The Association Between Conflict Management Style and Organizational Commitment: A Case of Private University

Humaira Hanif, Muhammad Afzal, Muhammad Hussain, Syed Amir Gilani


Introduction: An organization is an institution in which many people work together for particular purpose like a government department (Surbhi, 2017). Organization is form from three component: man, material and money. Employees are main asset of any organization. Without employee no organization can run. In organization people belong from different background e.g. areas, education, language, race, religion, expertise. It is necessary employee should join organization with commitment. Organizational commitment is a form of individual behaviour showing the willingness of employees to fully contribute in the process of achieving organizational goals (Nazarudin, Arif et al. 2016). Organization commitment increase the organization output and growth. In organization where many people work together conflict arise due to many issues. If conflict is not properly manage it has great impact on organization commitment at level of individual group and university For example work disruptions, decreased productivity, project failure, absenteeism, turnover and termination. Bonds cited in his study (Crowley, 2013) that Gallup researcher found in 2012 that 52%of US employees felt emotionally depressed and separated from their job, 18% employee regularly show their sadness and unwillingness to their organization. Bonds also cited Hay group study that concluded 5% employee turnout rate increased annually. Objective: The objective of this study was to find association between conflict management style and organization commitment at private university of Lahore. Methods: A correlational research study was conducted in university of Lahore. Structured knowledge questionnaire delivered to the managerial member of university. The setting was involve all departments of university of Lahore. The target population was composed of managerial faculty who manage the department e.g. head of department, director, coordinator, manager, assistant manager, admin officer, assistant admin officer. Non Probability Purposive sampling technique was adopted. Results: The findings showed that management of university uses the five styles of conflict management, which are forcing, avoiding, cooperation, compromising and accommodating; the results indicated also that four of the five conflict management styles including cooperation, compromising, avoiding and accommodating were found to have positive relationship with organizational commitment at the levels of individual, group and university. Conclusion: It is concluded that management of university of Lahore mostly use forcing style to resolve conflict. There is positive relationship between conflict management style and organization commitment.

Keywords: Conflict, Conflict Management, Organization Commitment, university

DOI: 10.7176/JHMN/62-13

Publication date:May 31st 2019

Full Text: PDF
Download the IISTE publication guideline!

To list your conference here. Please contact the administrator of this platform.

Paper submission email:

ISSN 2422-8419

Please add our address "" into your email contact list.

This journal follows ISO 9001 management standard and licensed under a Creative Commons Attribution 3.0 License.

Copyright ©