การจัดการความขัดแย้งและความเหนียวแน่นในทีมตามการรับรู้ของพยาบาลในโรงพยาบาล ในเครือของมหาวิทยาลัยต้าหลี่ สาธารณรัฐประชาชนจีน
คำสำคัญ:
การจัดการความขัดแย้ง, ความเหนียวแน่นในทีมตามการรับรู้, โรงพยาบาลในเครือของมหาวิทยาลัยต้าหลี่บทคัดย่อ
Team cohesion is an important factor in multidisciplinary teams and can inspire teams to perform creative and complex work. The purpose of this descriptive correlational study was to examine the styles of conflict management and levels of team cohesion, as well as to explore the relationship between each style of conflict management and perceived team cohesion among nurses in affiliated hospitals of Dali University in the People’s Republic of China. The sample consisted of 339 nurses who worked in two university hospitals in Yunnan province. Research instruments included: 1) Dutch Test for Conflict Handling (DUTCH) developed by Van de Vliert (1997) and translated into Chinese by Luo (2011) and 2) Group Cohesion Scale developed by Good and Nelson (1973) and translated into Chinese by Hsieh (1998). Data were analyzed by descriptive statistics and Spearman’s rank-order correlations.
The results of this study were as follows:
- The majority of nurses used one style of conflict management to deal with conflict situations. Among these nurses, 43.36% used the avoidance conflict management style, 19.17% used the problem-solving conflict management style, 3.25% used compromise or forcing conflict management styles, and 2.07% of nurses used the yielding conflict management style.
- Nurses perceived team cohesion at a moderate level (= 4.41, SD = 2.20).
- There was a positive relationship between team cohesion and the problem-solving conflict management style (x̄= .51, p < .01) and the compromise conflict management style (x̄= .33, p < .01). It also indicated that team cohesion was negatively related to the avoidance conflict management style (x̄= -.21, p < .01), and the forcing conflict management style (x̄= -.18, p < .01). However, there was no relationship between team cohesion and the yielding conflict management style (x̄= -.08, with p >.05).
The findings of this study are beneficial for nurse managers to resolve internal multidisciplinary team conflict. Nurse managers can promote the development of multidisciplinary team cohesion by encouraging nurses to use the problem-solving and compromise styles to handle conflicts within their team.
เอกสารอ้างอิง
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