الفهرس 
IntroductionOnly 14 pages are availabe for public view
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Abstract
Nursing is a profession that is based on collaborative relationships with clients and colleagues. When two or more people view issues or situations from different perspectives, these relationships can be compromised by conflict. Conflict among nurses has been identified as a significant issue within healthcare settings around the world.. This study was conducted to assess the effect of implementing conflict resolution strategies program to head nurses on the stress level among head nurses and their staff nurses. The sample consisted of 54 head nurses and 180 staff nurses who worked in medical and surgical units at Benha University hospital. A quasi-experimental design was utilized, four tools were used for data collection: (1) Conflict Knowledge Questionnaire developed by the researcher ; (2) The Perceived Conflict Scale (Huber, 1996); (3) Thomas- Kilmann Conflict Mode instrument (Thomas-Kilmann, (1974) and (4) Stress Assessment Checklist(Cox. & Griffith, 1994). The main findings were; (80.0%) of the surgical head nurses, (75.6 % %) of the surgical staff nurses had high level of conflict in their job . After implementing the training program there was improvement in the level of the head nurses’ and staff nurses’ conflict as it was decreased (69.2%) , (65.9%) respectively. The head nurses were used Avoiding Strategy followed by Competing Strategy as a primary style to resolve conflict. More than three quarter of surgical head nurses (76.9%) and more than half of medical staff nurses (63.3%) had a moderate level of stress in their job. There was negative relationship between stress and conflict resolution strategies(Collaborating Strategy and Compromising Strategy ) and positive relationship between stress and conflict resolution strategies(Competing Strategy, Avoiding Strategy and Accommodating Strategy) which used by head nurses. The findings have implications for nursing educators and administrators.