Interpersonal conflict, job satisfaction, and team effectiveness among nurses at Ismailia General Hospital

Abstract

Background and objective: Interpersonal conflict is considered as a daily challenge in a healthcare setting. Nurses with interpersonal conflict usually complained from poor job satisfaction. This study aimed to determine the correlations between interpersonal conflict, job satisfaction, and team effectiveness, to evaluate the differences between nurses with and without conflicts and to stratify the variables that predict interpersonal conflict.

Methods: The studied sample (200 nurses) was estimated based on Cochran formula. The sample was divided into 2 groups: study group (nurses with conflicts; n = 147), and control group (nurses without conflicts; n = 53). Data collection performed by 3 questionnaires: Interpersonal Conflict, Job Satisfaction, and Team Effectiveness Questionnaire (TEQ). Interpersonal Conflict scores ≥ 60% indicates presence of conflict, while scores < 60% indicates absence of conflict. Satisfactory levels were stratified into satisfied (scores 32-42) and dissatisfied (scores 10-31). TEQ scores were classified into high (≥ 60%) and low (< 60%) team effectiveness.

Results: Incidence of interpersonal conflicts among the studied nurses was 73.5%. There were significant negative correlations between interpersonal conflict, job satisfaction and team effectiveness, whereas, there were significant positive correlations between TEQ and job satisfaction. The scores of job satisfaction and TEQ were significantly lower among study group compared to control group. Using regression analysis, age (β = -0.26, p = .02), experience (β = -0.41, p < .0001), and job satisfaction (β = -0.12, p = .029) were significant negative predictors of interpersonal conflict.

Conclusions: Interpersonal conflict negatively correlated with job satisfaction and team effectiveness. There were significant differences between studied groups regarding demographics, job satisfaction, and TEQ.