and other occupational groups with a Likert scale of 5 points. 120 nursing staff of Ardabil University of Medical Sciences randomly selected were surveyed. Data were analyzed by SPSS software15 using descriptive and inferential statistical methods.
Results: The highest rate of conflict reported by nurses was related to the conflict with the group of managers (4.17±0.94) and the lowest rate was with administrative, financial and support staff (3.55±1.13). The most important reasons for conflict between nursing staff and different groups were: imposing non-specialist roles (such as completing doctors' documentation); perceived inequality in workload distribution; insufficient understanding of nursing work conditions; unreasonable differences in salaries and other benefits, and unfair distribution of manpower. There was also a statistically significant correlation between the level of conflict with marital status, work experience, age group (p <0.05).
Conclusion: The results of the present study showed the role of some factors causing conflict between nursing staff and other occupational groups. These findings could be a practical guide for hospital managers in making practical decisions and strategies for managing workplace conflicts.
Type of Study: Original Article |
Subject:
سیاست گذاری ، برنامه ریزی و رهبری و مدیریت در بیمارستان
Received: 2020/04/13 | Accepted: 2020/08/4 | Published: 2020/08/18
Received: 2020/04/13 | Accepted: 2020/08/4 | Published: 2020/08/18
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