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Influence of Salary Administration and Conflicts Management on Organizational Performance

Received: 15 December 2020     Accepted: 31 December 2020     Published: 15 January 2021
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Abstract

Frequent organizational conflict resulting from continuous, agitation by workers for improved working conditions such as increment in salaries, gratuity, pension benefits, allowances and other interests have led to a down toll which eventually affects organizations performance and has taken a comparative nosedive sequence which is a confirmation that organizational performance is enhanced through effective conflict management. The study investigated the influence of salary administration and conflict management on organizational performance among university college hospital staff. The theories of Goal Setting, Capital and Abraham Maslow's provided the framework for this research. A cross sectional survey with an ex-post facto design was utilized in gathering data from University College Hospital (UCH) through purposive sampling technique. A total of two hundred two four (224) employees of UCH were sampled and data gathered was analyzed using t-test for independent sample and multiple regression analysis. Findings revealed that conflict management had a significant influence on organizational performance among employees in UCH [t (222) = 2.98; P<.01]. Also, salary administration had a significant influence on organizational performance among employees in UCH [t (222) = 4.32; P<.01]. In addition, when combined, conflict management and salary administration jointly influence organizational performance [R = .32; R2 = .10; F (2, 221) = 11.92; P<.01]. The study concluded that conflict management and salary administration were significant determinants of organizational performance. It was therefore recommended that UCH management should endeavour to encourage utilization of integrating employees to work together and learn to tolerate each other.

Published in International Journal of Psychological and Brain Sciences (Volume 6, Issue 1)
DOI 10.11648/j.ijpbs.20210601.11
Page(s) 1-6
Creative Commons

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.

Copyright

Copyright © The Author(s), 2021. Published by Science Publishing Group

Keywords

Organizational Performance, Conflict Management, Salary Administration, Health Workers

References
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Cite This Article
  • APA Style

    Ojo Adeshina Akinwumi, Salinsile Mustapha Tunde, Jane Roli Adebusuyi, Abifarin Olusola Michael. (2021). Influence of Salary Administration and Conflicts Management on Organizational Performance. International Journal of Psychological and Brain Sciences, 6(1), 1-6. https://doi.org/10.11648/j.ijpbs.20210601.11

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    ACS Style

    Ojo Adeshina Akinwumi; Salinsile Mustapha Tunde; Jane Roli Adebusuyi; Abifarin Olusola Michael. Influence of Salary Administration and Conflicts Management on Organizational Performance. Int. J. Psychol. Brain Sci. 2021, 6(1), 1-6. doi: 10.11648/j.ijpbs.20210601.11

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    AMA Style

    Ojo Adeshina Akinwumi, Salinsile Mustapha Tunde, Jane Roli Adebusuyi, Abifarin Olusola Michael. Influence of Salary Administration and Conflicts Management on Organizational Performance. Int J Psychol Brain Sci. 2021;6(1):1-6. doi: 10.11648/j.ijpbs.20210601.11

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  • @article{10.11648/j.ijpbs.20210601.11,
      author = {Ojo Adeshina Akinwumi and Salinsile Mustapha Tunde and Jane Roli Adebusuyi and Abifarin Olusola Michael},
      title = {Influence of Salary Administration and Conflicts Management on Organizational Performance},
      journal = {International Journal of Psychological and Brain Sciences},
      volume = {6},
      number = {1},
      pages = {1-6},
      doi = {10.11648/j.ijpbs.20210601.11},
      url = {https://doi.org/10.11648/j.ijpbs.20210601.11},
      eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ijpbs.20210601.11},
      abstract = {Frequent organizational conflict resulting from continuous, agitation by workers for improved working conditions such as increment in salaries, gratuity, pension benefits, allowances and other interests have led to a down toll which eventually affects organizations performance and has taken a comparative nosedive sequence which is a confirmation that organizational performance is enhanced through effective conflict management. The study investigated the influence of salary administration and conflict management on organizational performance among university college hospital staff. The theories of Goal Setting, Capital and Abraham Maslow's provided the framework for this research. A cross sectional survey with an ex-post facto design was utilized in gathering data from University College Hospital (UCH) through purposive sampling technique. A total of two hundred two four (224) employees of UCH were sampled and data gathered was analyzed using t-test for independent sample and multiple regression analysis. Findings revealed that conflict management had a significant influence on organizational performance among employees in UCH [t (222) = 2.98; P<.01]. Also, salary administration had a significant influence on organizational performance among employees in UCH [t (222) = 4.32; P<.01]. In addition, when combined, conflict management and salary administration jointly influence organizational performance [R = .32; R2 = .10; F (2, 221) = 11.92; P<.01]. The study concluded that conflict management and salary administration were significant determinants of organizational performance. It was therefore recommended that UCH management should endeavour to encourage utilization of integrating employees to work together and learn to tolerate each other.},
     year = {2021}
    }
    

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  • TY  - JOUR
    T1  - Influence of Salary Administration and Conflicts Management on Organizational Performance
    AU  - Ojo Adeshina Akinwumi
    AU  - Salinsile Mustapha Tunde
    AU  - Jane Roli Adebusuyi
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    DO  - 10.11648/j.ijpbs.20210601.11
    T2  - International Journal of Psychological and Brain Sciences
    JF  - International Journal of Psychological and Brain Sciences
    JO  - International Journal of Psychological and Brain Sciences
    SP  - 1
    EP  - 6
    PB  - Science Publishing Group
    SN  - 2575-1573
    UR  - https://doi.org/10.11648/j.ijpbs.20210601.11
    AB  - Frequent organizational conflict resulting from continuous, agitation by workers for improved working conditions such as increment in salaries, gratuity, pension benefits, allowances and other interests have led to a down toll which eventually affects organizations performance and has taken a comparative nosedive sequence which is a confirmation that organizational performance is enhanced through effective conflict management. The study investigated the influence of salary administration and conflict management on organizational performance among university college hospital staff. The theories of Goal Setting, Capital and Abraham Maslow's provided the framework for this research. A cross sectional survey with an ex-post facto design was utilized in gathering data from University College Hospital (UCH) through purposive sampling technique. A total of two hundred two four (224) employees of UCH were sampled and data gathered was analyzed using t-test for independent sample and multiple regression analysis. Findings revealed that conflict management had a significant influence on organizational performance among employees in UCH [t (222) = 2.98; P<.01]. Also, salary administration had a significant influence on organizational performance among employees in UCH [t (222) = 4.32; P<.01]. In addition, when combined, conflict management and salary administration jointly influence organizational performance [R = .32; R2 = .10; F (2, 221) = 11.92; P<.01]. The study concluded that conflict management and salary administration were significant determinants of organizational performance. It was therefore recommended that UCH management should endeavour to encourage utilization of integrating employees to work together and learn to tolerate each other.
    VL  - 6
    IS  - 1
    ER  - 

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Author Information
  • Department of Psychology, Faculty of Management and Social Sciences, Leads City University, Ibadan, Nigeria

  • School of Business (MBA), University of Ibadan, Ibadan, Nigeria

  • Department of Sociology, Faculty of Management and Social Sciences, Leads City University, Ibadan, Nigeria

  • School of Business (MBA), University of Ibadan, Ibadan, Nigeria

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