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Abstract
Conflict is a part of daily life, and is an inevitable consequence of interacting with other people in work organizations . Nurses can anticipate that conflict will characterize their practice in work settings because of the very special nature of nursing work which necessitate the task interdependence that increase the amount and intensity of interaction among nurses; consequently, there is more opportunity for conflict to occur . In conflict, there are always detrimental consequences from poorly managed conflict. The cost of a DROP in commitment, disrupted teamwork, diminished quality, lowered productivity, decreased job satisfaction and turnover is too high to allow conflict to be poorly managed. So, to attain and maintain excellence in nursing performance the issues of job conflict and satisfaction/dissatisfaction must be examined and addressed and it is critical for unit managers to become skillful at managing workplace conflict and to intervene as necessary to promote cooperative, if not collaborative conflict resolution in order to achieve their professional goals and those of their organizations and patients. This study was conducted with the aim to determine the effect of conflict management styles utilized by nurse managers on staff nurses job satisfaction . This aim was achieved through assessing the level and sources of job conflict among study nurses as perceived by themselves, soliciting staff nurses suggestions for eliminating unhealthy job conflict, identifying staff nurses coping responses to conflict, assessing the levels and sources of staff nurses job satisfaction and / or dissatisfaction and finally, identifying the different finally, identifying the different styles utilized by units managers to manage conflict that arise among staff nurses as perceived by unit managers themselves and as perceived by their staff nurses.