Chinyere C. Onyejiaku, Nwanneka C. Ghasi, Helen Okwor


The study sought to identify the causes of conflicts, the challenges encountered in managing organizational conflicts, and the appropriate strategies adopted by selected public sector organizations in Nigeria in managing organizational conflict. The study has population size of 75 out of which a sample size of 63 was realized using Taro Yamane’s formula at 5% error tolerance and 95% level of confidence. Instruments used for data collection were questionnaire and interview. A total number of 63 copies of the questionnaires were distributed while 55 copies were returned. The descriptive research design was adopted for the study. The hypotheses were tested employing Pearson chi-square using SPSS. The findings indicate that inadequacy of resources; personality differences and communication problems are the causes of conflict in Nigerian public sector organizations. Secondly, coping with change and effective implementation of strategy are the challenges encountered in managing organizational conflict. Thirdly, collaboration style, accommodation style and avoidance style are the strategies adopted by public sector organizations in managing conflict. The study recommends that managers should develop appropriate strategies such as collective bargaining and negotiation, to resolve and manage conflicts as they arise before escalating to unmanageable level.


Article visualizations:

Hit counter



conflict, conflict management strategies, public sector organisations

Full Text:



Azamosa, O. (2004). Industrial conflict in Nigerian Universities: The Case of the Academic Staff Union of University Teacher’s Strike of December 2002- June 2003. Department of Sociology, Anthropology and Applied Social Sciences, Bristol University.

Blake, B. J. (1994). Survey Research Methods, (2nd ed) Belaont CA: Hardsworth.

Bison, H. (1998). Managing Organizational Conflict and its Effects on Organizational Performance; Research Journal of Business Management,2(1) 16-24.

Bono, E. (1985). Conflict a Better Way to Resolve them, London: Harrap.

Derling, D.A. and Wall, J.A. (2001). A Theory of Leadership Effectiveness, New York: McGraw-Hill.

Derr, G.B. (1975). Major Causes of Organizational Conflict: Diagnosis for Action Working Paper, Naval Postgraduate School Monetary, California.

Deutsch, M. (2006). The Resolution of Conflict: Constructive and Destructive Processes, Yale University Press, New Heaven/London, UK.

Duke, C. (1999). Organizational Conflicts affecting Technology Commercialization from non-profit laboratories. Journal of Product Brand Management, 4(5)5-15.

Galtung, J. (1996). Peace by Peaceful Means: Peace and Conflict, Development and Civilization. Sage, London.

Ikeda, A.A. (2005). Organizational Conflicts Perceived by Marketing Executives, Electronic Journal of Business and Organization Studies, 10(1) 22-28.

Jung, S. (2003). The Effects of Organizational Culture on Conflict Resolution in Marketing. Journal of American Academy of Business, 26(3) 242-246.

Nye, J.O (2005). Understanding International Conflict: An Introduction to Theory and History (5th ed) New York: Longman.

Olu, O. and Dupe, A. A. (2008). Impact of conflict management on employees’ performance in a public sector organization in Nigeria. Department of Business Administration, Faculty of Management Sciences, Osun State University Okuku, Osun State, Nigeria.

Olukayode, L. (2015). Impact of Workplace Conflict Management on Organizational Performance: A Case of Nigerian Manufacturing Firm: Journal of Management and Strategy, 6(2) 1923- 3965.

Osabiya, B. J. (2015). Conflict management and resolution in Nigeria Public Sector. Review of Public Administration and Management 4(8) 2315-7844.

Parker, J. (1994). Some ideas about working with people individually and in Groups. Cooperative Extension Service. Ohio.

Pondy, L.R. (1992), “A System Theory of Organizational Conflict”: Academy of Management Journal, 40(3) 21-30.

Rahim, M.A. (2002), Managing Conflict in Organizations (2nd ed) West port CT: Praeger.

Robert, R.B. (1969), Building a Dynamic Corporation through Grid Organization Development; New York: Addison-Wesley Publishing Company.

Robenberg, M. B. (2003), Nonviolent Communication: A Language of life (7th ed) Encinitas, CA: Puddler Dancer Press Print.

Robins, S.P. (1998), Managing Organizational Conflict: A Non Traditional Approach, New Jersey: Prentice-Hall.

Thomas, K.W. and Kilmann, R.H. (1978). Comparison of four instruments measuring conflict behaviour. Psychological Report, 42(1) 1139-1145.

Tjosvold, D. and Van de Vliert E. (1994). Applying Cooperation and Competitive Conflict Theory to Mediation, Mediation Quarterly, 11(4) 303-311.

Wall, J.A. (2001). Mediation: A Current Review. Journal of Conflict Resolution, 37(1) 160-194.

Wall, J.A. and Callister, R.R (1995). Conflict and its management, Journal of management 21(1) 513-556).



  • There are currently no refbacks.

Copyright (c) 2018 European Journal of Human Resource Management Studies

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

The research works published in this journal are free to be accessed. They can be shared (copied and redistributed in any medium or format) and\or adapted (remixed, transformed, and built upon the material for any purpose, commercially and\or not commercially) under the following terms: attribution (appropriate credit must be given indicating original authors, research work name and publication name mentioning if changes were made) and without adding additional restrictions (without restricting others from doing anything the actual license permits). Authors retain the full copyright of their published research works and cannot revoke these freedoms as long as the license terms are followed.

Copyright © 2015-2018. European Journal Of Human Resource Management Studies (ISSN 2601-1972) is a registered trademark. All rights reserved.

This journal is a serial publication uniquely identified by an International Standard Serial Number (ISSN) serial number certificate issued by Romanian National Library. All the research works are uniquely identified by a CrossRef DOI digital object identifier supplied by indexing and repository platforms. All the research works published on this journal are meeting the Open Access Publishing requirements and standards formulated by Budapest Open Access Initiative (2002), the Bethesda Statement on Open Access Publishing (2003) and  Berlin Declaration on Open Access to Knowledge in the Sciences and Humanities (2003) and can be freely accessed, shared, modified, distributed and used in educational, commercial and non-commercial purposes under a Creative Commons Attribution 4.0 International License. Copyrights of the published research works are retained by authors.


Hit counter