Employee Engagement Strategies and Organizational Conflict Management. A Study of Hospitality Industry in Delta State, Nigeria (Published)
The study was conducted to examine the effect of employee engagement practices on organizational conflict management. The study, anchored on the stakeholders’ theory, adopted the survey research design hence data were collected from primary sources through the use of a structured questionnaire. The population of the study consists employees of hospitality firms in Delta State, Nigeria. Findings of the study show that internal mediation, collective bargaining and alternative dispute resolution strategies have a significant positive effect on organizational conflict management. The study also finds that employee task definition has a positive but not a significant impact on organizational conflict management and concludes that workforce conflict engagement practices influence the implementation of conflict management in hospitality companies in Delta State, Nigeria. The study recommends amongst others that managers should adopt collective bargaining and alternative dispute resolution strategies since they are found to be effective in managing conflicts in organizations.
Keywords: Alternative dispute resolution, Employee Engagement, Mediation, collective bargaining, conflict management, task definition
Organizational Conflict and Employee Job Performance: A Case Study of Akwa Ibom State University (Published)
This study investigated organizational conflict and Employee job performance in Akwa Ibom State University. Survey research design was adopted for the study. Participants comprised 226 employees selected through the use of random sampling technique. Data were generated through the use of validated structured questionnaire. Descriptive and Pearson Product Moment Correlation Statistics were employed to analyze data collected from the respondents. The results of the empirical tests showed a significantly positive relationship between Causes of organizational conflict (goal differences, common resources, task interdependence and specialization) and employee job performance. Also, the result of the Pearson product Moment Correlation indicated that specialization displayed the highest significant positive correlation with organizational harmony. In addition, the 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. Moreso, the study recommend that management of Akwa Ibom State University should ensure a credible channels of communication and open discussion of conflict in work relation, must be encouraged with an attempt to avoid confrontation, competition and domination as conflict management strategies.
Keywords: Employee Job Performance, Organizational effectiveness, conflict management