تأثير اجراي برنامه مديريت تضاد بر ميزان تعارض شغلي و سبك‌هاي حلّ تعارض پرستاران

The Effect of Implementing Conflict Management Program on the Rate of Job Conflict and Nurses' Conflict Resolution Styles

زﻣﯿﻨﻪ و ﻫﺪف: ﺗﻌﺎرض، ﭘﺪﯾﺪهاي اﺳﺖ ﮐﻪ آﺛﺎر ﻣﺜﺒﺖ و ﻣﻨﻔﯽ ﺑﺮ ﻋﻤﻠﮑﺮد اﻓﺮاد و ﺳﺎزﻣﺎنﻫﺎ دارد. ﻣﻄﺎﻟﻌﻪ ﺣﺎﺿﺮ ﺑﺎ ﻫﺪف ﺑﺮرﺳﯽ ﺗﺄﺛﯿﺮ اﺟﺮاي ﺑﺮﻧﺎﻣﻪ ﻣﺪﯾﺮﯾﺖ ﺗﻀﺎد ﺑﺮ ﻣﯿﺰان ﺗﻌﺎرض ﺷﻐ ﻠﯽ و ﺳﺒﮏ ﻫﺎي ﺣﻞ ﺗﻌﺎرض ﭘﺮﺳﺘﺎران اﻧﺠﺎم ﺷﺪ. ﻣﻮاد و روش ﻫﺎ: اﯾﻦ ﻣﻄﺎﻟﻌﻪ ﺗﺠﺮﺑﯽ ﺑﺮ 60ﭘﺮﺳﺘﺎر در ﺑﯿﻤﺎرﺳﺘﺎن ﮐﺎﻣﯿﺎب ﻣﺸﻬﺪ، در دو ﮔﺮوه ﻣﺪاﺧﻠﻪ و ﮐﻨﺘﺮل )ﻗﺒﻞ و ﺑﻌﺪي(، در ﺳﺎل 1398و 99 اﻧﺠﺎم ﺷﺪ. ﺑﺮاي ﮔﺮوه ﻣﺪاﺧﻠﻪ ﮐﺎرﮔﺎه ﻣﺪﯾﺮﯾﺖ ﺗﻀﺎد ﺑﻪ ﻣﺪت 6ﺳﺎﻋﺖ ﺑﺮﮔﺰار و ﯾﮏ ﻫﻔﺘﻪ ﭘﺲ از ﮐﺎرﮔﺎه، دو ﺟﻠﺴﻪ درون ﺑﺨﺸﯽ ﺑﺮﮔﺰار ﺷﺪ. در ﻫﺮ دو ﮔﺮوه ﻣﺪاﺧﻠﻪ و ﮐﻨﺘﺮل در ﺑﺪو ورود، ﭘﺎﻧﺰده روز و ﯾﮏ ﻣﺎه ﭘﺲ از اﺗﻤ ﺎم ﺟﻠﺴﺎت درون ﺑﺨﺸﯽ، ﭘﺮﺳﺶﻧﺎﻣﻪﻫﺎي ﺗﻌﺎرض ﺷﻐﻠﯽ دوﺑﺮﯾﻦ و ﺳﺒﮏ ﻫﺎي ﺣﻞ ﺗﻌﺎرض ﺗﻮﻣﺎس وﮐﯿﻠﻤﻦ ﺗﮑﻤﯿﻞ ﺷﺪ. داده ﻫﺎ ﺗﺤﺖ ﺗﺠﺰﯾﻪوﺗﺤﻠﯿﻞ ﻫﺎي آﻣﺎري ﺑﺎ اﺳﺘﻔﺎده از ﻧﺮم اﻓﺰارspss ﻧﺴﺨﻪ 16 ﻗﺮار ﮔﺮﻓﺘﻨﺪ. ﯾﺎﻓﺘﻪﻫﺎ: ﭘﺎﻧﺰده روز و ﯾﮏ ﻣﺎه ﭘﺲ از ﻣﺪاﺧﻠﻪ ﻣﯿﺎﻧﮕﯿﻦ ﻧﻤﺮه ﺗﻌﺎرض ﺷﻐﻠﯽ در ﮔﺮوه ﻣﺪاﺧ ﻠﻪ ﻧﺴﺒﺖ ﺑﻪ ﮔﺮوه ﮐﻨﺘﺮل و ﻧﺴﺒﺖ ﺑﻪ ﻗﺒﻞ از ﺑﺮﮔﺰاري دوره ﺑﻪﺻﻮرت ﻣﻌﻨﯽداري ﮐﺎﻫﺶ ﯾﺎﻓﺖ )ﺑﻪﺗﺮﺗﯿﺐ (p = 0.003, p = 0.008, and p<0.001, respectively). اﺟﺮاي ﺑﺮﻧﺎﻣﻪ ﻣﺪﯾﺮﯾﺖ ﺗﻀﺎد ﮔﺮاﯾﺶ ﺑﻪ اﺳﺘﻔﺎده از ﺳﺒﮏ ﻫﻤﮑﺎري را ﻧﺴﺒﺖ ﺑﻪ ﮔﺮوه ﮐﻨﺘﺮل اﻓﺰاﯾﺶ ﻣﯽ دﻫﺪ ) 0/02=p(. ﮔﺮاﯾﺶ ﺑﻪ اﯾﻦ ﺳﺒﮏ در ﮔﺮوه ﻣﺪاﺧﻠﻪ ﭘﺎﻧﺰده روز ﭘﺲ از دوره آﻣﻮزﺷﯽ و ﯾﮏ ﻣﺎه ﭘﺲ از آن ﻧﺴﺒﺖ ﺑﻪ ﭘﯿﺶ از دوره اﻓﺰاﯾﺶ داﺷﺖ )0/001

Conflict is a phenomenon that has positive and negative effects on the performance of individuals and organizations. This study aimed to investigate the effect of implementing a conflict management program on job conflict and nurses' conflict resolution styles. Materials & Methods: This experimental-interventional and before-after study was performed on 60 nurses in the Kamyab Hospital of Mashhad, Iran, in 2020. A conflict management workshop was held for the intervention group for 6 hours. Then, one week after the workshop, two intra-departmental sessions were held. In both intervention and control groups, Dubrin Job Conflict Questionnaires and Thomas-Kilman conflict mode instrument were completed at the beginning, fifteen days, and one month after the end of the inpatient sessions. Data were analyzed using SPSS software version 16. Results: Fifteen days and one month after the intervention, the mean score of job conflict in the intervention group significantly decreased compared to the control group and before the intervention (p = 0.003, p = 0.008, and p<0.001, respectively). Implementing a conflict management program increased the tendency to use a collaborative style compared to the control group (p = 0.02). Tendency to this style in the intervention group increased fifteen days and one month after the workshop compared to before the course (p <0.001). Conclusion: Findings showed that the implementation of conflict management programs for nurses leads to a reduction in job conflicts among them. Further studies are suggested to explain the role of conflict management program implementation in the functioning of the health system.