Hemşirelerin çatışma çözme stratejileri ve etik liderlik algıları ile iş doyumu arasındaki ilişki
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Dosyalar
Tarih
2023
Yazarlar
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Yayıncı
Necmettin Erbakan Üniversitesi Sağlık Bilimleri Enstitüsü
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Bu çalışmanın amacı, hemşirelerin çatışma çözme stratejileri ve etik liderlik algıları ile iş doyumu arasındaki ilişkiyi değerlendirmektir. Tanımlayıcı ilişki arayıcı türdeki bu çalışma, Ağustos-Eylül 2022 tarihleri arasında bir üniversite hastanesinde çalışan 316 hemşire ile gerçekleştirilmiştir. Veriler "Tanımlayıcı Bilgiler Soru Formu", "Rahim Örgütsel Çatışma Envanteri (ROCI-II)", "Etik Liderlik Ölçeği" ve "Minnesota İş Doyum Ölçeği" ile toplanmıştır. Verilerin analizinde sayı, yüzde, ortalama, bağımsız gruplarda t testi, ANOVA, ileri analiz testi Tukey, Pearson korelasyon analizi ve yapısal eşitlik modeli kullanılmıştır. Araştırma için etik kurul onamı, kurum izni, ölçek kullanım izinleri ve hemşirelerden sözel izin alınmıştır. Bu çalışmada hemşirelerin yöneticilerinde algıladıkları etik liderliğin orta düzeyin altında, iş doyumlarının orta düzeyde olduğu, hemşirelerin çatışma çözümünde en çok kullandıkları stratejinin uzlaşım, en az kullandıkları stratejinin ise hükmetme olduğu bulunmuştur. Pearson Korelasyon Analizi sonucunda hemşirelerin etik liderlik algıları ile iş doyumu (r=0,549; p<0,001) arasında pozitif yönde, yüksek düzeyde ve ileri derecede anlamlı bir ilişki olduğu belirlenmiştir. Etik liderlik ile çatışma çözme stratejileri arasında; bütünleştirme stratejisi (r=0,309; p<0,001) ve alttan alma stratejisi (r=0,312; p<0,001) ile pozitif yönde, orta düzeyde, kaçınma (r=0,288; p<0,001)), uzlaşım (r=0,185; p<0,001)) ve hükmetme stili (r=0,137; p<0,05) ile pozitif yönde, zayıf düzeyde ve anlamlı bir ilişki olduğu tespit edilmiştir. İş doyumu ile çatışma çözme stratejileri arasında ise; bütünleştirme (r=0,359; p<0,001) ve alttan alma stili (r=0,334; p<0,001) ile pozitif yönde ve orta düzeyde, uzlaşım (r=0,285; p<0,001), kaçınma (0,193; p<0,001) ve hükmetme stili (r=0,140; p<0,05) ile pozitif yönde, zayıf düzeyde ve anlamlı bir ilişki olduğu saptanmıştır. Yapısal eşitlik modelinin sonucunda etik liderliğin iş doyumunu (ß=0,430; p<0,001) pozitif yönde anlamlı etkilediği bulunmuştur. Ayrıca etik liderliğin iş doyumuna etkisinde çatışma çözme stratejilerinin aracı rolü yapısal eşitlik analizi ile değerlendirilmiş ve analiz sonucunda; bütünleştirme (ß=0,049; p<0,001), alttan alma (ß=0,044; p<0,001)) ve uzlaşım stilinin (ß=0,027; p<0,001) pozitif yönde anlamlı bir şekilde aracı rollerinin olduğu belirlenmiştir. Bu çalışma sonucunda etik liderliğin iş doyumuna etki eden önemli bir faktör olduğuna ulaşılmıştır. Aynı zamanda etik liderliğin iş doyumuna olan etkisinde bütünleştirme, alttan alma ve uzlaşım stillerinin aracı rolünün olduğu belirlenmiştir. Hemşire yöneticilerin etik liderliği benimsemesi ve çatışma çözümünde uygun stillerin kullanılması ile hemşirelerin iş doyumlarının artacağı düşünülmektedir.
This study aims to evaluate the relationship between nurses' conflict resolution strategies and ethical leadership perceptions and job satisfaction. This descriptive study was conducted with 316 nurses working in a university hospital between August and September 2022. Data were collected with the "Descriptive Information Questionnaire", "The Womb Organizational Conflict Inventory (ROCI-II)", the "Ethical Leadership Scale" and the "Minnesota Job Satisfaction Scale". Number, percentage, mean, independent group t-test, ANOVA, advanced analysis test Tukey, Pearson correlation analysis, and structural equation model were used in the analysis of the data. Ethics committee approval, institutional permission, scale usage permissions, and verbal permission from nurses were obtained for the research. In this study, it was found that the ethical leadership perceived by the nurses in their managers was below the medium level, their job satisfaction was at a moderate level, the most used strategy by nurses in conflict resolution was a compromise, and the least used strategy was domination. As a result of Pearson Correlation Analysis, it was determined that there was a positive, high, and highly significant relationship between nurses' ethical leadership perceptions and job satisfaction (r=0.549; p<0.001). Between ethical leadership and conflict resolution strategies; positive, moderate, avoidance (r=0.288; p<0.001), compromise (r=0.185; p<0,001) with integration strategy (r=0.309; p<0.001) and takedown strategy (r=0.312; p<0.001) and domination style (r=0.137; p<0.05), there was a positive, weak and significant relationship. Between job satisfaction and conflict resolution strategies; integrating (r=0.359; p<0.001) and undertaking style (r=0.334; p<0.001) in the positive direction and moderately, compromise (r=0.285; p<0.001), avoidance (0.193; p<0.001) and It was determined that there was a positive, weak and significant relationship with domination style (r=0.140; p<0.05). As a result of the structural equation model, it was found that ethical leadership had a significant positive effect on job satisfaction (ß=0.430; p<0.001). In addition, the mediating role of conflict resolution strategies in the effect of ethical leadership on job satisfaction was evaluated with structural equation analysis and as a result of the analysis; integrating (ß=0.049; p<0.001), undertaking (ß=0.044; p<0.001) and compromise style (ß=0.027; p<0.001) were found to have mediator roles in a positive and significant way. As a result of this study, it was concluded that ethical leadership is an important factor affecting job satisfaction. At the same time, it was determined that integrating, dismissing, and negotiation styles played a mediating role in the effect of ethical leadership on job satisfaction. It is thought that nurses' job satisfaction will increase with the adoption of ethical leadership by nurse managers and the use of appropriate styles in conflict resolution.
This study aims to evaluate the relationship between nurses' conflict resolution strategies and ethical leadership perceptions and job satisfaction. This descriptive study was conducted with 316 nurses working in a university hospital between August and September 2022. Data were collected with the "Descriptive Information Questionnaire", "The Womb Organizational Conflict Inventory (ROCI-II)", the "Ethical Leadership Scale" and the "Minnesota Job Satisfaction Scale". Number, percentage, mean, independent group t-test, ANOVA, advanced analysis test Tukey, Pearson correlation analysis, and structural equation model were used in the analysis of the data. Ethics committee approval, institutional permission, scale usage permissions, and verbal permission from nurses were obtained for the research. In this study, it was found that the ethical leadership perceived by the nurses in their managers was below the medium level, their job satisfaction was at a moderate level, the most used strategy by nurses in conflict resolution was a compromise, and the least used strategy was domination. As a result of Pearson Correlation Analysis, it was determined that there was a positive, high, and highly significant relationship between nurses' ethical leadership perceptions and job satisfaction (r=0.549; p<0.001). Between ethical leadership and conflict resolution strategies; positive, moderate, avoidance (r=0.288; p<0.001), compromise (r=0.185; p<0,001) with integration strategy (r=0.309; p<0.001) and takedown strategy (r=0.312; p<0.001) and domination style (r=0.137; p<0.05), there was a positive, weak and significant relationship. Between job satisfaction and conflict resolution strategies; integrating (r=0.359; p<0.001) and undertaking style (r=0.334; p<0.001) in the positive direction and moderately, compromise (r=0.285; p<0.001), avoidance (0.193; p<0.001) and It was determined that there was a positive, weak and significant relationship with domination style (r=0.140; p<0.05). As a result of the structural equation model, it was found that ethical leadership had a significant positive effect on job satisfaction (ß=0.430; p<0.001). In addition, the mediating role of conflict resolution strategies in the effect of ethical leadership on job satisfaction was evaluated with structural equation analysis and as a result of the analysis; integrating (ß=0.049; p<0.001), undertaking (ß=0.044; p<0.001) and compromise style (ß=0.027; p<0.001) were found to have mediator roles in a positive and significant way. As a result of this study, it was concluded that ethical leadership is an important factor affecting job satisfaction. At the same time, it was determined that integrating, dismissing, and negotiation styles played a mediating role in the effect of ethical leadership on job satisfaction. It is thought that nurses' job satisfaction will increase with the adoption of ethical leadership by nurse managers and the use of appropriate styles in conflict resolution.
Açıklama
Yüksek Lisans Tezi
Anahtar Kelimeler
Aracı Rol, Çatışma Çözme Stratejileri, Etik Liderlik, Hemşire, İş Doyumu, Yapısal Eşitlik, Conflict Resolution Strategies, Ethical Leadership, Job Satisfaction, Nurse, Mediator Role, Structural Equality
Kaynak
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Künye
Tut, Y. S. (2023). Hemşirelerin çatışma çözme stratejileri ve etik liderlik algıları ile iş doyumu arasındaki ilişki. (Yayımlanmamış yüksek lisans tezi). Necmettin Erbakan Üniversitesi, Sağlık Bilimleri Enstitüsü Hemşirelik Anabilim Dalı, Konya.
