Workplace Conflict and Employees’ Job Performance in Agro-Services Corporation, Ogun State, Nigeria

The study determined the effects of workplace conflict on employees’ job performance in Ogun State Agro-service Corporation (OGASC). Multistage sampling technique was used to select 77 respondents. Data were collected through the administration of questionnaires and were analysed using frequency, percentage, mean and t-test. More than half percentage of the respondents (57.1%) experienced low level of workplace conflict. Though, existence of favouratism (áº=1.311) was ranked second as an indication of conflict by the respondents. Furthermore, a fairly high percentage of the respondents (51.9%) had unfavourable perception of the management’s resolution strategies. In addition, the job performance of 68.8% of the respondents was high. Job performance of the respondents was not adversely affected by the workplace conflict they experienced. Therefore, the management of OGASC should ensure improvement in the deployment of the used resolution strategies to drastically reduce conflict for better performance of the employees

Workplace Conflict and Employees’ Job Performance in Agro-Services Corporation, Ogun State, Nigeria

The study determined the effects of workplace conflict on employees’ job performance in Ogun State Agro-service Corporation (OGASC). Multistage sampling technique was used to select 77 respondents. Data were collected through the administration of questionnaires and were analysed using frequency, percentage, mean and t-test. More than half percentage of the respondents (57.1%) experienced low level of workplace conflict. Though, existence of favouratism (áº=1.311) was ranked second as an indication of conflict by the respondents. Furthermore, a fairly high percentage of the respondents (51.9%) had unfavourable perception of the management’s resolution strategies. In addition, the job performance of 68.8% of the respondents was high. Job performance of the respondents was not adversely affected by the workplace conflict they experienced. Therefore, the management of OGASC should ensure improvement in the deployment of the used resolution strategies to drastically reduce conflict for better performance of the employees

Workplace Conflict and Employees’ Job Performance in Agro-Services Corporation, Ogun State, Nigeria

The study determined the effects of workplace conflict on employees’ job performance in Ogun State Agro-service Corporation (OGASC). Multistage sampling technique was used to select 77 respondents. Data were collected through the administration of questionnaires and were analysed using frequency, percentage, mean and t-test. More than half percentage of the respondents (57.1%) experienced low level of workplace conflict. Though, existence of favouratism (áº=1.311) was ranked second as an indication of conflict by the respondents. Furthermore, a fairly high percentage of the respondents (51.9%) had unfavourable perception of the management’s resolution strategies. In addition, the job performance of 68.8% of the respondents was high. Job performance of the respondents was not adversely affected by the workplace conflict they experienced. Therefore, the management of OGASC should ensure improvement in the deployment of the used resolution strategies to drastically reduce conflict for better performance of the employees

Workplace conflict and employees’ job performance in Agro-services Corporation, Ogun State, Nigeria

The study determined the effects of workplace conflict on employees’ job performance in Ogun State Agro-service Corporation (OGASC). Multistage sampling technique was used to select 77 respondents. Data were collected through the administration of questionnaires and were analysed using frequency, percentage, and mean. The presence of functional staff union to minimize conflict (x̅ = 2.99) ranked as the first indication of reduced conflict, followed by existence of favouritism (x̅ = 2.51) which was ranked highest as an indication of conflict escalating factor by the respondents. Job performance of the respondents was not adversely affected by the workplace conflict they experienced. Therefore, the management of OGASC should ensure improvement in the deployment of the used resolution strategies to drastically reduce conflict for better performance of the employees