Doctor-Nurse Conflict in Nigerian Hospitals: Causes and Modes of Expression

Olajide, Ademola T; Asuzu, Michael C.; Obembe, Taiwo

doi:10.9734/bjmmr/2015/15839

Cited by 20 publications

(39 citation statements)

References 34 publications

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“…Perception of unfairness in salaries decreased perception of distributive justice among healthcare professionals [3,11,[13][14][15][16][17][18][19][20]. In Tanzania, the experience of being by-passed by colleagues with shorter working experience and longer formal training was most dissatisfying for health workers with longer working experience [14].…”

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confidence: 99%

“…Studies indicate that doctors participated more in decision-making than nurses and other health professionals [3,9,[14][15][16][21][22][23]. Australian nurses perceive organizational policies and procedures as being fair [4].…”

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confidence: 99%

“…In contrast, junior nurses in Turkey perceived unfairness in their performance assessment while hospital management were more lenient to doctors than nurses in disciplinary procedures [9,18]. Doctors lacked respect for other health professional [16]. Health managers tend to be authoritarian, unsupportive, overuse behavioral control, lack respect for junior staff and provide negative feedbacks during supervision [2,4,[18][19][20][21][23][24][25][26][27].…”

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confidence: 99%

“…In Nigeria, evidence of organizational injustice, deriving from studies on industrial actions, inter-professional conflict, and health workforce governance highlight the huge organizational challenges in managing and motivating healthcare professionals for effective performance in Nigeria especially importance of rewards, professional dominance and work climate [13,[15][16][17]28]. Although there are growing concerns about whether rewards and hospital resources are allocated to healthcare professionals equitably and whether such allocation decisions are made according to fair methods and guidelines, studies on perceptions of organizational justice among health workers in Nigeria are scarce [11].…”

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confidence: 99%

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Perceptions and predictors of organizational justice among healthcare professionals in academic hospitals in South-Eastern Nigeria

Ghasi

Ogbuabor

Onodugo

2020

BMC Health Serv Res

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Background: Research on organizational justice in hospitals in African countries are limited despite being important for workforce performance and hospital operational efficiency. This paper investigated perceptions and predictors of organizational justice among health professionals in academic hospitals in South-east Nigeria. Methods:The study was conducted in two teaching hospitals in Enugu State, South-east Nigeria using mixedmethods design. Randomly sampled 360 health professionals (doctors = 105, nurses = 200 and allied health professionals, AHPs = 55) completed an organizational justice scale. Additionally, semi-structured, in-depth interview with purposively selected 18 health professionals were conducted. Univariate and bivariate statistics and multivariable linear regression were used to analyze quantitative data. Statistical significance was set at alpha 0.05 level. Qualitative data were analyzed thematically using NVivo 11 software.Results: The findings revealed moderate to high perception of different dimensions of organizational justice. Doctors showed the highest perception, whereas AHPs had the least perception. Among doctors, age and education predicted distributive justice (adjusted R 2 = 22%); hospital ownership and education predicted procedural justice (adjusted R 2 = 17%); and hospital ownership predicted interactional justice (adjusted R 2 = 42%). Among nurses, age, gender and marital status predicted distributive justice (adjusted R 2 = 41%); hospital ownership, age and gender predicted procedural justice (adjusted R 2 = 28%); and hospital ownership, age, marital status and tenure predicted interactional justice (R 2 = 35%). Among AHPs, marital status predicted distributive justice (adjusted R 2 = 5%), while hospital ownership and tenure predicted interactional justice (adjusted R 2 = 15%). Qualitative findings indicate that nurses and AHPs perceive as unfair, differences in pay, access to hospital resources, training, work schedule, participation in decision-making and enforcement of policies between doctors and other health professionals due to medical dominance. Overall, supervisors have a culture of limited information sharing with, and disrespectful treatment of, their junior colleagues.(Continued on next page)

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confidence: 99%

Section: (Continued From Previous Page)mentioning

confidence: 99%

Section: (Continued From Previous Page)mentioning

confidence: 99%

Section: (Continued From Previous Page)mentioning

confidence: 99%

See 2 more Smart Citations

Perceptions and predictors of organizational justice among healthcare professionals in academic hospitals in South-Eastern Nigeria

Ghasi

Ogbuabor

Onodugo

2020

BMC Health Serv Res

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“…Therefore, to fulfill hospitals’ mission, interaction between team members must be directed to reduce conflicts. [13] Different studies have investigated the issue of conflict in Iranian hospitals, but none of them explore the reasons and types of conflicts between administrative and clinical groups. Because the low knowledge of these types of conflicts can result in managerial and leadership challenges, further investigation can offer operational solutions to address conflicts between staff.…”

Section: Introductionmentioning

confidence: 99%