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The changes in the health area and the set of structural changes in the nursing profession and career interfere in the dynamics and stability of the future of the nurses. The aim is to study the influence of organizational and professional commitment of the nurses in the strategies of conflict resolution. This is a quantitative, transversal and non-experimental research, following a descriptive-correlational way. Data were obtained by applying a questionnaire to 102 nurses that work on different types of Primary Health Care Units, of the various Health Centres of Lafoes Area. The convenience sample is mostly female ( 82,4%), with the average age of 39,33 years. As measuring instruments we used three scales that grouped a total of nine subscales used to evaluate: the organizational commitment, through the model adapted from Meyer and Allen (1997), "Organizational Commitment Questionnaire," the professional commitment through "Attitudinal Commitment Scale" developed by Langford (1979) and the strategies of conflict resolution through the "Rahim Organizational Conflict Inventory II", formed by 28 items, which aims to measure how individuals deal with conflict situations towards their superiors (Form A), their subordinates (Form B) and their colleagues (Form C). The majority of nurses present moderate / high scores of organizational commitment and of Professional commitment. The study confirmed the hypothesis that certain sociodemographic and professional variables influence the strategies of conflicts adopted by nurses. Also, the organizational and professional commitments are positively correlated with each other and they influence the strategies of conflicts adopted by nurses. It is expected that managers and collaborators are prepared to promote and manage conflicts appropriately, so that they can become a motive of innovation and development within organizations.

A influência do empenhamento organizacional e profissional dos enfermeiros nas estratégias de resolução dos conflitos