Developing a Model of Source‐specific Interpersonal Conflict in Health Care

Guidroz, Ashley M.; Wang, Mo; Pérez, Lisa M.

doi:10.1002/smi.1405

Cited by 34 publications

(29 citation statements)

References 43 publications

(74 reference statements)

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“…Guidroz et al (2012) found that interpersonal conflicts with doctors, patients, and supervisors influenced nurses’ retention outcomes by increasing their emotional exhaustion. In addition, previous research suggests that coworker psychological aggression is related to somatic symptoms such as headaches (Bowling and Beehr 2006; Hershcovis and Barling 2010).…”

Section: Coworker Psychological Aggressionmentioning

confidence: 99%

Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB)

et al. 2016

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Purpose The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical aggression and coworker-initiated psychological aggression) and employee well-being and work outcomes. Methodology Data were obtained from a field sample of 417 healthcare workers in two psychiatric hospitals. Hypotheses were tested using moderated multiple regression analyses. Findings Psychiatric care providers’ perceptions of FSSB moderated the relationship between patient-initiated physical aggression and physical symptoms, exhaustion and cynicism. In addition, FSSB moderated the relationship between coworker-initiated psychological aggression and physical symptoms and turnover intentions. Implications Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between workplace aggression and well-being and work outcomes. This study suggests that, in addition to directly addressing aggression prevention and reduction, family-supportive supervision is a trainable resource that healthcare organizations should facilitate to improve employee work and well-being in settings with high workplace aggression. Originality This is the first study to examine the role of FSSB in influencing the relationship between two forms of workplace aggression: patient-initiated physical and coworker- initiated psychological aggression and employee outcomes.

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Section: Coworker Psychological Aggressionmentioning

confidence: 99%

Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB)

et al. 2016

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“…Recently, there have been concerns about workplace interpersonal conflict (WIC) and its impact on the healthcare system and the workers [ 6 ]. A variety of individuals, including doctors, nurses, co-workers, managers and administrative workers might have experienced conflicts [ 7 ]. The WICs were also commonly encountered in intensive care units [ 8 ], operating rooms [ 9 ] and emergency rooms [ 10 , 11 ].…”

Section: Introductionmentioning

confidence: 99%

Workplace interpersonal conflicts among the healthcare workers: Retrospective exploration from the institutional incident reporting system of a university-affiliated medical center

et al. 2017

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ObjectiveThere have been concerns about the workplace interpersonal conflict (WIC) among healthcare workers. As healthcare organizations have applied the incident reporting system (IRS) widely for safety-related incidents, we proposed that this system might provide a channel to explore the WICs.MethodsWe retrospectively reviewed the reports to the IRS from July 2010 to June 2013 in a medical center. We identified the WICs and typed these conflicts according to the two foci (task content/process and interpersonal relationship) and the three properties (disagreement, interference, and negative emotion), and analyzed relevant data.ResultsOf the 147 incidents with WIC, the most common related processes were patient transfer (20%), laboratory tests (17%), surgery (16%) and medical imaging (16%). All of the 147 incidents with WIC focused on task content or task process, but 41 (27.9%) also focused on the interpersonal relationship. We found disagreement, interference, and negative emotion in 91.2%, 88.4%, and 55.8% of the cases, respectively. Nurses (57%) were most often the reporting workers, while the most common encounter was the nurse-doctor interaction (33%), and the majority (67%) of the conflicts were experienced concurrently with the incidents. There was a significant difference in the distribution of worker job types between cases focused on the interpersonal relationship and those without (p = 0.0064). The doctors were more frequently as the reporter when the conflicts focused on the interpersonal relationship (34.1%) than not on it (17.0%). The distributions of worker job types were similar between those with and without negative emotion (p = 0.125).ConclusionsThe institutional IRS is a useful place to report the workplace interpersonal conflicts actively. The healthcare systems need to improve the channels to communicate, manage and resolve these conflicts.

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“…It has been reported that in some contexts, nurses come into conflict with other players in the clinic or hospital, such as their managers, other nurses, doctors, patients and patients’ relatives (Guidroz, Wang & Perez 2012 ). Numerous studies around the world have shown robust associations between interpersonal conflict and burnout in various contexts (García-Izquierdo & Ríos-Rísquez 2012 ; Guidroz et al 2012 ; Kitaokai & Masuda 2012 ).…”

Section: Introductionmentioning

confidence: 99%

Predictors of burnout among HIV nurses in the Western Cape

2017

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BackgroundBurnout has been implicated as one of the reasons for key healthcare personnel, such as nurses, leaving their profession, resulting in insufficient staff to attend to patients.ObjectiveWe investigated the predictors of three dimensions of burnout, namely emotional exhaustion, depersonalisation and personal accomplishment, among nurses in South Africa attending to patients living with HIV.MethodParticipants were recruited at a large tertiary hospital in the Western Cape region, with the help of the assistant director of nursing at the hospital. They completed the Maslach Burnout Inventory, the Quantitative Workload Inventory, the Interpersonal Conflict at Work Scale, the Organisational Constraints Scale, the Death and Dying subscale of the Nursing Stress Scale, and the HIV and AIDS Stigma Instrument – Nurse.ResultsWe found elevated levels of burnout among the sample. Workload, job status and interpersonal conflict at work significantly explained more than one-third of the variance in emotional exhaustion (R² = 0.39, F(7, 102) = 9.28, p = 0.001). Interpersonal conflict, workload, organisational constraints and HIV stigma significantly explained depersonalisation (R² = 0.33, F(7, 102) = 7.22, p = 0.001). Job status and organisational constraints significantly predicted personal accomplishment (R² = 0.18, F(7, 102) = 3.12, p = 0.001).ConclusionFactors such as workload, job status and interpersonal conflict in the work context, organisational constraints and stigma associated with HIV were found to be predictors of burnout in the sample of nurses. Our recommendations include developing and testing interventions aimed at reducing burnout among nurses, including reducing workload and creating conditions for less interpersonal conflict at work.

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Developing a Model of Source‐specific Interpersonal Conflict in Health Care

Cited by 34 publications

References 43 publications

Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB)

Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB)

Workplace interpersonal conflicts among the healthcare workers: Retrospective exploration from the institutional incident reporting system of a university-affiliated medical center

Predictors of burnout among HIV nurses in the Western Cape

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