Supervisors info:
Παύλος Σαράφης, Επίκουρος Καθηγητής, Νοσηλευτική, ΤΕΠΑΚ
Γιάννης Τούντας, Καθηγητής, Ιατρική, ΕΚΠΑ
Μαρία Κατζανού, Επίκουρος Καθηγήτρια, Ιατρική, ΕΚΠΑ
Summary:
Introduction: Job satisfaction is depended from many different aspects. Social skills like conflict management and personal traits like resilience may be proved useful resources for an employee in order to be satisfied at work.
Aim: The current study aimed at examining the association between conflict management, job satisfaction and resilience amongst the employees of the Hellenic Center for Disease Control and Prevention.
Method: The final sample consisted of 107 employees of all professional categories. For the data collection, an anonymous self-administered questionnaire was used. The first part contained questions recording socio-demographic and work-related characteristics of the sample. The Rahim Organizational Conflict Inventory–II (ROCI–II) for the conflict management, the Job Satisfaction Survey (JSS) for the job satisfaction levels and the Connor-Davidson Resilience Scale (CD-RISC) for the resilience measurement of the employees were incorporated into the research tool, as the second, third and forth part respectively. Statistical analysis was performed using the statistical program SPPSS 19.0.
Results: A far as overall job satisfaction levels, the majority of the employees expressed dissatisfaction (48,6%), a small percentage of them (6,5%) expressed satisfaction, while a percentage of 44,9% was in the area of neutrality. The factors that were expressed the highest levels of satisfaction were the supervision (Mean=17,17) the relationships with colleagues (Mean=15,48) and the nature of work (Mean=14,94), while the factors with the lowest levels of satisfaction were the salary (Mean=8,99) the possibilities for advancement (Mean=9,14) and the fridge benefits (Mean=9,62). The application of techniques of integrating (p 0,001, r = < 0,34) and compromising style (p = 0,013, r = 0,24) of conflict management with supervisor were statistically significantly associated with satisfaction regarding supervision, while dominating style was positively and significantly associated with the satisfaction related to the possibilities for advancement (p = 0,013, r = 0,24) and the satisfaction associated with communication within the organization (p = 0,027, r = 0,21). Resilience was not associated with the levels of overall satisfaction, while the satisfaction concerning salary (p = 0.037, r =-0.20) and fridge benefits (p = 0,044, r =-0.17) was negatively correlated with the levels of resilience.
Conclusion: The effective management of the conflicts with supervisor is a key element for the enhancement of job satisfaction. Since conflict management is a critical skill that affects job satisfaction levels of the employees, conflict prevention could be achieved through the implementation of targeted intervention programs that employees of all levels of hierarchy could attend.
Keywords:
Conflict management, Job satisfaction, Resilience, Employees
