Organisational Conflict and its Effects on Organisational Performance

Ongori, Henry

doi:10.3923/rjbm.2009.16.24

Cited by 57 publications

(47 citation statements)

References 12 publications

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“…Copious evidence abounds in the analysis that if an organization adopts integrative conflict management strategies, organizational performance will increase. To a very large extent, the findings of this present study concur with earlier empirical studies on conflict management and organizational performance that the use of integrative strategies in conflict management yields positive results (Kazimoto, 2013;Obasan, 2011;and Henry, 2009). …”

Section: Discussion Of Findingssupporting

confidence: 81%

“…Non-integrative conflict management strategies (competition, domination and avoidance) showed a negative statistically determinate effect on organizational performance. Thus, the findings corroborated with the assertions of Mba (2013) and Henry (2009) that managers prefer the use of integrative management strategies which are relatively useful in minimizing the incidence of disruptive conflict and having positive impact on corporate productivity and organizational performance. With integrative conflict management strategy, there is often high confidence and trust in one another among organizational members, loyalty to the work group and to the organization in the achievement of corporate performance.…”

Section: Discussion Of Findingssupporting

confidence: 79%

“…Obi (2012) defined workplace conflict as an act of discontentment and contention which either the workers or employers of labour utilize to put excessive pressure against each other so as to get their demands. This view is consistent with Henry (2009) …”

Section: Concept Of Workplace Conflictsupporting

confidence: 81%

See 2 more Smart Citations

Impact of Workplace Conflict Management on Organizational Performance: A Case of Nigerian Manufacturing Firm

Olukayode¹

2015

JMS

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This study investigated the impact of workplace conflict management on organizational performance in a Nigerian manufacturing firm. Participants comprised 250 employees selected through the use of stratified random sampling technique. Data were generated through the use of validated structured questionnaire. Descriptive and inferential statistics were employed to analyze data collected from the respondents. Employing Spearman correlation analysis, the results of the empirical tests showed a significantly positive relationship between conflict management strategies (collective bargaining, compromise, and accommodation) and organizational performance. Non-integrative conflict management strategies (competition, domination and avoidance) had a negative statistically determinate effect on organizational performance. Also, the result of the regression analysis indicated that collective bargaining strategy displayed the highest significant positive correlation with organizational performance. In addition, study findings revealed that conflicts arose over multiple factors of organizational experiences based on economic and goal incompatibility orientations in the workplace. Union-management conflict was discovered as the most prevalent type of industrial conflict in the organization. The study concluded that conflict was an unavoidable phenomenon in organizational life and it could contribute to or detract from organizational performance depending on the conflict management methods adopted in the workplace.

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Section: Discussion Of Findingssupporting

confidence: 81%

Section: Discussion Of Findingssupporting

confidence: 79%

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Impact of Workplace Conflict Management on Organizational Performance: A Case of Nigerian Manufacturing Firm

Olukayode¹

2015

JMS

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“…These results implied that the more the frequency of incidents the lower the organizations' performance. These findings agree with those of [24], which found that incidences of disputes and goal attainment to be significantly associated.…”

Section: Incidences Of Disputes and Performancesupporting

confidence: 92%

Governance Practices and Performance of Collective Organizations: Evidence from Self-Help Organizations in Siaya County, Kenya

Oluoch¹

2013

IOSR-JHSS

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“…Selain itu, terdapat hubungan yang kuat antara pekerjaan dan kepuasan hidup dan dapat terjadi sebaliknya atau seorang karyawan yang tidak puas dengan pekerjaannya, tetapi puas dengan hidupnya secara keseluruhan akan melakukan pekerjaan dengan lebih baik. KAJIAN (Henry, 2009 Brumels dan Beach (2008) mengemukakan bahwa ambiguitas peran (role ambiguity) terjadi ketika suatu posisi tertentu adalah samar-samar, belum jelas, atau tidak jelas, terdiri dari tanggung-jawab peran berlawanan, dan dihubungkan dengan persyaratan yang buruk atau dapat didefinisikan sebagai kinerja buruk, dan tidak konsistennya disiplin atau evaluasi.…”

Section: Pendahuluanunclassified

Pengaruh konflik interpersonal, work-family conflict dan stres, terhadap kepuasan kerja dan dampaknya terhadap kepuasan hidup

Rajak

2014

jsb

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This research aims to analyze that the effect of interpersonal conflict, work family on work stress and job satisfacton, effect of work stress on job satisfactin, dan effect of job satisfaction on life satisfaction at Civil Servant Secretariat of Ministry of Eduacation and Cultural. Research Method that used is survey method at fixed lecturer of Secretariat of Ministry. This Research Type is the verification descriptive. Sample size research this is the 200 Civil Servant and the technique used strafied random sampling. Method that used to test of hypothesis is Structural Equation Modeling (SEM). The result of the study, (1) Conflict of interpersonal positive effect on the work stress, (2) W ork-family conflict negative effect on the Work stress, (3) Conflict of interpersonal negative effect on the Job satisfaction, (4) Work-family conflict negative effect on the Job satisfaction, (5) Work Stress negative effect on the Job satisfaction, and (6) Job satisfaction positive effect on the Life satisfaction. Recommendation of this study is the Secretariat of Ministry should manage interpersonal conflict and family conflict in a way to identify and evaluate accurately through approaches, Collaborating, problem solving, Avoiding, Competing and Accommodating. While the employee stress can be done through the Individual and organizational approach.Keywords: Interpersonal Conflict, Work Family Conflict, Work Stress, Job Satisfaction, and Life Satisfaction Abstrak Tujuan dalam penelitian ini adalah untuk mengetahui pengaruh konflik interpersonal, work-family conflict, terhadap stres kerja dan kepuasan kerja, serta pengaruh stres kerja terhadap kepuasan kerja dan kepuasan kerja terhada Kepuasan Hidup PNS pada Sekretariat Jenderal Kementerian Pendidikan dan Kebudayaan. Metode penelitian yang digunakan adalah metode survey pada PNS Sekretariat Jenderal. Ukuran sampel penelitian ini adalah 200 PNS dan menggunakan teknik strafied random sampling. Meode yang digunakan untuk menguji hipotesis adalah analisis Persamaan Model Struktural. Hasil penelitian ditemukan bahwa, (1) Konflik interpersonal berpengaruh positif terhadap Stres kerja; (2) Work-family conflict berpengaruh positif terhadap Stres kerja; (3) Konflik interpersonal berpengaruh negatif terhadap Kepuasan kerja; (4) Work-family conflict berpengaruh negatif terhadap Kepuasan kerja; (5) Stres kerja berpengaruh negatif terhadap kepuasan kerja; dan (6) Kepuasan kerja berpengaruh positif terhadap kepuasan hidup. Rekomendasi penelitian ini adalah Sekretariat Jenderal sebaiknya mengelola konflik interpersonal dan konflik keluarga dengan cara melakukan identifikasi secara akurat dan mengevaluasinya melalui pendekatan-pendekatan Collaborating, problem solving, Avoiding, Competing, dan Accomodating. Sedangkan stres kerja pegawai dapat dilakukan melalui Pendekatan Individual, dan Pendekatan organisasi.

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Organisational Conflict and its Effects on Organisational Performance

Cited by 57 publications

References 12 publications

Impact of Workplace Conflict Management on Organizational Performance: A Case of Nigerian Manufacturing Firm

Impact of Workplace Conflict Management on Organizational Performance: A Case of Nigerian Manufacturing Firm

Governance Practices and Performance of Collective Organizations: Evidence from Self-Help Organizations in Siaya County, Kenya

Pengaruh konflik interpersonal, work-family conflict dan stres, terhadap kepuasan kerja dan dampaknya terhadap kepuasan hidup

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