Zaid Al-Hamdan1, Hayat Nussera2, Rami Masa'deh3. 1. Faculty of Nursing, Jordan University of Science and Technology, Irbid, Jordan. 2. Farah Hospital, Amman, Jordan. 3. Applied Science Private University, Amman, Jordan.
Abstract
AIM: To explore the relationship between conflict management styles used by nurse managers and intent to stay of staff nurses. BACKGROUND: Nursing shortages require managers to focus on the retention of staff nurses. Understanding the relationship between conflict management styles of nurse managers and intent to stay of staff nurses is one strategy to retain nurses in the workforce. METHODS: A cross-sectional descriptive quantitative study was carried out in Jordan. The Rahim organization conflict inventory II (ROCI II) was completed by 42 nurse managers and the intent to stay scale was completed by 320 staff nurses from four hospitals in Jordan. The anova analysis was carried out. RESULTS: An integrative style was the first choice for nurse managers and the last choice was a dominating style. The overall level of intent to stay for nurses was moderate. Nurses tend to keep their current job for 2-3 years. There was a negative relationship between the dominating style as a conflict management style and the intent to stay for nurses. CONCLUSION: The findings of the present study support the claim that leadership practices affect the staff nurses' intent to stay and the quality of care. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers can improve the intent to stay for staff nurses if they use the appropriate conflict management styles.
AIM: To explore the relationship between conflict management styles used by nurse managers and intent to stay of staff nurses. BACKGROUND: Nursing shortages require managers to focus on the retention of staff nurses. Understanding the relationship between conflict management styles of nurse managers and intent to stay of staff nurses is one strategy to retain nurses in the workforce. METHODS: A cross-sectional descriptive quantitative study was carried out in Jordan. The Rahim organization conflict inventory II (ROCI II) was completed by 42 nurse managers and the intent to stay scale was completed by 320 staff nurses from four hospitals in Jordan. The anova analysis was carried out. RESULTS: An integrative style was the first choice for nurse managers and the last choice was a dominating style. The overall level of intent to stay for nurses was moderate. Nurses tend to keep their current job for 2-3 years. There was a negative relationship between the dominating style as a conflict management style and the intent to stay for nurses. CONCLUSION: The findings of the present study support the claim that leadership practices affect the staff nurses' intent to stay and the quality of care. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers can improve the intent to stay for staff nurses if they use the appropriate conflict management styles.