Do personality traits of nurses have an effect on conflict management strategies?

Abstract

Nurse managers should support nurses who adopt appropriate conflict management strategies and there should be conflict management programmes that can teach appropriate skills to other nurses.

An integrative review on conflict management styles among nursing professionals: implications for nursing management

“…It can be inferred from this review that nurses and nurse managers primarily use, and prefer to use, positive or constructive conflict‐management styles, such as the integrating style, when confronted with conflicts, because it is one in which both parties win and concerns are explored in an environment of openness and equality. In integration or what is commonly known as the collaborating style of handling conflict, both parties involved explore the issues on hand, exchange information, work together to achieve acceptable alternatives, and produce solutions that are satisfying to both sides, thus creating optimal and win‐win outcomes for both parties (Erdenk & Altuntas, ; Tsen, Shapiro, & Ashley, ). This style is also especially effective when dealing with complex issues, with strategic issues pertaining to an organisations objectives and policies, and long‐range planning (Rahim, ).…”

The Relationship between Attitudes towards Change and Five Factor Personality Traits of Nurses

“…Araştırmalar benzer şekilde hemşirelerin en olumlu kişilik özelliğinin "geçimlilik" olduğunu göstermiştir. [22][23][24] Bu bulgu hemşirelerin etkin ve nitelikli sağlık hizmeti sunmak için, farklı uzmanlık alanlarına sahip sağlık profesyonelleriyle (hekim, fizyoterapist, diyetisyen, eczacı gibi) birlikte bir ekip olarak çalışmasıyla açıklanabilir. Bu nedenle hemşirelerin "geçimlilik" özelliğinin ön plana çıkması anlaşılır görünmektedir.…”

Conflict management among health professionals in hospitals of Cyprus

“…The concept of conflict within a company or organisation has become a point of interest for many researchers (Giannikas, ; Rovithis et al., ). Some conflicts arise when the organisation's requirements conflict with the opinions, attitudes, values, and beliefs of the individual (Brewer & Clippard, ; Erdenk & Altuntas, ). According to Jones (), role conflict exists when different people or different groups of people with whom the worker interacts have conflicting expectations.…”