Conflict Management Strategies and Organizational Performance of Public Universities in Anambra State Nigeria

This study investigated the conflict management strategies adopted by public universities in Anambra State, Nigeria, and their impact on organizational performance. A descriptive survey research design was employed, targeting 94 academic staff members from two public universities in the state. The study utilized stratified random sampling to ensure proportional representation from four faculties: Management Sciences, Science, Social Sciences, and Engineering and Technology. Data were collected through a structured questionnaire, which assessed demographic information, prevalent conflict types, conflict management strategies, and their perceived impact on university operations. The data were analyzed using descriptive and inferential statistics, including mean, standard deviation, and ANOVA, with SPSS version 25.The results revealed that role conflicts (Mean = 3.38) were the most prevalent, followed by workload (Mean = 3.00) and communication conflicts (Mean = 2.97). The most commonly adopted conflict management strategies included negotiation (Mean = 3.30), training workshops (Mean = 3.29), and avoidance (Mean = 3.28). However, the study found no significant difference in the conflict management strategies across faculties, and no significant impact of these strategies on organizational performance. Factors such as improved communication (Mean = 3.33) and creativity (Mean = 3.30) were positively impacted, but minimizing disruptions had the least effect (Mean = 1.76). The findings suggest that while conflict management strategies are present, they do not significantly influence the overall performance of public universities in Anambra State. The study highlights the need for more effective conflict management approaches to enhance organizational outcomes in the academic sector.