الفهرس 
IntroductionOnly 14 pages are availabe for public view
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Abstract
Emotional intelligence can help nurse managers to effectively manage conflicts in the workplace. So, managers need to recognize their own emotions and to be able to express those emotions to others. So, the manager needs to use his or her positive emotions to motivate others and enable the vision of the organization to be achieved through high-quality job performance and appropriate conflict management. Conflict is inevitable in daily nursing work. It
results from differences in ideas, knowledge, values or feelings between health
care providers. Conflict in the workplace may also occur because of the lack of
resources within the health care system. Untreated conflict in health care
organizations is expensive because it wastes time and money and leads to
employee turnover. Thus, effective conflict management has become an
important role for nurse managers in health organizations. The role of nurse
managers in conflict management is to direct and influence individuals and
groups to have the ability to understand and deal with conflict effectively.
The present study aimed to assess emotional intelligence role among
nurse managers; its relation to conflict resolution management. A descriptive
cor - relational research design was used for conducting this study. The subjects
of this study included: A simple random sample of 30nursing managers and 281
nurses will be selected from critical care unites and different departments at the
study setting.
Three instruments were used for data collection in this study. First instrument: Job conflict questionnaire, It was designed by Atia, (1990) and adopted by the investigator. It developed to assess the causes of job conflict among nurses at selected departments at Menoufia University Hospital in Shibin
El – Kom Menoufia Governorate Egypt. It consists of two parts: The first part to assess socio-demographic data and second part to determine the causes of job conflict. Second instrument: Rahim Organizational Conflict Inventory-II (ROCI–II) Questionnaire. It was adopted from Rahim (2000). It is developed to assess the conflict management strategies among nurse managers and head nurses at Menoufia University Hospital in Shibin El – Kom Menoufia Governorate Egypt. It consisted of 33 item measuring conflict management styles. Third instrument: Emotional intelligence questionnaire, this instrument was developed by Daniel Goleman (1995). This instrument was used to assess the level of emotional intelligence of nurse managers at Menoufia University Hospital in Shibin El – Kom Menoufia Governorate, Egypt. It consisted of 50
items.
The validity of the instruments:-
A bilingual group of five experts was selected to test the content and face validity of the instruments. The panel included five experts from Nursing Administration department at Faculty of Nursing Menoufia University.Reliability of the instruments:-It was measured by using Cronbach’s Alpha test for emotional intelligence questionnaire was (0.96), Rahim organizational conflict Inventory-II (ROCI–II)questionnaire was (0.97) and job conflict questionnaire was (0.86).Findings The study sample consisted of 30 nursing managers and 281 nurses. The highest percentages of the studied subjects were staff nurses, from critical care units, female and had a bachelor degree in nursing. Most common causes of job Conflict causes among studied subjects were related to scarcity of resources and over work load as reported by nurse manager and staff nurses, respectively. While, the lowest causes of job conflict were related to management system and scheduling as reported by nurse manager and staff nurses, respectively. Most common conflict management strategies that the nurse managers us at Menoufia University Hospital at Shibin El – Kom were collaborating and compromising strategy. The total level of nurse managers’ emotional intelligence was high as
reported by nurse managers and staff nurses, respectively. Furthermore,the highest percentages of emotional intelligence components were for social skills and motivation. The findings of this study revealed that there was a positive correlation between nurse managers’ emotional intelligence role and their conflict resolution management.The following recommendations are suggested:I. Recommendations for hospital administration:1. Hospital administrators need to maintain an acceptable balance of nurse- patient ratios with clearly defined tasks for each staff nurse to decrease work overload and burn-out. 2. Policymakers need to pay attention and look more closely at the supervisory policies, decrease unpaid overtime, and consider the importance of financial and professional development of nurses regularly.3. Hospital administrators need to develop a system for nurses’ complains, follow up and management and also, Nurse Managers must develop communication and interpersonal skills to understand the causes, approaches, and strategies of conflict management.4. Hospital administrators need to design a training program to improve conflict management and emotional intelligence for nurses to effectively manage conflicts among them which is inevitable in health care
institutions. Recommendations for nurse managers 1. Nurse Managers have to hold formal and regular scheduled meetings
with the staff nurses to create and maintain clear communication
channels and relieve their staff ’stressors.2. Nurse Managers should act as a model by teaching their nurses how to manage their emotions and deal with daily job conflicts.III. At the educational level:1. The nursing curriculum in nursing educational institutions should be included emotional intelligent course content education at the bachelors level for preparing effective future nurse managers.2. Collaboration between nursing service and faculty of nursing for offering continuing education or professional development opportunities to develop emotional intelligence skills, as a key for
conflict management skills that could have significant importance for health care systems, and the quality of management skills. IV. At the research level: Future researches are recommended to be done in the future to:1. Identify the role of possible mediators of the relationship between emotional intelligence and conflict resolution, such as creativity, collaborative problem-solving behavior, or avoidance style. 2. Replicate the study for large sample size in a much different health care setting.3. Identify the effect of an educational program about conflict management strategies and nurses performance.