THE RELATIONSHIP BETWEEN CONFLICT MANAGEMENT STYLES AND EMPLOYEE PERFORMANCE

• Main Author: Johnny Ming Wu, Ho
• Format: Final Year Project Report
• Language: English; English
• Published: Universiti Malaysia Sarawak (UNIMAS) 2021
• Subjects: H Social Sciences (General)
• 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/

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.