Organisational conflict management and employee performance in public institutions of higher learning in Uganda: a case study of Kyambogo University

Abstract

This study examined relationship between organisational conflict management and employee performance in institutions of higher learning. The objectives of the study were: to analyze the influence of interpersonal relations on the quality of employee service delivery, to assess the effect of equity on employee productivity, and to examine the influence of organizational communication on timely service delivery. A case study research design was used to carry out the study. A sample of 263 respondents including 260 employees and 3 key informants participated in the study. The researcher obtained primary data using questionnaires and a structured interview guide. The collected data was analysed using quantitative and descriptive inferential methods. The findings revealed that; KYU staff interpersonal relations influenced employee performance (r= 0.57; p≤0 .05). The level of equity was found to significantly influence employee performance by (r = 6.9; p< 0.05) and ineffective organizational communication retarded employee performance to a tune of (r= 0.87; p < 0.05). As a result the study indicated that resolving institutional conflicts can influence employee performance by 27%. On the basis of the above findings, it was recommended that: there is need to have formal conflict resolution and peace promotion strategies in institutions of higher learning, since they employ adversity of workers with divergent views which makes them prone to organizational conflicts. Universities need to be sensitized about the importance of effective organizational communication on the effectiveness of their institutions. This may awaken those who do not have one to initiate it. There is need to create a framework which can help improve equity in university. University policies seem to be allowing and promoting unfairness in rewards, compensation. Having a well laid out equity strategy should be made a performance indicator in public universities. University personnel both top management and other employees may need training on how to start and maintain an effective organizational communication strategy.