Presenting the Conflict Management Model of Administrative and Professional Staffs with the Approach of Improving Performance the Study of Hospitals in Tehran

The present article was carried out with the aim of designing and explaining the conflict management model of administrative and professional staffs with the approach of improving performance in Tehran hospitals. In terms of purpose, the research was applied and in terms of the type of data, it was mixed (qualitative-quantitative) of exploratory type. The population studied in the qualitative part included academic (public administration professors) and organizational (health experts) experts, and in the quantitative part it included all administrative and professional staff of Tehran hospitals. The sample size in the qualitative section was 12 interviewees according to the principle of saturation and the purposeful sampling method, and in the quantitative section, 291 people were selected based on the cluster random sampling method. The data collection tool was semi-structured interviews in the qualitative part and a researcher-made questionnaire with 61 items taken from the theoretical foundations, research background and interviews with experts in the quantitative part. In the qualitative part, in order to calculate the validity according to the experts, and to calculate the reliability of the retest method and intra-subject agreement, in the quantitative part, in order to calculate the validity, content and construct validity were used, and in order to calculate the reliability, Cronbach's alpha coefficients and composite reliability were used. and the results indicated the validity and reliability of the tools. The method of data analysis was open, axial and selective coding, and in the quantitative part, it included structural equation modeling. The findings showed that the developed model has dimensions of conflict management, including organizational conflict with the components of strategy management, management for solution orientation, non-confrontation and control, and individual conflict with the components of knowledge, attitude, and skill, as well as performance dimensions, including performance. An organization with the components of professional factors, decision-making and job responsibility; management performance with support, planning and leadership components; Specialized performance with components of specialized knowledge, specialized skill and specialized insight. Finally, based on the findings of the qualitative and quantitative sections (fit indices), the model of conflict management of administrative and professional staffs with the approach of improving performance in Tehran hospitals had a good validity.