The relationship between conflict management styles used by nurse managers in psychiatric clinics and the stress level of their subordinates

The relationship between conflict management styles used by nurse managers in psychiatric clinics and the stress level of their subordinates C onflict can be defined as disagreements between indi- viduals and organizations arising from deficiencies in communication, prejudices, differences in beliefs, and personality differences. [1]Conflict is seen as a result of differences in perspectives, ideas, values, preferences, desires, interests, beliefs, and goals. [2]In recent years, it has been observed that the workforce has become more diverse in organizations, and conflicts have emerged as a result of this social diversity. [1] is seen that organizational conflicts affect motivation and organizational performance.Therefore, it is important for managers to manage conflicts effectively in achieving organizational success and goals. [3]For organizational effectiveness and efficient conflict management, it is necessary to have a certain level of conflict and to manage it with appropriate conflict strategies.In other words, it is not desirable to have no conflicts; rather, it is important to have conflicts that can Objectives: This study aimed to determine the relationship between the opinions of nurses working in psychiatric wards regarding their managers' conflict management styles and their self-perceived stress levels.Methods: This was a descriptive, comparative, and correlational study.The population consisted of 580 nurses working in psychiatric clinics of public and private hospitals in Istanbul, and 199 nurses were included in the sample.The "Personal Information Form," "Rahim Organizational Conflict Inventory-II (ROCI-II) Form A," and "Perceived Stress Scale" were used for data collection.Data were analyzed using frequency and percentage distributions, the Kruskal-Wallis test, Spearman correlation analysis, and the Mann-Whitney U test. Results:The participants' mean scores on the Conflict Management Scale were as follows: integration subscale 2.500.90;obliging subscale 3.030.74;dominating subscale 2.920.85;avoiding subscale 2.980.66;and compromising subscale 2.610.83.The mean score of the Perceived Stress Scale was 13.784.74.The mean score for the perceived stress subdimension was 4.492.04,and for the perceived coping subdimension was 9.303.45.A statistically significant, weak positive correlation was found between the perceived stress subdimension and the dominating subscale, while a weak negative correlation was observed with the compromising and integration subdimensions.A weak negative correlation was also found between the perceived coping subdimension and the integration, obliging, and compromising subdimensions.Conclusion: According to the nurses, their managers most frequently use obliging, avoiding, dominating, compromising, and integration styles, respectively, in conflict management.As managers' use of compromising and integration styles increases, the nurses' perceived stress levels decrease.