THE RELATIONSHIP BETWEEN CONFLICT MANAGEMENT STYLES AND EMPLOYEE PERFORMANCE
Conflict is inevitable in this changing society, particularly between individuals, groups, and organization. Conflicts can be controlled through a procedure, style, and correct abilities, which is known as conflict management. Hence, the purpose of this study is to determine the relationship betw...
Saved in:
| Main Author: | |
|---|---|
| Format: | Final Year Project Report |
| Language: | English English |
| Published: |
Universiti Malaysia Sarawak (UNIMAS)
2021
|
| Subjects: | |
| Online Access: | http://ir.unimas.my/id/eprint/37503/1/Johnny%20Ho%20Ming%20Wu%20-%2024%20pgs.pdf http://ir.unimas.my/id/eprint/37503/4/Johnny%20Ho%20Ming%20Wu.pdf http://ir.unimas.my/id/eprint/37503/ |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | Conflict is inevitable in this changing society, particularly between individuals, groups,
and organization. Conflicts can be controlled through a procedure, style, and correct abilities,
which is known as conflict management. Hence, the purpose of this study is to determine the
relationship between conflict management styles (compromising style, competing style,
avoiding style, accommodating style, collaborating style) and employee performance. This
study was designed as quantitative research and correlational research design was applied to
collect data. The sample size of this research is targeted on the employees in a selected
organization in Sibu, Sarawak. A total of 44 questionnaires were distributed randomly to the
target population and the questionnaires were collected after two weeks. The data collected
were then analysed by using IBM Statistical Package for Social Science (SPSS) version 22.
Pearson Correlation was used in this research to test the research hypotheses. The findings of
this research revealed there is a significant relationship between accommodating style and
collaborating style with employee performance. From the findings, the expansion for the
scope of research was recommended in order to have a deeper understanding about the
relationship between conflict management styles and employee performance. Besides that, it
is recommended to include other factors that will affect employee performance in future
research. The research concluded that different conflict management styles may show
different types of relationship with employee performance, thus different situation may need
different conflict management styles to deal with it. |
|---|