Almost Joan, Wolff Angela C, Stewart-Pyne Althea, McCormick Loretta G, Strachan Diane, D'Souza Christine
School of Nursing, Queen's University, Kingston, Ontario, Canada.
Clinical Professional Development, Professional Practice, Fraser Health Authority, Surrey, British Columbia, Canada.
J Adv Nurs. 2016 Jul;72(7):1490-505. doi: 10.1111/jan.12903. Epub 2016 Jan 29.
To review empirical studies examining antecedents (sources, causes, predictors) in the management and mitigation of interpersonal conflict.
Providing quality care requires positive, collaborative working relationships among healthcare team members. In today's increasingly stress-laden work environments, such relationships can be threatened by interpersonal conflict. Identifying the underlying causes of conflict and choice of conflict management style will help practitioners, leaders and managers build an organizational culture that fosters collegiality and create the best possible environment to engage in effective conflict management.
Integrative literature review.
CINAHL, MEDLINE, PsycINFO, Proquest ABI/Inform, Cochrane Library and Joanne Briggs Institute Library were searched for empirical studies published between 2002-May 2014.
The review was informed by the approach of Whittemore and Knafl. Findings were extracted, critically examined and grouped into themes.
Forty-four papers met the inclusion criteria. Several antecedents influence conflict and choice of conflict management style including individual characteristics, contextual factors and interpersonal conditions. Sources most frequently identified include lack of emotional intelligence, certain personality traits, poor work environment, role ambiguity, lack of support and poor communication. Very few published interventions were found.
By synthesizing the knowledge and identifying antecedents, this review offers evidence to support recommendations on managing and mitigating conflict. As inevitable as conflict is, it is the responsibility of everyone to increase their own awareness, accountability and active participation in understanding conflict and minimizing it. Future research should investigate the testing of interventions to minimize these antecedents and, subsequently, reduce conflict.
回顾实证研究，探讨人际冲突管理与缓解中的前因（来源、原因、预测因素）。
提供高质量护理需要医疗团队成员之间建立积极的合作工作关系。在当今压力日益增大的工作环境中，这种关系可能会受到人际冲突的威胁。识别冲突的潜在原因以及冲突管理风格的选择，将有助于从业者、领导者和管理者构建一种促进合作的组织文化，并创造出进行有效冲突管理的最佳环境。
综合文献综述。
检索了CINAHL、MEDLINE、PsycINFO、Proquest ABI/Inform、Cochrane图书馆和乔安妮·布里格斯研究所图书馆，查找2002年至2014年5月期间发表的实证研究。
本综述采用了惠特莫尔和克纳夫的方法。提取研究结果，进行批判性审查，并归纳为主题。
44篇论文符合纳入标准。几个前因会影响冲突及冲突管理风格的选择，包括个人特征、情境因素和人际状况。最常确定的来源包括缺乏情商、某些人格特质、恶劣的工作环境、角色模糊、缺乏支持和沟通不畅。发现很少有已发表的干预措施。
通过综合知识并识别前因，本综述为支持冲突管理与缓解的建议提供了证据。尽管冲突不可避免，但每个人都有责任提高自身意识、责任感，并积极参与理解冲突并将其降至最低。未来的研究应调查干预措施的测试，以尽量减少这些前因，进而减少冲突。
