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Retaining nurses through conflict resolution. Training staff to confront problems and communicate openly can improve
A R Fowler1, S C Bushardt, M A Jones
1Department of Management, Youngstown State University, OH.
Health Progress (Saint Louis, Mo.)
|May 8, 1993
Summary
Nurses
Area of Science:
- Nursing
- Organizational Behavior
- Healthcare Management
Background:
- Organizational conflict is common in dynamic healthcare settings.
- Ineffective conflict resolution can negatively impact nurse retention.
- Current conflict resolution strategies may contribute to nurses leaving their jobs.
Purpose of the Study:
- To investigate the relationship between nurses' conflict resolution styles and job attrition.
- To identify the predominant conflict resolution strategy used by nurses.
- To propose interventions for improving conflict resolution to enhance nurse retention.
Main Methods:
- A study was conducted across three hospitals.
- The primary conflict resolution strategy employed by nurses was analyzed.
- Data collection likely involved surveys or interviews assessing conflict behaviors.
Main Results:
- Nurses predominantly utilize the withdrawal conflict resolution strategy.
- Withdrawal behaviors include requesting shift changes or reassignment.
- This strategy is linked to job changes and potential departure from the nursing profession.
Conclusions:
- The prevalent use of withdrawal in conflict resolution among nurses may exacerbate the nursing shortage.
- Healthcare organizations should analyze the root causes of withdrawal.
- Implementing training in constructive conflict resolution, such as confrontation and communication skills, is recommended to improve nurse retention and build stable work relationships.