Managers' Conflict Management Styles and its Effect on Staff Nurses' Turnover Intention at Shebin El Kom Hospitals, Menoufiya Governorate

Abstract

2 Abstract: Conflict, as an inherent phenomenon in humans' life, arises as a daily challenge in healthcare organizations. Work-Life harmony is a critical business strategy to reduce employee turnover and to improve overall firm performance. More flexibility can address the problem of work life balance. Because the objective of flexible work arrangements is to improve inter-role conflict and it also seems reasonable to assume that flexible arrangements will be attractive to workers, especially those faced with competing demands. This study aimed to determine the main conflict management from both nurse managers and their staff nurses' points of view and investigating its effect on nurses' turnover intension. Descriptive correlation research design was used in this study. The study was conducted in two selected hospitals, Menoufiya University Hospital and Shebin El-Kom Teaching Hospital. Two groups of sample were included in this study. The first group included all nurse managers (30) working in Menoufiya University Hospital and Shebin El-Kom Teaching Hospital. The second group included random sample of staff nurses (150) working in the previous mentioned two hospitals. Two standardized questionnaires were used to measure the variables in this study from both nurse managers and nurses' point of view: Conflict Management Styles Questionnaire and The Anticipated Turnover Scale. The findings of this study revealed that the most used conflict management style was avoiding while the least used style was competing. The highest percentage (34.2%) of male nurses had the intension to leave their organization compared to female nurses (14%). The main conclusion from the current study pointed out that there were statistically significant positive correlation between turnover intension and the three conflict management (collaboration, compromise and avoiding) while, there was statistically significant negative correlation between turnover intension and competing style. Designing and implementing educational program on different conflict management styles and to manage work related conflict. Further research in this area is necessary with a larger sample ranging across different governmental and private hospitals in different governorates to enhance our understanding of the main causes of conflict and how to manage it.