Alireza Heidari, Sakine Beygom Kazemi, Mohammad Javad Kabir, Zahra Khatirnamani, Mansoureh Lotfi, Narges Rafiei, Mahla Tajari, Sakine Jafar, Farah Zanganeh,
Volume 21, Issue 1 (4-2024)
Abstract
Background: Head nurses, as operational managers of hospitals, require robust communication skills, comprehensive leadership knowledge, and proficient conflict management strategies. By utilizing appropriate management techniques based on these skills, head nurses can actively contribute to enhancing efficiency, improving performance, and delivering high-quality services within the hospital setting. This study aimed to investigate the relationship between communication skills, conflict management, and leadership style among head nurses.
Methods: A cross-sectional study was conducted in 2021, involving 166 head nurses employed across 16 hospitals affiliated with Golestan University of Medical Sciences in Iran. The sampling method employed was a census approach, encompassing the entire population of interest. After obtaining ethical approval, data were collected using established instruments, including Robbins' Evaluation of the Conflict Resolution Questionnaire, Queendom's Interpersonal Communication Skills Test, and Bass and Avolio's leadership style Questionnaire. Descriptive statistics, Mann-Whitney U, Kruskal-Wallis, and Spearman correlation tests were utilized to analyze the collected data. The significance level was set at 0.05.
Results: The findings revealed that the total score of communication skills, particularly the dimensions of emotional control and listening skills, exhibited a significant positive association with the overall score of conflict management and its three distinct strategies. Moreover, a significant positive relationship was observed between the ability to receive and send messages and the contingent leadership style (P-value = 0.043). Conversely, the orientation strategy demonstrated a negative impact on leadership quality, as it was found to diminish leadership quality across all dimensions for head nurses. Furthermore, the control strategy exhibited a significant negative correlation with the charismatic leadership style (P-value = 0.037). Lastly, the overall score of conflict management displayed a significant negative association with the charismatic leadership style (P-value = 0.031).
Conclusion: The assessment of head nurses' communication skills indicated an average proficiency level. The prevailing leadership style adopted by supervisors was charismatic, while the predominant conflict management strategy employed was non-confrontation. It is recommended that effective plans aimed at improving communication skills, fostering effective leadership, and enhancing conflict management be implemented within hospital departments to enhance the current situation. This can be achieved through organizing impactful training workshops and utilizing supportive and motivational mechanisms.
Halah Abdalhussein Obaid , Parya Vakilian , Fatemeh Rafiei , Mokhtar Mahmoudi ,
Volume 22, Issue 4 (12-2025)
Abstract
Background: Workplace bullying among nurses is a prevalent problem with well-documented adverse effects on mental health, job satisfaction, and the quality of patient care. This study aimed to determine the prevalence and characteristics of workplace bullying among nurses working in Emergency Departments.
Methods: This descriptive-analytical cross-sectional study was conducted in 2025 among 242 nurses working in the Emergency Departments of four hospitals in Nasiriyah, Iraq. Participants were selected using stratified random sampling. Data were collected using a demographic information questionnaire and the Negative Acts Questionnaire (NAQ). Data analysis was performed using SPSS version 26. Descriptive statistics (means and standard deviations) and inferential statistical tests (independent t-test and one-way ANOVA) were applied, along with stepwise multiple regression analysis.
Results: The mean ± standard deviation of the total bullying score was 50.40 ± 14.52. The mean ± standard deviation of the occupational dimension was 20.32 ± 7.56, the individual dimension was 10.26 ± 4.30, and the physical dimension was 9.92 ± 4.07. Based on the regression results, work experience in the Emergency Department (β = -0.148, 95% CI: -1.163 to -0.094, P = 0.021) and interest in working in the current department (β = -0.131, 95% CI: -10.466 to -0.238, P = 0.04) had a negative and significant effect on workplace bullying.
Conclusion: The findings showed that although the mean bullying scores were at a low level, planning for their further reduction is necessary. These results emphasize the need for preventive measures such as training and retraining, establishing a safe reporting environment, and addressing the perpetrators of bullying.
