Aplicação de Escalas Psicométricas para Identificação e Resolução de Conflitos na Enfermagem

Katya Araújo Machado Saito; Isabel Cristina Kowal Olm Cunha; Francisco Rosemiro Guimarães Ximenes Neto; Maria Clara Basílio da Silva; Valnice de Oliveira Nogueira

doi:10.36489/nursing.2026v31i333p12883-12912

Authors

Katya Araújo Machado Saito Mestre em Ciências. Professora; Preceptora de Estágio do Curso de Enfermagem do Centro Universitário São Camilo https://orcid.org/0000-0002-0091-8327
Isabel Cristina Kowal Olm Cunha Doutora em Saúde Pública. Professora Associada Livre Docente da Universidade Federal de São Paulo; Brasil. https://orcid.org/0000-0001-6374-5665
Francisco Rosemiro Guimarães Ximenes Neto Doutor em Ciências. Professor Associado da Universidade Estadual Vale do Acaraú; Brasil https://orcid.org/0000-0002-7905-9990
Maria Clara Basílio da Silva Enfermeira pela Universidade Estadual Vale do Acaraú; Brasil. https://orcid.org/0000-0002-4827-193X
Valnice de Oliveira Nogueira Doutora em Ciências. Analista de Saúde Enfermagem da Prefeitura Municipal de São Paulo. https://orcid.org/0000-0001-7726-8839

DOI:

https://doi.org/10.36489/nursing.2026v31i333p12883-12912

Keywords:

Nursing, Nursing Team, Health Human Resources Management, Negotiation, Hospital Administration

Abstract

Objective: To apply the Intragroup Conflict Scale (ECIG) and the Conflict Resolution Strategies Scale (EERC) to nursing professionals in hospital units. Method: A methodological study with a quantitative approach, involving 191 nursing professionals from a hospital in São Paulo. The adapted ECIG and the EERC were applied and subjected to internal consistency analysis (Cronbach's Alpha) and exploratory factor analysis. Data were analyzed using SPSS 20.0, with statistical tests such as Chi-square and ANOVA. Results: Conflicts were predominantly classified as "low/moderate," occurring more frequently in tasks (decisions, planning) than in interpersonal relationships. The EERC revealed a predominance of collaborative strategies (e.g., mediation, mutual help), although with some competitive remnants. Factor analysis identified five factors, with acceptable validity for competition (α=0.746) and collaboration (α=0.651), but limitations in the others (mitigation, accommodation). Conclusion: The scales demonstrated potential for use in the national context, highlighting the need for training in conflict management and organizational adjustments.

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