Abstract
Frequent organizational conflict resulting from continuous, agitation by workers for improved working conditions such as increment in salaries, gratuity, pension benefits, allowances and other interests have led to a down toll which eventually affects organizations performance and has taken a comparative nosedive sequence which is a confirmation that organizational performance is enhanced through effective conflict management. The study investigated the influence of salary administration and conflict management on organizational performance among university college hospital staff. The theories of Goal Setting, Capital and Abraham Maslow's provided the framework for this research. A cross sectional survey with an ex-post facto design was utilized in gathering data from University College Hospital (UCH) through purposive sampling technique. A total of two hundred two four (224) employees of UCH were sampled and data gathered was analyzed using t-test for independent sample and multiple regression analysis. Findings revealed that conflict management had a significant influence on organizational performance among employees in UCH [t (222) = 2.98; P<.01]. Also, salary administration had a significant influence on organizational performance among employees in UCH [t (222) = 4.32; P<.01]. In addition, when combined, conflict management and salary administration jointly influence organizational performance [R = .32; R2 = .10; F (2, 221) = 11.92; P<.01]. The study concluded that conflict management and salary administration were significant determinants of organizational performance. It was therefore recommended that UCH management should endeavour to encourage utilization of integrating employees to work together and learn to tolerate each other.
Highlights
Over the last two decades, the study of organizational performance has drawn the attention of numerous organizational researchers
The results found that there was a significantly positive relationship between conflict management strategies and organizational performance. conflict management on employees’ performance among 50 purposively selected sample respondents consisting of 25 managerial employees and 25 non-managerial employees [17]
Employee performance is influenced by intra-group conflicts, inter-organizational conflicts and conflict resolution techniques The results of this study showed that inadequate conflict management resulting from interorganizations, intra-group relationships and individual employees as well as ineffective conflict resolution mechanisms have a direct impact on the performance of employees [4]
Summary
Over the last two decades, the study of organizational performance has drawn the attention of numerous organizational researchers. Organisational performance refers to how well a firm is doing in terms of making profit, return on investment, and retention of employees as well as having a good reputation from their host community. It can be perceived as the achievement of objectives that was set from the inception of a business year or quarterly depending on the type of activities embarked which explain that organizational performance consists of three basic fields of firms results: (a) financial performance (profits, return on assets, return on investment, etc.); (b) performance of the product market (sales, market share, etc.); and (c) return on shareholders (total shareholder return, economic value added, etc.) [9]. It was argue that Organisational performance is very significance for any successful
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