Abstract
Background
Conflict is an inevitable component of nursing practice, particularly in tertiary care hospitals where nurses operate in high-pressure environments characterized by complex patient care, heavy workloads, and frequent interprofessional interactions. Ineffective conflict management can negatively impact teamwork, job satisfaction, and patient care outcomes. Emotional intelligence (EI), which involves the ability to recognize, understand, and regulate one’s own emotions and those of others, has been identified as an essential non-technical competency that may influence how nurses manage workplace conflict.
Objective
The objective of this study was to determine the association between emotional intelligence and conflict management among nurses working in tertiary care hospitals.
Methods
A quantitative cross-sectional study design was adopted. Data were collected using a structured questionnaire comprising three sections: demographic information, emotional intelligence, and conflict management. Emotional intelligence was assessed using the Wong and Law Emotional Intelligence Scale (WLEIS), which measures four dimensions: self-emotion appraisal, others’ emotion appraisal, use of emotion, and regulation of emotion. Conflict management styles were evaluated using the Thomas–Kilmann Conflict Mode Instrument (TKI), which assesses five conflict-handling modes: competing, collaborating, compromising, avoiding, and accommodating. Data were analyzed using Statistical Package for Social Sciences (SPSS) version 22. Descriptive statistics were used to summarize demographic characteristics and study variables. Pearson correlation coefficient was applied to examine the relationship between emotional intelligence and conflict management. A p-value of ≤ 0.05 was considered statistically significant.
Results
The study examined the relationship between nurses’ emotional intelligence levels and their preferred conflict management styles. A statistically significant association was observed between emotional intelligence and conflict management, indicating that nurses with higher emotional intelligence demonstrated more constructive and collaborative approaches to managing workplace conflict.
Conclusion
Emotional intelligence plays a significant role in shaping conflict management behaviors among nurses in tertiary care settings. Enhancing emotional intelligence through targeted training programs and professional development initiatives may improve nurses’ ability to manage conflict effectively, promote a positive work environment, and contribute to improved teamwork and quality of patient care