KCI등재
여성간호사가 경험하는 갈등의 유형과 해결방안 = Patterns of Conflicts and Methods of Conflict Resolution : The Case of Korean Nurses
저자
발행기관
부산대학교 여성연구소(Women's Studies Center , Pusan National University)
학술지명
권호사항
발행연도
1995
작성언어
Korean
KDC
337
등재정보
KCI등재
자료형태
학술저널
수록면
77-101(25쪽)
제공처
소장기관
Korea's society and medical community have been male dominant for a long time caused by Confucian culture. In a such male dominated society, women were considered as secondary citizens to men and sometimes even talking back to men was prohibited. Female nurses in Korea have been frequently confronted with conflicts in various situations. In Korea, nursing is considered as a women's job, and this causes nurses to experience various conflict in fully performing their job at work. Especially, young female nurses report of having high level of stress caused by conflicts with physicians. And these conflicts often lead many nurses to quit their job.
This study focuses on the patterns of conflicts experienced by Korean female nurses, and the main causes of their conflict and methods of conflict resolution. In addition, this study focuses on the nurses' plans for conflict resolution methods which they want to apply in similar future conflict situations they will face.
By having a convenient sampling of 132 Korean female nurses at work, a descriptive survey was conducted to find the important information about conflicts experienced by Korean nurses. The survey data was collected from March 15, 1995 to May 13, 1995.
The major findings of the survey are as follows:
1. The staff nurses have conflicts mostly with physicians. 38.4% of the respondents reported that they had conflicts with physicians at work; 29.5% with their head nurses or supervisor nurses; 8.3% with patients or their families; and 23.6% with other persons in their health organizations.
2. Avoidance was the main method for nurses to solve their conflicts at work. The distribution of the method used was: avoidance, 34.1%, accomodation 28.0%, competition, 18.2%, compromise, 11.4%, and collaboration 8.3%.
3. The perveived effects were significantly different depending on the method used in resolving the conflict. For example, a negative effect was perceived mostly from avoidance or competition method, and a positive effect was perceived mostly from compromise or collaboration
4. The nurses' main resolution method to solve conflicts with physicians was accomodation (39.4%) or avoidance(31.8%),and the least used method was collaboration(2.3%).
5. In general, the perceived effect of the conflict resolution method used by nurses to solve their conflict with physicians was negative. For example, nurses used mainly accomodation or avoidance to solve conflict with physicians, but the distribution of effects of avoidnace reported was "very effective", 0.0%, "a little effective", 23.5%, "little effective", 41.2%, "bad effective", 5.9%, and "do not know", 29.4%.
6. The nurses plan to use different method to solve conflict in the future.. More nurses wanted to use compromise or collaboration. Whereas avoidance, 41.1%, accomodation, 30.5%, competition, 18.9%, compromise 5.3%, and collaboration, 5.3% were used in the past, they plan to use avoidance, 27.5%, accomodation, 7.1%, competition, 16.5%, compromise, 16.5%, and collaboration 31.9% in the future.
In addition, there are other interesting findings. For example, the mean frequency of their conflicts was 12 times per year, but 19 times per year in the case of conflicts with physician, and 13 times with superior nurses, and 7 times with patients. The main cause of conflict with physician was when physicians used insulting languages to the nurses and showed poor judgement and performance of health services for their clients from the viewpoint of the nurses.
The study also reviews the literature on conflict in general and on the conflicts experienced by nurses in particular, and it discusses the implications of the main findings of the survey to emphasize the importance of educating the nurses to enhance their assertiveness and have collaboration with physicians.
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