الفهرس 
INTRODUCTIONOnly 14 pages are availabe for public view
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Abstract
Organizational climate is one of the important factors that affect nursing practice. Nurses want climate of collegiality with managers and other health workers, trust, and opportunities for professional development. The climate of the organization is based upon its employee’s feelings and perceptions of the organization’s practices, procedures and reward systems.
Conflicts in organizations are inevitable, regular, and indeed normal, because organizations inherently consist of human interaction, interdependence, and various levels of hierarchy.
Researchers have emphasized the importance of managing conflict in organizational settings. Use of a specific conflict management mode can vary across individuals in response to different conflicts.
Aim of the study:
The aim of the present study was to compare perceived organizational climate and conflict management strategies among nurses in two setting: government and private at Benghazi city –Libya.
Target population and study sample:
Descriptive comparative study design was used and was conducted in governmental hospital namely: Benghazi Medical Center and private hospital namely: IbnSina Hospital. The study included (550) nurses.
Data collection:
A self-administrated questionnaire was used for data collection from nurses which was composed of two sections:
1- Organizational Climate Questionnaire: including two section:
A- Socio demographic data.
B- The organizational climate questionnaire.
2- Thomas-Kliman Instrument.
The main results of this study could be summarized as follow:
- Regarding nurses, (63.64%) of them was taken from Benghazi Medical Center, more than three fourth (77.6 %) were females, (8.9%) were aged from 40-45years, and about (51.1%) of the study sample were married. About (66.5%) of nursing had nursing diploma, and more than (40%) of the included nurses had nursing experience ranged from 5-10 years.
- Regarding mean of the organizational climate factors, the highest positive percent was role clarity (27.7%) in BMC, and (77.0%) in IbinSina hospital.
- Regarding the conflict management strategies among nurses in BMC and IbnSina
hospital , cooperative was the conflict management strategy of the highest mean in
BMC (X ± SD, 6.10 ± 2.46), while in IbnSina hospital accommodating was the
conflict management strategies of the highest mean (X ± SD, 6.17 ± 2.19).
- Regarding correlation coefficient between conflict management strategies and
organizational climate factors in BMC , there was a negative statistical correlation
coefficient between ”management effectiveness ” as one of the organizational climate
factors and conflict management strategies namely ” compromising ”,and ”avoiding”,
and there was a negative statistical correlation coefficient between ”quality
management ” as one of the organizational climate factors and conflict management
strategies namely: ”competing”, ”compromising ”.
- Regarding correlation coefficient between conflict management strategies and
organizational climate factors in IbnSina hospital, there was a negative statistical
correlation coefficient between ”work environment factors ” as one of the
organizational climate factors and conflict management strategies namely ”compromising ”,and ”competing ”, and ” cooperating”, and there was a negative
statistical correlation coefficient between ”motivation and satisfaction ” as one of the
organizational climate factors and conflict management strategies namely:
”competing”, ”avoiding ”.
- There was a significant relation between age of the nurses and conflict management
strategies namely ”competing” in IbnSina hospital.
- There was statistical significant relationship between job title of the nurses and
conflict management strategies in Benghazi Medical Center.
- There was statistical significant relationship between year of experience of the nurses
and conflict management strategies namely ”avoiding” in Benghazi Medical Center.
- There was statistical significant relationship between nursing department of the
nurses and conflict management strategies in Benghazi Medical Center.
Based on the results of the current study, the most important recommendations
include the following:
- A clearer understanding of the factors underlying conflict resolution strategies can be
considered. Better management program, hand in hand with Human Resource
Department and Nursing Service can promote positive outcomes.
- Finding time to contribute to the nursing knowledge while intervening in a fast-paced
healthcare environment is the ultimate challenge for staff nurses but also to nursing
administrators.
- The skills for effective management of conflict must be learned.
- Nurses can safely identify conflict and implement systems for its management.
Nurses must establish positive collegial relationships. The active management of
conflict is an important
- Aspect towards a positive collegial relationships. nurses can effectively manage
conflict to produces positive outcomes for patients.
- Organizations should train leaders to ensure that their primary focus is on people management. This means reducing anxiety and anger among employees, promoting optimism and confidence, developing people‟s skills, helping them manage conflict, building trust within and across teams and ensuring alignment around achieving the best possible organizational aims and objectives.
- Managing effectively conflicts in a unit/ward requires using strategies as urging confrontation to encourage subordinates to attempt to handle their own problems, communicating honestly and openly, ensuring clarity of responsibility of roles, creating policies and changing if needed, and being sensitive to others and offer support.