Abstract
This study investigates the influence of librarians„ emotional intelligence on conflict management in private university libraries in South-West and South-South, Nigeria. The study adopted a survey research design. The population comprises 200 librarians in South-West and South-South, Nigeria. Total enumeration technique was used. A questionnaire was used for data collection. The instrument was tested for reliability, yielding Cronbach‟s alpha coefficients ranging from 0.87 to 0.95. Descriptive & inferential Statistics were used to analyse the data. The findings revealed that intrapersonal, interpersonal, intragroup, and intergroup conflicts as predominant in libraries. Collaborating, accommodating, sharing, avoidance and competing were prevalent techniques for managing conflicts in libraries. Librarians were found to be highly emotionally intelligent. The study concluded that librarians‟ emotional intelligence influenced conflict management. The study recommended that there is a need for private University Libraries to tackle misunderstandings among librarians while at the same time ensuring librarians are constantly emotionally intelligent.
Highlights
Conflict is defined as a dispute between parties or a scenario in which one party views another party as damaging its interests (Barmao, 2013), and it is increasingly seen as a two-edged sword (Carter & Phillips, 2017)
Different perceptions, opinions, personalities, communication styles, values, backgrounds, interests, wants, needs, preferences, or goals, differing values, lack of trust and understanding, personality conflicts, hostility, opposing interests, poor communication, personal problems, and frustration are causes of conflict (Kazimoto, 2013). If they go unresolved, the repercussions may be damaging to librarians‟ performance and well-being, as well as the services provided by libraries
Conflict can arise from different departments over-discharging their duties 3.18
Summary
Conflict is defined as a dispute between parties or a scenario in which one party views another party as damaging its interests (Barmao, 2013), and it is increasingly seen as a two-edged sword (Carter & Phillips, 2017). Conflicts in many organisations can be caused by various factors, including but not limited to structural factors such as employee specialisation, scarcity of resources, abuse of authority, and differing people‟s roles and expectations (Barmao, 2013). If they go unresolved, the repercussions may be damaging to librarians‟ performance and well-being, as well as the services provided by libraries. Conflict management is the process of preventing negative aspects of conflict while increasing positive aspects of conflict in a group or organisation. It aims to improve learning and group outcomes, which may include, but are not limited to, an organisation‟s efficacy or performance. Successful conflict management gives librarians the potential to improve decision-making, enhance innovation and library services, and create trust among librarians. Correctly addressing conflicts would provide tremendous value to the library
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