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Conflict management style of Jordanian nurse managers and its relationship to staff nurses’ intent to stay
Author(s) -
AlHamdan Zaid,
Nussera Hayat,
Masa'deh Rami
Publication year - 2016
Publication title -
journal of nursing management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.925
H-Index - 76
eISSN - 1365-2834
pISSN - 0966-0429
DOI - 10.1111/jonm.12314
Subject(s) - nursing , conflict management , nursing management , workforce , nurse administrator , leadership style , management styles , psychology , nursing shortage , medicine , medline , nurse education , social psychology , public relations , political science , law
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.