The relationship between conflict management styles and job performance among support staff at manufacturing industry in Bandar Teknologi Kajang, Selangor / Nur Atiqah Zuhari
The main purpose of this research is to identify the relationship between conflict management style and job performance among support staff in manufacturing industry in Bandar Teknologi Kajang, Selangor. 1bis study used disproportionate stratified random sampling as the sampling technique. The items...
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| Format: | Thesis |
| Language: | English |
| Published: |
2014
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| Subjects: | |
| Online Access: | https://ir.uitm.edu.my/id/eprint/96233/1/96233.PDF https://ir.uitm.edu.my/id/eprint/96233/ |
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| Summary: | The main purpose of this research is to identify the relationship between conflict management style and job performance among support staff in manufacturing industry in Bandar Teknologi Kajang, Selangor. 1bis study used disproportionate stratified random sampling as the sampling technique. The items for conflict management styles were adapted from Rahim (1983) while the items for job performance were adapted from Vischer (2006) and HR Services, University of Chicago (2010). The survey questionnaires were used as the main instrument and the data had been analyzed using the Statistical Package for Social Science (SPSS) software version 20.0. The sample size that developed by Krejcie and Morgan (1970) was 86 staffs but only 79 questionnaires returned. Based on the finding, female workers were the large respondents in this study. It may be due to the majority were form Administrative Department. The study can be concluded that there was significant relationship between conflict management styles and job performance (r=0.84, p=.00). There was small correlation between avoiding and job performance (r=-.12, p=.30) since p > 0.05. However, there was large correlation between integrating (r=.78, p=.00), obliging (r=.85, p=.00) and dominating (r=.88, p=.00) with job performance. The finding shows that, dominating was the Conflict Management Styles elements that (Beta=.58) have the highest coefficients (min=l.5, max=4.75, mean=3.49, Std. Deviation=.60). It was recommended that, the superior provide training and development for the employees and give reward or incentives in order to increase the employees' job performance. Apart from that, future research in this field is highly recommended to cover more large number of respondents in order to gain more comprehensive, broader and reliable results of study. |
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