EMPLOYEES INTRAPERSONAL CONFLICTS AND THEIR IMPACT ON THE FUNCTIONING OF THE ORGANISATION

V postmodernem obdobju je področje dela in družinskega življenja prineslo spremembe. Usklajevanje obeh sfer je čedalje bolj problematično, hkrati pa postaja vse bolj aktualna tema akademskih raziskovanj tega področja. Med najpogostejše poklicne stresorje v zdravstvu uvrščamo delovne obremenitve, dolgotrajen in neenakomerno porazdeljen delavnik, omejitve na delovnem mestu, konflikt na delovnem mestu, hierarhijo v zdravstvu, pomanjkanje podpore, nepredvidljive okoliščine dela in negotovost v zvezi z zdravljenjem in prisostvovanje pri pacientovem trpljenju in umiranju. Med najpogostejše družinske stresorje pa uvrščamo majhne otroke in skrb zanje, skrb za obolele družinske člane in nerazumevanje v družini. Oblika ravnotežja med obema sferama pojasnjuje, da povečana vpletenost v določeno vlogo lahko vodi v preokupacijo z vlogo in tako posameznik ne uspe izpolniti zahtev, povezanih z drugo vlogo. Visoka vpletenost je direktno povezana z visokimi časovnimi investicijami posameznika v opravljanje dejavnosti te vloge, seveda na račun časa, ki naj bi ga posameznik investiral v opravljanje dejavnosti druge vloge, kar povzroči konflikt. Raziskava je pokazala, da konflikt med delom in družino pri zaposlenih v obravnavani organizaciji nedvomno obstaja, kaže se v obeh smereh, tako pri delu, ki vpliva na družino (WIF), kot tudi pri družini, ki vpliva na delo (FIW). V večji meri se manifestira v obliki, kjer delo vpliva na družino, kar pomeni, da zaposleni v obravnavani organizaciji zaradi delovnih obveznosti ne morejo sodelovati pri družinskih aktivnostih tako, kot bi si sicer želeli. Praktičen del naloge obsega predstavitev Splošne bolnišnice Slovenj Gradec, v kateri smo izvedli anketo o konfliktih med delom in družino. V organizaciji se srečujejo različne osebnosti, ki imajo različne poglede, hotenja in cilje. Nanje vpliva tako zadovoljstvo na delovnem mestu kot tudi zadovoljstvo v zasebni sferi življenja. Da do konfliktov med delom in družino ne bi prihajalo v takšnem obsegu, ki bi lahko škodljivo vplival na delovanje organizacije, je nujna prisotnost pozitivno naravnanega vodstva do opredeljenega problema, do njegovega pravočasnega odkrivanja in sprejemanja ter njegov interes do usklajevanja tako poklicnega kot tudi zasebnega življenja zaposlenih. Vodstvo, ki podpira usklajevanje obeh sfer življenja posameznika, organizacijo lažje vodi k tistim pozitivnim učinkom, ki se kažejo v zmanjšanju fluktuacije, v zmanjšanju kvote bolniških odsotnosti, v zmanjšanju kvote nege in števila nezgod ter hkrati v povečanju zadovoljstva, motivacije in pripadnosti zaposlenih. Vse našteto se namreč vsekakor odraža tudi v jasnih pozitivnih ekonomskih učinkih.In the postmodern era, the area of paid work and family life has changed. Balancing both of these spheres is becoming increasingly problematic and an increasingly topical area of academic research. The most common occupational stressors in healthcare include the workload in the workplace, long and unequally distributed working hours, restrictions in the workplace, conflict in the workplace, the healthcare hierarchy, lack of support with unforeseeable circumstances and uncertainties relating to the treatment and attendance in patients’ suffering and dying. The most common family stressors include taking care of young children, ailing family members and lack of understanding in the family. A form of balance between the two spheres explains that the increased involvement in a specific role can lead to the preoccupation with it, making the individual fail to meet the requirements associated with another role. One’s high involvement in that role is directly related to the large amount of time invested by the individuals who are in pursuit of this role at the expense of other roles, which leads to conflict. Research has revealed that conflict between work and family among employees in this organization clearly exists and is two-directional: at work, it affects the family (WIF) and the family affects one’s work and performance (FIW). Mostly, it is shown in the form in which work affects the family, meaning that employees, due to their work commitments in this organization, are unable to participate in family activities that they otherwise would. The research part of the paper includes the presentation of the General Hospital in Slovenj Gradec, where we conducted a survey on the topic: ˝Work – Family Conflicts˝. Here, individuals with different personalities and different views, desires and goals meet on a daily basis. This affects both their professional and personal satisfaction. The management’s’ positive attitude to these problems is of paramount importance in avoiding work-family conflicts. It is essential that the management discover and identify the problem in time and acknowledge it. The management should be interested in coordinating professional and private lives of their employees to generate the positive effects which result in the reduced turnover, a lower sick leave quota, and a lower quota of care and number of accidents. Furthermore, all these activities result in job satisfaction, motivation and employee loyalty. All this has clear positive economic effects