The Relationship between Conflict Handling Styles and Organizational Commitment at Eversafe Extinguisher Sdn. Bhd.
Hubungan di antara Gaya Pengendalian Konflik dengan Komitmen Organisasi di Eversafe Extinguisher Sdn. Bhd.
Keywords:
Conflict Handling Styles, Dominating, Integrating, Avoiding, Obliging, Compromising and Organizational CommitmentAbstract
The research was carried out to assess the conflict handling styles among employees at Eversafe Extinguisher Sdn. Bhd, Subang Jaya. The main objective of this study was to identify the mostly common used conflict-handling and its relationship on organizational commitment. This study involved among the employees at Eversafe. Data was analyzed using the Statistics Package for Social Science (SPSS) For Windows Version 22.0. A descriptive and inferential statistics were used in order to assess the conflict handling styles used in the organization. The finding reveals the highest mean score is the integrating style (mean=3.80), followed by compromising style (mean=3.61), obliging style (mean=3.53), and dominating style (mean=3.19) which are moderately practised. The lowest style is avoiding (2.74). In addition, the findings indicated that obliging style and compromising style have positive significant relationship with organizational commitment (p<0.05). The results established that employees are more committed towards the organization by using the obliging and compromising style in resolving conflict. The study suggests that choosing the right style in handling conflict is important in order to maintain the management smooth running of the organization.
Kajian ini dijalankan untuk mengkaji gaya pengendalian konflik di kalangan pekerja di Eversafe Extinguisher Sdn. Bhd, Subang Jaya. Objektif utama kajian ini adalah untuk mengenal pasti gaya pengendalian konflik yang lazim digunakan dan hubungannya dengan komitmen organisasi. Kajian ini melibatkan para pekerja di Eversafe. Data dianalisis menggunakan Pakej Statistik untuk Sains Sosial (SPSS) Versi Windows 22.0. Statistik deskriptif dan analisis inferensi digunakan untuk mengukur gaya pengendalian konflik yang digunakan dalam organisasi. Hasil kajian menunjukkan skor min tertinggi adalah gaya integratif (min = 3.80), diikuti dengan gaya berkompromi (min = 3.61), gaya menyesuai (min = 3.53) dan gaya menguasai (min = 3.19) pada tahap yang sederhana diamalkan manakala tahap terendah adalah gaya mengelak (min=2.74). Di samping itu, hasil dapatan kajian menunjukkan bahawa terdapat hubungan yang signifikan antara gaya menyesuai dan gaya berkompromi dalam pengendalian konflik dengan komitmen organisasi (p <0.05). Hasil dapatan kajian mendapati bahawa pekerja akan lebih komited terhadap organisasi dengan menggunakan gaya menyesuai dan secara berkompromi dalam menyelesaikan konflik. Kajian ini mencadangkan penggunaan kaedah gaya menangani konflik secara betul adalah penting bagi mengekalkan kelancaran pengurusan dalam organisasi.
Downloads
References
Al-Jawazneh, B.E (2015). Conflict Handling Styles and Employee’s Commitment at the Pharmaceutical Companies in Jordan. International Journal of Business and Management, 10(3), 141-151.
Abas, N.A.H. (2010). Emotional Intelligence and Conflict Management Styles. The Graduate School University of Wisconsin–Stout.
Abdul Fattah Farea Hussein, Yaser Hasan Salem Al-Mamary and Yahya Abdul Ghaffar Hassan (2017). The Relationship between Conflict Management Styles and Organizational Commitment: A Case of Sana'a University. American Journal of Science and Technology. Vol.4, No. 4, 49-66.
Ahmed, K. (2007). Management from Islamic Perspective: Principles and Practices. Kuala Lumpur. Research Centre International Islamic University Malaysia.
Boonsathorn, W. (2007). Understanding Conflict Management Styles of Thais and Americans in Multinational Corporations in Thailand. International Journal of Conflict Management, 18(3), 196 -221.
Dobkin, A. & Pace, C. (2006). Communication in a Changing World: An introduction to Theory and Practice. New York: McGraw Hill.
Daly, T.M. (2010). Conflict Handling Style Measurement: A Best-Worst Scaling Application. International Journal of Conflict Management, 21(3), 281 -308.
Enver. O, Zerrin, S and Aytul, A.O. (2009),"Conflict management styles of Turkish managers", Journal of European Industrial Training, Vol. 33, (5) pp. 419 – 438.
Ebhote, O. & Monday, O. (2015). Conflict Management: Managerial Approach towards Improving Organizational Performance. International review of Social Sciences and Humanities, 9(1), 51-60.
Folger, J.P., Poole, M.S. & Stutman, R.K. (2005). Working Through Conflict. Strategies for Relationships, Groups, and Organizations, 5Th edition, Allyn & Bacon, Boston, MA.
Gross, M.A & Guerrero, L.K. (2011). Managing Conflict Appropriately and Effectively: An Application of the Competence Model to Rahim's Organizational Conflict Styles. The International Journal of conflict management. Leadership effectiveness: The moderating effects of gender.
Glover, B (2001). Coursepak: Conflict Mediation and Arbitration. Unpublish.
Hayes, J. (2008). Workplace Conflict and How Businesses Can Harness it to Thrieve. CPP, Global Human Report.
Krejcie, R.V. & Morgan, D.W. (1970). Determining Sample Size for Research Activities. Educational and Psychology Measurement, 30, 608.
Lussier, R.N. (2010). Human Relations in Organizations: Applications and Skill Building. Singapore: Mc Graw Hill/Irwin.
Lawrence, P.R. & Lorsch, J.W. (1967). Organization and Environment. Homewood, III: Irwin- Dorsey.
Monday, C. C (2001). Identifying and Managing Conflict within The Fire Department. Strategic Management of Change. An Applied Research Project to National Fire Academy.
Muhammad Asyraf Mohd Kassim and Hazril Izwar Ibrahim (2014). Conflict Management Styles and Organizational Commitment: A Study among Bank Employees in Penang. International Journal of Business, Economics and Law, Vol. 4, Issue 1, 45-53.
Mehr, S.K, Moslehi, A., Mujahedi, Z. & Gholami, N. (2017). The Relationship between Conflict Management Styles and Effectiveness in Physical Educational Offices of Mazandaran Province. International Research Journal of Applied and Basic Sciences, 3(4), 801-809.
Montoya-Weiss, M. M., Massey, A. P. & Song, M. (2001). Getting It Together: Temporal Coordination and Conflict Management in Global Virtual Teams. Academy of Management Journal, 44 (6), 1251-1262.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224-247.
Nizam, A.M.Y. (2011). Conflict management: Evaluation in Handling Conflict Communication in The Organization .2nd International Conference on Business and Economic Research (2nd ICBER 2011) Proceeding.
Ongori, H. (2009). Organizational Conflict and Its Effects on Organizational Performance. Research Journal of Business Management, 2(1), 16-24.
Occupational Safety and Health Administration (2015). Fire Service Features of Buildings and Fire Protection Systems. Occupational Safety and Health Administration U.S. Department of Labor.
Piaw, C.Y. (2006). Kaedah dan Statistic Penyelidikan Asas. 3rd edition. Malaysia. McGrawHill Sdn. Bhd.
Pallant, J. (2011) SPSS survival manual: A step by step guide to data analysis using the SPSS program. 4th Edition, Allen & Unwin, Berkshire.
Rahim, M. A., & Bonoma, T. V. (1979). Managing organizational conflict: A model for diagnosis and intervention. Psychological Reports, 44, 1323–1344.
Rahim, M.A. (1983). A Measure of Styles of Handling Interpersonal Conflict. The Academy of Management Journal, Vol. 26, No. 2 (Jun., 1983), pp. 368-376.
Rahim, M. A. (2011). Managing conflict in organizations. Third Edition. Transaction Publishers.
Robbins, S.P. & Judge, T.A. (2009). Organizational Behaviour. 13th edition. USA. Prentice Hall, New Jersey.
Thomas, K.W, Thomas, G.F. & Schaubhut, N. (2008). Conflict Styles of Men and Women at Six Organization Levels. International Journal of Conflict Management, 19(2), 148 -66.
Wanyonyi, B.E., Kimani, C., and Amuhaya, I.M (2015). Conflict Management Styles Influencing Organizational Commitment among Kenya Seed Company Employees, Kenya. International Journal of Academic Research in Business and Social Sciences. Vol. 5, No. 11, 265-276.
Yuan, W. (2007).Conflict Management among American and Chinese Employees in Multinational Organizations in China, Cross Cultural Management. An International Journal, 17(3), 299 – 311.
Downloads
Published
How to Cite
Issue
Section
License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
