Conflict Job Research Articles

Efficacy of tailored educational interventions in changing conflict management strategies among operating room staff

Background Workplace conflicts, especially in hospital environments, pose significant challenges to both staff productivity and well-being. The complex nature of healthcare environments, combined with diverse team dynamics, makes effective conflict management crucial. Previous studies suggest that structured educational interventions can help mitigate conflicts and foster better working conditions. Objective This study aims to evaluate the effectiveness of educational interventions, specifically in conflict management and emotional intelligence training, on reducing workplace conflicts and improving coping strategies among hospital nurses. Methods The study involved four stages: (1) Problem identification through interviews and literature review, (2) Use of demographic data and conflict assessment tools including the Dobrin Job Conflict, Jehn's Interpersonal Conflict, and Putnam & Wilson's Conflict Management Strategies Questionnaire, (3) Conducting workshops focused on conflict resolution and emotional intelligence, and (4) Assessing the intervention's impact through paired t-tests and statistical analyses. Results The intervention significantly reduced relational, task-related, and procedural conflicts. Following the workshops, the use of non-confrontation and control strategies decreased, while problem-solving strategies became more prevalent. Correlation analysis indicated that demographic factors such as age and work experience significantly influenced the results. Conclusion Educational interventions, particularly in emotional intelligence, proved effective in reducing conflicts and improving conflict management strategies. This highlights the importance of continuous training programs aimed at enhancing workplace relations and productivity in hospital settings.

The Impact of Work Conflict and Work Stress on Organizational Commitment: The Mediating Role of Motivation

Aims: This study examines the influence of job conflict, work-related stress, and employee motivation on organizational commitment, addressing their critical importance to organizational sustainability and employee commitment levels. Study Design: This is a quantitative research study. Methodology: Data were collected through surveys from a diverse sample of employees. Structural Equation Modeling (SEM) was applied using tools such as SPSS, Partial Least Square (PLS), and the Sobel Test to analyze the data. Results: The findings indicate that job conflict directly influences organizational commitment, whereas work stress does not have a direct impact. However, work stress significantly affects employee motivation, which subsequently impacts organizational commitment. Motivation serves as a mediator between job stress and organizational commitment, a relationship not observed with job conflict. Conclusion: This study contributes to the literature by elucidating the complex relationships among job stress, workplace conflict, and motivation, highlighting the mediating role of motivation in the link between job stress and organizational commitment. Future research should consider longitudinal designs and a broader range of industries to enhance the generalizability of these findings.

Pengaruh Konflik Kerja dan Stres Kerja terhadap Kinerja Karyawan

There is no way to completely escape work-related issues like conflict and stress. workers' performance is negatively impacted by work conflict and stress. This indicates that when workers encounter high levels of stress and job conflict, their performance will fall dramatically. Finding out how stress and conflict at work affect productivity is the driving force behind this study. The research in this study is descriptive in nature and employs qualitative approaches. Findings from studies This demonstrates that stress at work has a negative and statistically significant effect on employee performance, whereas conflict at work has a positive and statistically significant effect on employee performance.

The Influence of Career Development, Competence and Work Conflict on Job Satisfaction

Job satisfaction is a description of an employee's feelings of pleasure and displeasure with the work he does, by identifying the results of the work that has been done, supervisor recognition of the work that has been done, compensation, self-development, supervision of superiors and the relationship of the employee's emotional state that occurs or does not occur the meeting point between the value of the employee's work and the company or organization with the level of return value that the employee concerned really wants. This study aims to determine and analyze the effect of Career Development, Competence and Job Conflict on Job Satisfaction (Case Study at Wisma Lampung Jakarta Service Unit). The research design uses a causal quantitative method, namely knowing the effect between the variables studied. The data collection tool uses a questionnaire that has been tested for validity and reliability which is distributed via googleform. The population studied in this study were 50 people, using saturated sampling techniques. Data analysis was carried out using Smart-PLS (Partial Least Square) through outer model testing, inner model and hypothesis testing. The results showed that the career development variable had an effect on job satisfaction, the competency variable had an effect on job satisfaction and work conflict had an effect on job satisfaction in the Wisma Lampung Jakarta Service Unit.

The Influence of Job Satisfaction, Job Conflict and Work Stress on Employee Performance in The Council of Representative Office

This study intends to examine the relationship between workplace conflict, stress, and employee performance. The Slovin technique was employed to determine the sample size for this study, and a margin of error of 10% was used, resulting in the usage of 60 individuals as the research sample. Multiple linear regression is the data analysis method used, and the SPSS program is used. According to the study's findings, employee performance is impacted by work conflict, stress, and job satisfaction all at once. Work conflict, stress, and job satisfaction are all shown to have an impact on employee performance.

THE INFLUENCE OF JOB CONFLICT AND JOB STRESS ON TEACHER PERFORMANCE (STUDY ON MUTIARA BUNDA KINDERGARTEN TEACHERS KARANGANYAR REGENCY)

This study aims to determine the effect of job conflict and job stress on the performance of Mutiara Bunda Kindergarten teachers, the independent variable in this study is job conflict and job stress and the dependent variable is teacher performance. This research method used is using quantitative methods with an associative research level of explanation, namely to determine the effect between variables, the data source is primary data and secondary data in the form of questionnaires. The statistical methods used are the normality test, linearity test, multicollinearity test, heteroscedasticity test, autocorrelation analysis, multiple regression analysis, partial correlation analysis, and determination analysis. Based on the calculation of the hypothesis test, the F-count value is 54.858 while the F-table is 3.49 (54.858> 3.49), meaning that H₀ is rejected and Ha is accepted, meaning that there is a positive and significant influence between work conflict and work stress on the performance of Mutiara Bunda Kindergarten teachers in Karanganyar Regency.

Cuckoo search optimization-based energy efficient job scheduling approach for IoT-edge environment

Recently developed IoT devices are capable of gathering, storing, and processing more data than ever before. This calls for the need for scalability. Through the use of edge computing, more processing functions can be relocated closer to where the data is gathered through the IoT devices. Here, processing tasks may be placed in the edge computing units (ECUs). Each ECU may host a cloudlet consisting of a number of virtual machines, where tasks could be executed. Due to the need to ensure near real-time response of the jobs, efficient job scheduling is required. Few recent works addressed this issue of job scheduling at the edges. However, many important constraints such as job dependency, job conflict along with heterogeneous edge infrastructure are not found to be considered. Accordingly, in this paper, we have proposed an optimal job scheduling approach based on the cuckoo search algorithm to handle these challenges subject to energy efficiency and resource utilization. The proposed algorithm is simulated and found to work notably well as compared to state-of-the-art edge-computing-based job scheduling techniques, especially when the jobs have conflict or dependency among them. The work is reported to achieve above 85% resource utilization even in the presence of job conflicts and dependencies.

Cultural competence in critical care nurses and its relationships with empathy, job conflict, and work engagement: a cross-sectional descriptive study

BackgroundCultural competence is more important than ever for nurses today; therefore, it may be helpful to learn more about it and examine how it relates to empathy, job conflict, and work engagement. The purpose of this study was to determine (a) the level of cultural competence, empathy, job conflict, and work engagement; (b) the relationship between cultural competence, demographic information, and main variables; (c) the predictors of cultural competence among critical care nurses.MethodsA multicenter, descriptive cross-sectional study was conducted in Iran from August to October 2022. Through convenience sampling, 153 critical care nurses from three hospitals participated. The research tool consisted of five parts: Demographic information questionnaire, Cultural Competence Questionnaire, Jefferson Scale Empathy, Dobrin Job Conflict, and Utrecht Work Engagement, which were collected by paper self-report. Descriptive statistics, the correlation between variables, and linear regression were used to analyze the data.ResultsAmong critical care nurses (response rate 79.27%), the mean (SD) scores for cultural competence, empathy, job conflict, and work engagement were 74.05 (7.96), 83.44 (29.17), 11.00 (2.38), and 43.69 (16.33), respectively. There was a significant correlation between cultural competence and age (r = 0.46, p = 0.001), marital status (r = 0.27, p = 0.004), academic degree (r = 0.44, p = 0.001), work experiences (r = 0.43, p = 0.001), empathy (r = 0.50, p = 0.001), and job conflict (r=-0.16, p = 0.049). Academic degree (β = 0.36, p < 0.001) and empathy (β = 0.26, p < 0.001) were significant explanatory variables that predict cultural competence.ConclusionIn Iranian critical care nurses, cultural competence and job conflict were moderate, empathy was good, and work engagement was poor. There was a significant relationship between cultural competence, age, marital status, academic degree, work experiences, empathy, and job conflict. Academic degree and empathy predict cultural competence.

Organizational Politics in Private University, and the Performance Aspiration: Job Conflict and Stress as Mediators

This study aims to determine the effect of organizational politics on the performance of the private university in Indonesia, mediated by workplace conflict and job stress. This study adheres to the quantitative explanatory approach by constructing a path analysis of PLS-SEM from the responses of 209 academic staff. The results showed that organizational politics influenced performance through mediating variables, workplace conflict and job stress. In addition to mediating organizational politics and performance, conflict and job stress affect performance in direct relationships.

In conflict between leaving and staying: identifying the challenges of women journalists and the effects on the intention to leave the journalism profession

This study aims to identify the challenges of women journalists in Afghanistan and their impact on the intention to leave the job. To achieve the objectives of this study, a mixed-method (qualitative and quantitative) has been used. In the qualitative section, 15 in-depth interviews were conducted with female journalists in Afghanistan using purposive sampling. The interview data were analyzed using “NVivo 12.” In the quantitative section, Maslach’s burnout theory was integrated with job demands, family job conflict, organizational support, and society job conflict scales as influential factors on the intention to leave the job. Quota sampling was used to send an online questionnaire to 350 female journalists in Afghanistan. As a result, 183 questionnaires were obtained, of which 157 were completed. Pearson correlation coefficients and multilinear regression tests with 95% confidence level (P < 0.05) were used to analyze the data using “SPSS 25.” Emotional exhaustion, depersonalization, family job conflict, society job conflict, and intention to leave the job are all found to have a positive and significant relationship in this study. In contrast, this study found a significant negative relationship between the perception of organizational support and the intention to leave the job.

A structural equation model of organizational commitment by hospital nurses: The moderating effect of each generation through multi-group analysis

Purpose: The purpose of this study was to construct a structural equation model of organizational commitment in hospital nurses based on a job demands–resources model and to confirm the moderating effect(s) according to the nurses’ generation.Methods: The model was constructed of the exogenous variables of social support, emotional intelligence, emotional labor, and job conflict and the endogenous variables of burnout, job engagement, and organizational commitment. The participants were 560 hospital nurses working in 3 general hospitals. Data were collected from August 1 to September 30, 2021, and analyzed using SPSS Window 23.0 and IBM AMOS 23.0.Results: The strongest factor directly influencing hospital nurses’ organizational commitment was social support. In a multiple group analysis, nurses’ generation had a partial moderating effect. In a generation-specific analysis, the Z generation group was higher than the X and Y generation groups in the variables of emotional labor and burnout related to organizational commitment.Conclusion: Based on the findings of this study, to improve hospital nurses’ organizational commitment, social support is needed as an important management strategy. At the organizational level, we need to develop ways to improve organizational commitment by reducing the emotional labor and burnout of Generation Z.

Do any kinds of perceived stressors lead to hypertension? A longitudinal cohort study.

Stress has been suggested as a contributing factor in the etiology and progression of hypertension in prior investigations. For a more comprehensive understanding of this concept, in this study, we aim to evaluate different domains of perceived stress and their possible contribution to the development of hypertension (HTN). This is a secondary analysis of the Isfahan Cohort Study (ICS). We used data from 2007 and 2013. The 12-item General Health Questionnaire (GHQ-12) and Stressful Life Events Questionnaire (SLEQ) were used to evaluate psychological distress and perceived stress in subjects, and a generalized linear mixed model (GLMM) was used to assess their association with HTN. Psychological distress had a significant positive relation with HTN that remained after full adjustment for other covariates. Individuals with high stress levels were 38% more likely to develop HTN (OR 1.38, 95% CI 1.18, 1.59). After full adjustment, total perceived stress was significantly associated with a 15% increase in HTN development (OR 1.15, 95% CI 1.01-1.29). Domains of perceived stress that were significantly associated with HTN independent of sociodemographic and lifestyle covariates were job conflict, job security, personal conflict, sexual life and daily life in both genders and financial problems in males (P < 0.01). The findings from this study underline the importance of identifying the effect of different sources of perceived stress to organize community-based strategies for the management of hypertension and help health professionals prioritize and efficiently allocate their resources for interventions.

ROTATIVIDADE NO TRABALHO DE ENFERMEIRAS: UM ESTUDO COMPARATIVO

ABSTRACT Objectives: to compare the perceived levels of job rotation, job satisfaction, and job conflict between two groups of nurses in Jordan, and to explore the differences between them. Moreover, several demographic factors were examined to investigate their association with job rotation approach in nurses who previously had job rotation experience. Method: a cross-sectional design with a total of 244 nurses: 122 nurses had experienced job rotation while 122 nurses never had experienced job rotation. The study was examined between January and February in the year of 2020. Job rotation scale, job satisfaction scale, and job conflict scale were used to assess the three variables. Independent t-test and one-way analysis of variance test were used to analyze significant differences between both selected groups. Results: statistical analysis indicated that nurses who underwent job rotation had significantly higher perceived levels of job rotation, job satisfaction, and lower level of job conflict compared to other nurses who did not experience job rotation. Moreover, gender, experience, and educational level were significantly associated with the perceived level of job rotation among nurses who had job rotation experience in Jordan. Job rotation was not found to be associated with marital status. Conclusions: job rotation approach is necessary to improve job satisfaction and reduce job conflict. Nursing directors should cooperate to apply nurses’ rotation approach at hospitals in order to increase job satisfaction and decrease the level of job conflict.

Investigating the relationship between job satisfaction, communication style, employee behavior in conflict situations

This study was designed to test the relationship between job satisfactions, communication style and conflict behaviour of employees in the public system, respectively in the territorial labour inspectorates. Research responds to practical needs highlighted by organizational psychology to identify the sources and dimensions that prevail and make the individual's perception of the organization lead to increased job satisfaction. However, the paper is not without methodological limits, represented by the use of self-report evaluation questionnaires that could involve poor identification and reporting, by the tendency of the facade that appears when the subject is not honest, offers answers that do not reflect its true feelings, principles and values, tends to avoid the appropriate responses to the state, only to leave a good impression, determine a positive judgment, placement in a situation of appreciation, or out of a desire to help the researcher in confirming the study hypothesis. The paper provides additional information for the scientific community, and can also be a starting point for other research by methodologically improving and bringing to the fore variables that can have a significant contribution to job satisfaction in civil servants, the subject being of maximum interest in the current context when a qualitative increase of services for employees and employers is desired.

The Influence of Work Conflict and Organizational Commitment on Job Satisfaction

Job Satisfaction is a very important factor and is used as a benchmark for whether or not a company is good, Work Conflict and Organizational Commitment can help in achieving good Job Satisfaction. Therefore, work conflict and commitment are closely related to job satisfaction. The purpose of this study was to find out how Work Conflict, Organizational Commitment, and Job Satisfaction are applied by PT. A And One Precision Bintan, and to find out how much influence Job Conflict has on Job Satisfaction, the effect of Organizational Commitment on Job Satisfaction and the influence of Work Conflict and Organizational Commitment on Job Satisfaction. This study is a population study in which all employees are respondents in the study, for data collection using a questionnaire with a total of 75 respondents. The analytical method used is a quantitative method with descriptive analysis and verification analysis (path analysis). The results of the study stated that work conflict was in the category of frequent occurrences, the organizational commitment was in the good enough category, job satisfaction was in the good enough category. The result of path analysis shows that work conflict affects job satisfaction, organizational commitment affects job satisfaction.

Individual and family preferences of job qualities matter: association between face needs, locked-in job status, and burnout among high-tech workers in Taiwan

BackgroundStudies on the health impacts of being locked in a job are primarily conducted in Western countries, with the theory based on the value of individualism. But the socially-oriented concerns should be considered in workers’ locked-in status in Chinese society. So the current study aims at evaluating socially-oriented concerns on workers’ locked-in status in Taiwan.MethodsAnonymous surveys were conducted with 1102 workers at high-tech companies in Taiwan from October 2015 to January 2016 to assess their “face” needs-- a sociological concept linked to the dignity, prestige, and reputation that a person has in terms of their social relationships, locked-in status of the job, and burnout. In addition to being separated into three groups by lock-in score, participants were categorized by the conflict of preference of the job between themselves and their family. Chi-square, ANOVA, Pearson correlation, and regression tests were conducted.ResultsAmong the 1102 participants, 18% had jobs that they did not prefer but their family preferred. Participants with higher face needs and higher locked-in status had a significantly higher risk of developing personal and work-related burnout. However, the analysis using “locked-in job conflict of preference between themselves and their family” showed a more coherent result. Participants with a job which “self does not prefer but family do” had twice the risk of having personal and work-related burnout (OR = 2.03 and 2.34, respectively). Participants with a job which neither themselves nor their family prefer had four times the risk of having personal and work-related burnout (OR = 4.10 and 4.17, respectively).ConclusionsThe current study suggests an importance in considering a socially-oriented job preference in locked-in status evaluations within the Chinese culture. Workers’ whose locked-in status preference conflicted with their family’s preference showed a significantly negative impact on their health.

The Impact of Job Demands and Organizational Culture on Work Performance, Burnout, and Job Satisfaction in Healthy Family and Multicultural Family Support Centers during the Covid-19 Pandemic

This study examined the impact of job demand and organizational culture on new task difficulties, burnout, and job satisfaction using a survey data of 145 family specialists in Healthy Family and Multicultural Family Support during the COVID-19 pandemic. We used the job demand-resources model and the competing values model to categorize the four dimensions of organizational culture as a conceptual framework for this study. We found that the mean of work overload was higher than the means of job conflict and job ambiguity. Our latent profile analysis proposed four profiles of organizational culture: cultural absence type, authoritative culture type, middle cultural balance type, and high cultural balance type. The results of multiple regression analyses showed that work overload was positively associated with difficulties in new task performance and burnout, job ambiguity was positively related to burnout, and job conflict and ambiguity were negatively related to job satisfaction. These findings imply that the higher the job demands reported by family specialists, the higher the level of burnout and the lower the job satisfaction. In addition, organizational culture was a unique predictor of burnout and lower level of job satisfaction. Family specialists in the groups with a high cultural balance were Family specialists in the groups with a high cultural balance were more likely to have lower levels of burnout than those in the culture absence and in the middle culture balance, and higher job satisfaction than the other groups. The results suggest that management strategies to build a creative workplace culture can prevent burnout and improve job satisfaction.

THE IMPACT OF JOB DESIGN, CONFLICT AND WORKPLACE STRESS ON ELEMENTARY THEACER’S JOB PERFORMANCE

This research aims to understand job performance of elementary teachers. This research is a explanatory and evaluative research. The researcher want to know and analyze what are the impact of job design, conflict and stress to job performance. This research samples are 156 respondents with purposive samping method. The researchers use questionnaires disbursement by grouping of area. Data Calculation, For the relationship between two variables and analyze by Statistical Package for the Social Sciences (SPSS) software 22.0 version. All the variables as simultan and together had impact to job performance. Eventhough the results of research is all the variables have influence significants but there are some interesting points of view of this research result.

Corporate Governance and Managing Stress in the Workplace

Stress has become a killer condition given the pressures and demands of our present times. More people are either laid low or dying from stress. Unfortunately, stress is a silent killer that strikes before its victim can realize what his problem is. Stress in the workplace adds additional load to an average worker who must grapple with the daily demands and pressure from the workplace. This paper explored the relationship between corporate governance and stress management in the workplace. An examination of available literature shows that factors in the work place that cause stress include work overload, time pressure, long hours of work, lack of breaks, difficult or complex tasks, lack of variety, poor physical work conditions (congested office space, high temperature, poor lighting, etc.), role ambiguity, role conflict, over promotion, under promotion, thwarted ambition, absence of job security, problem of relationship with superiors and colleagues, inability to delegate responsibilities, absence or insufficient participation in decision making, office politics, behavioural restrictions, absence of effective consultation and financial difficulties, generating of loud noise by machines. Signs of stress can exhibit in several forms such as changes in behaviour, which in acute cases displays in the areas of feelings, behaviour or physical symptoms. Acute stress can exhibit in the forms of irritability, anxiety, fatigue, depression, withdrawal, aggressive behaviour, tearfulness, dullness, loss of motivation, loss of concentration, loss of ability to solve problems, sexual dysfunction, gastrointestinal disorders, recurrent headache, etc. Prolonged cases of stress in an individual can alter the “neuroendocrine, cardiovascular, autonomic and immunological functions” of the body leading to physical and mental illness. It was established that management by way of corporate governance can formulate policies that are geared towards managing the level of stress in the workplace. The recommendations made included that management should do the following; make the work place employee-friendly by providing conducive work environment and office spaces; establish a culture of filial relationships in the organization whereby employees see one another as friends and team-mates and relate to one another in cordial and courteous manner; popularize the organizational work ethics and enforce strict disciplinary measures on defaulters especially on harassment of every kind; establish clear job responsibilities and roles to prevent role ambiguity and job conflict; establish recreational centres for workers to ease off during breaks or at free time; functional health facilities should be provided and workers should have ready access to them; encourage open communication between employees and superiors and among all workers.

The Influence of Job Stress and Job Conflict on Job Satisfaction

Some of the components of human resource management are job stress and job conflict. Job stress is important to pay attention to because it will have an impact on job satisfaction and job conflict to maintain relationships with colleagues. The purpose of this study was to determine the magnitude of the influence partially or simultaneously job stress and job conflict on job satisfaction in grabbike driver-partners in Bandung. The method used is descriptive analysis and verification. The data collection technique used is a literature study and distributing questionnaires with 88 respondents. The analytical method used is path analysis using SPSS 24.0 software. Based on the results of the research, the following findings were obtained: job stress on grabbike partners can be said to be quite good, besides that, job conflicts on grabbike partners are quite good and job satisfaction on grabbike partners is quite good. Partially job stress affects job satisfaction and job conflict affects job satisfaction. Also, simultaneously job stress and job conflict affect job satisfaction. These results suggest drivers not to cancel orders if they get orders, and drivers should improve their performance by not making picky orders so that they will get a greater chance of getting stable orders.