Characteristics of Nurse Managers' Conflict Management Competency. A Systematic Review
Alberto González-García1, Arrate Pinto-Carral1, Pilar Marqués-Sánchez2
1Universidad de León Ringgold Standard Institution - Nursing and Physiotherapy, Leon, Spain.
Aim(S):
To identify and describe the characteristics that constitute a nurse manager's conflict management competency.
Design:
This study is a systematic review conducted according to the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. The review protocol was registered in PROSPERO (CRD42024542605).
Data Sources:
A systematic search was conducted in Web of Science, Scopus and PubMed databases, covering literature published from 1 January 2014 to 1 April 2024.
Results:
This review included 14 studies selected from an initial pool of 86 records. From the included articles, 71 characteristics associated with nurse manager conflict management competency were identified and categorised into seven distinct characteristics: Collaborative resolution (19.72%), collaborative support (18.31%), balanced compromise (14.08%), conflict avoidance (14.08%), supportive accommodation (14.08%), assertive dominance (12.68%) and leadership and resilience in conflict management (7.04%). The most frequent conflicts were interpersonal conflicts (22.22%), resource allocation issues (20.00%) and conflicts between personal values and organisational goals (17.78%).
Conclusions:
This review highlights the importance of developing characteristics, such as collaborative resolution, collaborative support and balanced compromise, for effective conflict management by nurse managers. Addressing interpersonal conflicts and aligning personal values with organisational goals is essential for maintaining team cohesion and reducing stress. Ethical leadership and emotional intelligence are crucial for managing conflicts and improving the work environment. Forward-looking healthcare organisations should prioritise the development of conflict management competencies to create healthy and efficient work environments capable of facing disruptive changes, such as those brought about by artificial intelligence.
Impact:
The characterisation of conflict management competency allows the creation of simulated scenarios that are free of associated risks. Additionally, the findings facilitate a comprehensive analysis of how conflict management competency influences leadership competency and ethical principles in nursing teams. This is particularly relevant in the context of profound and disruptive change.
Patient Or Public Contribution:
No patient or public involvement.
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