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Interpersonal Conflict (interpersonal + conflict)
Selected AbstractsHorizontal violence: experiences of Registered Nurses in their first year of practiceJOURNAL OF ADVANCED NURSING, Issue 1 2003Brian G. McKenna BA MHSc RCpN Background.,Interpersonal conflict among nurses (traditionally called ,horizontal violence' or ,bullying') is a significant issue confronting the nursing profession. However, there is a dearth of research focusing on horizontal violence experienced by new graduate nurses. Aims.,In order to assess the priority for preventive intervention programmes, the aims of this study were to determine the prevalence of horizontal violence experienced by nurses in their first year of practice; to describe the characteristics of the most distressing incidents experienced; to determine the consequences, and measure the psychological impact, of such events; and to determine the adequacy of training received to manage horizontal violence. Method.,An anonymous survey was mailed to nurses in New Zealand who had registered in the year prior to November 2000 (n = 1169) and 551 completed questionnaires were returned (response rate 47%). Information was requested on the type and frequency of interpersonal conflict; a description of the most distressing event experienced; the consequences of the behaviour; and training to manage such events. The Impact of Event Scale was used to measure the level of distress experienced. Results.,Many new graduates experienced horizontal violence across all clinical settings. Absenteeism from work, the high number of respondents who considered leaving nursing, and scores on the Impact of Event Scale all indicated the serious impact of interpersonal conflict. Nearly half of the events described were not reported, only 12% of those who described a distressing incident received formal debriefing, and the majority of respondents had no training to manage the behaviour. Conclusions.,First year of practice is an important confidence-building phase for nurses and yet many new graduates are exposed to horizontal violence, which may negatively impact on this process. The findings underscore a priority for the development of effective prevention programmes. Adequate reporting mechanisms and supportive services should also be readily available for those exposed to the behaviour. [source] Burnout as a developmental process among Japanese nurses: Investigation of Leiter's modelJAPAN JOURNAL OF NURSING SCIENCE, Issue 1 2005Kazuyo KITAOKA-HIGASHIGUCHI Abstract Aim:, The first object of the present study was to compare Leiter and Maslach's original model (1988) and the revised model (proposed by Leiter in 1991). The second object was to ascertain whether the process model of burnout proposed by Leiter in 1993 is applicable to Japanese nurses. Workload demand, role conflict, and interpersonal conflict were selected as organizational demands, and supervisor support, coworker support, and occupational decision authority as resources. Methods:, The subjects were Japanese clinical nurses (n = 238) working at a municipal general hospital. One hundred and eighty-three effective data was obtained. The hypotheses were tested using structural equation analysis. Results:, The results supported the revised model which maintained the sequential link from exhaustion to cynicism, but recast the relationship of professional efficacy with another two components of burnout. The hypothesized model was revised based on findings and re-analysed. The organizational demands exhibited a significant positive correlation to exhaustion. Cynicism exhibited a negative correlation to supervisor support. The job decision authority exhibited a positive correlation to professional efficacy. However, the hypothesis that supervisor support exhibits a positive correlation to professional efficacy was not supported. Conclusions:, Leiter's process model of burnout is conceptualized based on the conservation of resources (COR) theory. The results of the present study were reasonably in line with the COR theory. It was suggested that Leiter's model should be applicable to Japanese nurses. [source] Horizontal violence: experiences of Registered Nurses in their first year of practiceJOURNAL OF ADVANCED NURSING, Issue 1 2003Brian G. McKenna BA MHSc RCpN Background.,Interpersonal conflict among nurses (traditionally called ,horizontal violence' or ,bullying') is a significant issue confronting the nursing profession. However, there is a dearth of research focusing on horizontal violence experienced by new graduate nurses. Aims.,In order to assess the priority for preventive intervention programmes, the aims of this study were to determine the prevalence of horizontal violence experienced by nurses in their first year of practice; to describe the characteristics of the most distressing incidents experienced; to determine the consequences, and measure the psychological impact, of such events; and to determine the adequacy of training received to manage horizontal violence. Method.,An anonymous survey was mailed to nurses in New Zealand who had registered in the year prior to November 2000 (n = 1169) and 551 completed questionnaires were returned (response rate 47%). Information was requested on the type and frequency of interpersonal conflict; a description of the most distressing event experienced; the consequences of the behaviour; and training to manage such events. The Impact of Event Scale was used to measure the level of distress experienced. Results.,Many new graduates experienced horizontal violence across all clinical settings. Absenteeism from work, the high number of respondents who considered leaving nursing, and scores on the Impact of Event Scale all indicated the serious impact of interpersonal conflict. Nearly half of the events described were not reported, only 12% of those who described a distressing incident received formal debriefing, and the majority of respondents had no training to manage the behaviour. Conclusions.,First year of practice is an important confidence-building phase for nurses and yet many new graduates are exposed to horizontal violence, which may negatively impact on this process. The findings underscore a priority for the development of effective prevention programmes. Adequate reporting mechanisms and supportive services should also be readily available for those exposed to the behaviour. [source] The reduction of psychological aggression across varied interpersonal contexts through repentance and forgivenessAGGRESSIVE BEHAVIOR, Issue 3 2006Judy Eaton Abstract Research on the resolution of interpersonal conflict has shown that forgiveness is important in reducing aggression and promoting prosocial interactions following a transgression. Although the benefits of forgiveness have been demonstrated in a variety of relationship contexts, a single theoretical model has not been tested across these different contexts. In this study, we employed an attributional framework to examine the relationship between attributions of responsibility for a transgression, repentance, emotions, forgiveness, and psychological aggression toward three different categories of transgressor: a coworker, a friend, and a romantic partner. One hundred and seven participants were asked to describe a recent transgression with a coworker, a friend, and a romantic partner. In each case, responsibility for the event, the degree to which the transgressor apologized, anger, sympathy, forgiveness, and subsequent psychological aggression toward the transgressor were measured. A basic model of aggression reduction, whereby repentance facilitates forgiveness and reduces psychological aggression, was reliable in each category of transgressor. A comparison of the models showed minor differences in how individuals respond to transgressors. Although coworkers apologized less, they were just as likely to be forgiven as romantic partners and friends. In addition, participants were least likely to respond with psychological aggression when a friend transgressed against them. This research provides a theoretical framework within which to study forgiveness and aggression across a variety of contexts. Aggr. Behav. 32:1,12, 2006. © 2006 Wiley-Liss, Inc. [source] Job stress, incivility, and counterproductive work behavior (CWB): the moderating role of negative affectivity,JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 7 2005Lisa M. Penney The current study was designed to replicate findings from previous research regarding the relationships between job stressors, negative affectivity, and counterproductive work behavior (CWB) using peer-reported data and to assess the effects of workplace incivility on employee satisfaction and CWB. Results indicate that incivility, organizational constraints, and interpersonal conflict were negatively related to job satisfaction and positively related to CWB. Support was also found for the role of negative affectivity as a moderator of the relationship between job stressors and CWB, although only one significant moderator was found using peer-reported CWB. In general, the relationships between job stressors and CWB were stronger for individuals high in negative affectivity than for individuals low in negative affectivity. Copyright © 2005 John Wiley & Sons, Ltd. [source] Interpersonal Issues Between Pain Physician and Patient: Strategies to Reduce ConflictPAIN MEDICINE, Issue 8 2008Kate Diesfeld BS ABSTRACT Objective., This article analyzes scholarship on the interpersonal challenges that pain physicians face, with an emphasis on strategies to reduce conflicts within therapeutic relationships. Results., Scholarship on the dilemmas pain physicians face suggests that 1) there are unique and perhaps unrecognized features of pain medicine that generate stress; 2) interpersonal conflict may contribute to stress; and 3) clinicians' biases may interfere with the doctor,patient relationship and with the best practice of pain medicine. Application of a framework based on clinicians' beliefs and Papadimos' reflections on justice and temperance may reduce such conflicts. Conclusion., The challenges of pain medicine may be complicated by the clinician's undisclosed attitudes regarding their roles and their perceptions of pain sufferers. A strategy for physicians to examine their beliefs within a supportive environment may aid physicians caring for people with chronic pain. Papadimos' reflections upon the virtues of justice and tolerance guide this analysis. [source] Depression during pregnancy: detection, comorbidity and treatmentASIA-PACIFIC PSYCHIATRY, Issue 1 2010Maria Muzik Abstract Depression during pregnancy is common (,15%). Routine prenatal depression screening coupled with the use of physician collaborators to assist in connecting women with care is critical to facilitate treatment engagement with appropriate providers. Providers should be aware of risk factors for depression , including a previous history of depression, life events, and interpersonal conflict , and should appropriately screen for such conditions. Depression during pregnancy has been associated with poor pregnancy outcomes including preeclampsia, insufficient weight gain, decreased compliance with prenatal care, and premature labor. Current research has questioned the overall benefit of treating depression during pregnancy with antidepressants when compared to the risk of untreated depression for mother and child. Published guidelines favor psychotherapy above medication as the first line treatment for prenatal depression. Poor neonatal adaptation or withdrawal symptoms in the neonate may occur with fetal exposure in late pregnancy, but the symptoms are mild to moderate and transient. The majority of mothers who decide to stop taking their antidepressants during pregnancy suffer relapsing symptoms. If depression continues postpartum, there is an increased risk of poor mother,infant attachment, delayed cognitive and linguistic skills in the infant, impaired emotional development, and behavioral problems in later life. Bipolar depression, anxiety and substance use disorders, and/or presence of severe psychosocial stress can lead to treatment-resistance. Modified and more complex treatment algorithms are then warranted. Psychiatric medications, interpersonal or cognitive-behavioral therapy, and adjunctive parent,infant/family treatment, as well as social work support, are modalities often required to comprehensively address all issues surrounding the illness. [source] Occupational stress, negative affectivity and physical health in special and general education teachers in GreeceBRITISH JOURNAL OF SPECIAL EDUCATION, Issue 4 2006Lambros Lazuras Teacher stress has attracted considerable attention, yet few studies have focused on special education teachers. This article, by Lambros Lazuras of the South-East European Research Centre (SEERC) in Thessaloniki, reports research designed to explore differences in the stress levels of general and special educators in Greece and provides preliminary evidence for a framework to understand the process of special education teacher stress. A total of 70 teachers from general and special education schools from a large Greek city participated in the study by completing questionnaires. Measures included occupational stress deriving from interpersonal conflict, organisational constraints, workload, work-related negative affectivity and health outcomes. Data analyses allowed for inferences regarding the dynamic interaction among the study variables. Findings appear interesting in terms of advancing current understanding of the relationships between different sources of job stress within the special education teaching context and provide general guidelines for future policies aiming to counter special education teacher stress. [source] Guanxi Management in Lean Production System,An Empirical Study of Taiwan-Japanese FirmsAMERICAN JOURNAL OF ECONOMICS AND SOCIOLOGY, Issue 3 2010Article first published online: 24 JUN 2010, Meiling Wong While the emphasis in the West is on "what you know" refers to technological expertise, including the price and quality of tendered product or service, the emphasis in Confucian societies is on "who you know," which refers to personal connections with the appropriate authorities or individuals. These connections are known in Chinese as guanxi, on which as the basis Chinese exchange a lifetime of favors, resources, and business leverage. This study seeks to study guanxi mechanism, the unique Chinese social-cultural element and its impact on the managerial effectiveness of Taiwanese firms with lean implementation in practice, and an empirical study is constructed to verify our proposal. Results suggest that guanxi and its networks function as the lubrication that eases interpersonal conflicts and as the buffer in solving problems, which in turn upgrades the cooperative efficiency both inter- and intragroups. This article provides an inner view of cultural value, which offers insights that should prove helpful to academics in management and related disciplines as well as to practitioners engaged in Chinese production management. [source] | ||||||||||