Abstract:

In this study, the aim is to identify the opinions of health workers working in the city hospital of Elazığ about the conflict-solving strategies used by the managers to whom they are affiliated. The data collection method is used as a data collection tool. The study used the scale of conflict management strategies, named ROCI-II, developed by Rahim, M. Afzalur and composed of 28 articles, and the reliability of the measurement tool was 0.87. The research was carried out on 158 people in the hospital, 134 surveyes were taken to evaluate. Due to the normal distribution of the data, the t test, one-way variance analysis, was performed. The relationship between the demographic characteristics of hospital employees and the perceptions of conflict-solving strategies for their managers that they are connected to has been studied. The relationship between the gender and the title of the hospital employees and the underdimensional perceptions of the management’s conflict-solving strategies has been found meaningful (p<0,05). According to this, the perception of the hospital employees to the management of conflict resolution strategies is medium with the value x=3.03. The perception of conflict management over the managers of women workers (x=3.11) is higher than the perception of men workers (x=2.95). According to the title, the difference between secretaries and nurses and other professional groups is meaningful. According to the hospital staff, the conflict resolution strategies that their managers use are governance (x=3.18), avoidance (x=3.09), integration (x=3.03), reconciliation (x=2.98) and compliance (x=2.90) conflict resolution strategies. According to the hospital staff, women’s managers use the most integration (x=3.11), while men’s managers (x=3.19) use governance strategy. As the age and service years of the researchers increase, the average perception of the conflict resolution strategy on their managers has also increased.

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