Hospital-based nurses are institutionally positioned at a nexus where numerous social structures interpenetrate, compelling the individual to simultaneously fulfill obligations from multiple rules systems. When these rules systems are incompatible, the individual's position is untenable. This article describes the phenomenon of structurational divergence (SD) identified in our previous research, wherein the intersection of incompatible rules systems manifests as unresolved conflict that sets off a negative spiral of communication. To explore and illustrate SD in the nursing role, we present herein a case study of a geriatric care unit where the phenomenon is clearly visible. Using qualitative interviews and observation, we first look simply to identify the negative spiral that is the hallmark of SD. Once the instances of the negative spiral are identified, we explore the issues surrounding them to discover the underlying structurational incompatibilities, using sets of incompatible rules identified in previous research as a guide. Finally, we address the extent to which the SD in this case is particular to this situation or might be linked to nurses' unique institutional positioning, and we discuss our future research agenda.
Recurrent interpersonal conflict in organizational settings is common and impedes goal-attainment. Structurational divergence (SD) theory conceptualizes a distinctive negative communication spiral rooted in unresolved conflict resulting from incompatible rules of intersecting meaning structures. This article expands SD theory by examining the function of human agency, positing that the rendering of communication patterns as incomprehensible and untransformable diminishes agency. After explaining and expanding SD theory, an exploratory study examines the relationship of SD to conflictrelated organizational-and communication-related constructs. Destructive communication (verbal aggression, ambiguity intolerance, controlling conflict management style, and taking conflict personally) is related to SD whereas constructive communication (solution oriented conflict management style, argumentativeness) is not. Implications are discussed for understanding conflict in nursing and other organizational settings as well as for intervention. at BRIGHAM YOUNG UNIV on June 26, 2015 mcq.sagepub.com Downloaded from Nicotera and Mahon 91
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