Determination of The Relationship between Job Burnout and Conflict Management Styles in Employees of Health Administration and Assessment of Medical Documents Office of Golestan Province Branch of Social Security Organization of Islamic Republic of Iran

Maral Ghazliyar,Zahra Borghei

doi:10.5901/mjss.2015.v6n3s2p741

Abstract

Conflict management is one of the most difficult and important tasks of managers. The ability to solve conflict can be defined as the technic of managing conflict effectively by choosing the most suitable strategy of conflict management in each condition.Job burnout may lead to a severe fall in job fulfillment and administrative faith. Besides, job burnout brings about lower levels of well-being. Employees might abandon their personal duties and thus, their family relations may experience some confusion.The present study was formulated in order to determine the relationship between conflict management styles and job burnout in Employees of Health Administration and Assessment of Medical Documents Office of Golestan Province Branch of Social Security Organization of Islamic Republic of Iran.The sample volume was decided using Kukran formula. The data were collected via Maslach Job Burnout Inventory (MBI) and Standard Questionnaire for Conflict Management Styles .Validity and reliability of the tools were verified through Experts’ ideas and Cronbach’s alpha, respectively. The hypotheses were tested by use of Pearson’s Correlation in SPSS Software (Version 22). The results indicated that there is a negative and significant correlation between non-confrontation style and severity of reduced personal accomplishment feeling (p0.05). DOI: 10.5901/mjss.2015.v6n3s2p741

Highlights

Job burnout and its adverse consequences have been widely studied and it has been found that it causes several side effects in different occupational settings [8,11,15-24]
Except between non-confrontation style and severity of reduced personal accomplishment feeling, no other significant correlations were seen between the variables of conflict management and job burnout, taking variables of conflict management into practice resulted in reduction of adverse effects of job burnout
It shows that if employees in an organization try to avoid discussing on the topics which lead to conflict with others, they can have a more productive workplace and it can lead to lower level of job burnout among the employees

Summary

Introduction

When two or more independent entities (e.g. people, groups, organizations, or countries) come into relationships with each other to achieve their goals, conflict may appear. As Thompson (1998) stated, conflict can be regarded as perceiving differences in interests among people. Bisno (1998) considers conflict as a social interaction consisting of struggles in order to take possession of resources, authority, status, beliefs, and other priorities and preferences [1]. There are three approaches as to conflict. Conventional approach considers conflict as a negative phenomenon reducing performance and efficiency and it always must be prevented. Behavioral approach considers conflict as a neutral and inevitable phenomenon for all organizations which may exert neither positive nor negative influence on organizations. Modern approach points to conflict as a vital phenomenon to boost organizations’ performance [2]

Methods

Results

Conclusion