Conflict-Management and Resolution Training
Conflict is inevitable and can be both positive and negative. Although it is impossible, and probably not wise, to eliminate conflict, it is prudent for healthcare organizations to provide direct instruction in conflict-management training. In this study, 23 supervisors and managers in a local healthcare organization participated in two 3-hour sessions designed to teach practical conflict-management strategies immediately applicable to their workplace duties and responsibilities. A comparison of pretest and posttest measures indicates statistically significant differences in four areas and suggests a positive influence of the brief intervention.
Rank:
97
First Author:
Haraway
Outcome:
Work Functioning,Psychosocial Functioning,Coping,Social Support,Strain
Outcome p-value:
Work Functioning:⭑, Psychosocial Functioning:●, Coping:●, Social Support:●, Strain:⭑
Intervention Category:
Coping Skills Development
Time per Employee (hours):
6
Hours per Employee:
6
D&B Study Quality Rating:
11
Reviewer Confidence:
2.5
Country:
US
Study Design Type:
Quasi-experimental
Materials Available to Implement:
Intervention outlined in publication. Corresponding author: harawadk@jmu.edu.
Organiz./Individ. Focus:
Individual
Prevention Category:
Primary
Effect size Small:
Effect size Medium:
Reference:
Haraway, D. L., & Haraway, W. M. (2005). Analysis of the Effect of Conflict-Management and Resolution Training on Employee Stress at a Healthcare Organization. Hospital Topics, 83(4), 11–17. https://doi.org/10.3200/HTPS.83.4.11-18