Influence of Salary Administration and Conflicts Management on Organizational Performance

Ojo Adeshina Akinwumi; Salinsile Mustapha Tunde; Jane Roli Adebusuyi; Abifarin Olusola Michael

doi:doi:10.11648/j.ijpbs.20210601.11

| Peer-Reviewed

Influence of Salary Administration and Conflicts Management on Organizational Performance

Ojo Adeshina Akinwumi, Salinsile Mustapha Tunde, Jane Roli Adebusuyi, Abifarin Olusola Michael

Published in International Journal of Psychological and Brain Sciences (Volume 6, Issue 1)

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

Views: Downloads:

Download PDF

Share This Article

Twitter
Linked In
Facebook

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), 2024. Published by Science Publishing Group

Keywords

Organizational Performance, Conflict Management, Salary Administration, Health Workers

References

[1]	Agbonifoh, B. A., Agbadudu, A. B., & Iyayi, F. I. O. (2005). Management: A Nigerian perspective. Lagos: Malthouse Press Ltd.
[2]	Agburu, J. I. (2012). Recent trends in wage and salary administration in Nigeria: A synopsis on theoretical and empirical challenges. International Journal of Basic and Applied Sciences, 1 (2), 244-255.
[3]	Awan, K., & Anjum, E. (2015). Human Resource Management in a Business Context: Third Edition. London: Thompson Learning.
[4]	Charles, M. I. & Mary, R. (2013). Effects of work place conflicts on employee performance in the air transport industry in Kenya. Prime Journal of Business Administration and Management (BAM), 3 (6), 1083-1089.
[5]	Chukwudi F., Odogwu C., & Adedehinbo E. (2012). Motivation and Employees' Performance in the Public and Private Sectors in Nigeria. International Journal of Business Administration 3 (1) DOI: 10.5430/ijba.v3n1p31.
[6]	Cross, O (2018). Effects of Training on Organizational Performance. Asian Journal of Business and Management 06 (05), 2-13.
[7]	Edeh, O., & Nwaji, C. (2017). Employee Training and Organisational Performance of Selected Deposit Money Banks in Abia State, Nigeria. ASPL International Journal of Management Science, 6 (2), 01-13.
[8]	Emmanue, l O., & Babatunde, H. A. (2015). Effect of conflict management on the Performance of financial service organization in Nigeria: An Empirical Study Of Access Bank Plc. International Journal of Economics, Commerce and Management, 3 (7), 260-272.
[9]	Hotepo, O. M., Asokere, Abdul-Azeez. A., & Ajemunigbohun. A. (2010). Empirical study of the effect of conflict on organizational performance in Nigeria. Business and Economics Journal, 12, 1-9.
[10]	Ileka, N., & Muogbo, U (2020). Wages And Salary Administration And Employee Performance In Selected Government Ministries In Anambra State. International Journal of Innovative Development and Policy Studies 8 (1), 70-80.
[11]	Mba O. (2013). Conflict management and employees performance in Julius Berger Nigeria PLC. Bonny Island. International Journal of Academic Research in Management (IJARM), 2 (4), 126-139.
[12]	Nwachukwu, C. C. (2009). Human resource management. Port Harcourt: Davidstones Publishers Ltd.
[13]	Nwokorie E. (2017). Impact of organizational conflict on employee job performance in selected hotels (in Lagos Nigeria). TURIZAM, 21 (1), 45–64.
[14]	Ogbu, J., & Osanaiye, I (2017). Impact of Employee Training on Organizational Performance A Study of Selected Insurance Firms in Abuja-Nigeria. European Journal of Business and Management, 9 (14) 64-72.
[15]	Okechukwu, A. (2013). Conflict management and employees performance in Julius Berger Nigeria PLC. Bonny Island. International Journal of Academic Research in Management (IJARM), 2 (4), 125-139.
[16]	Okpara, J. O. & Pamela, W. (2008). HRM practices in a transition economy: Challenges and prospects. Management Research News, 31 (1), 57-76.
[17]	Olaniyan, D. A. & Ojo, L. B. (2008). Staff training and development: A vital tool for organisational effectiveness. European Journal of Scientific Research, 24 (3), 326-331.
[18]	Olukayode, L. (2015). Impact of workplace conflict management on organizational performance: A case of Nigerian manufacturing firm. Journal of Management and Strategy, 6 (2), 83- 92.
[19]	Rajinder, M. A. (2002). Towards a theory of managing organizational conflict. The International Journal of Conflict Management, 13 (20), 1-12.
[20]	Richard, P. J., Devinney, T. M., Yip, G. S. & Johnson, G. (2009). Measuring organizational performance: Towards methodological best practice. Journal of Management, 35 (3), 718- 804.
[21]	Sule, O., & Amuni, S. (2014). Wages and Salaries Administration as Motivational Tool in Nigerian Organization. Journal of Business Theory and Practice, 2 (2) 247-266.
[22]	Theresa, I. N. & Henry, C. E. (2016) Impact of conflict management on employees performance: A study of Nigerian Breweries Plc, Iganmu, Lagos State, Nigeria. European Journal of Business and Management, 8 (8), 70-76.

Cite This Article

Plain Text BibTeX RIS

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

Copy | Download

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

Copy | Download

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

Copy | Download

@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}
}

Copy | Download

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
AU  - Abifarin Olusola Michael
Y1  - 2021/01/15
PY  - 2021
N1  - https://doi.org/10.11648/j.ijpbs.20210601.11
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  -

Copy | Download

Author Information

Ojo Adeshina Akinwumi

Department of Psychology, Faculty of Management and Social Sciences, Leads City University, Ibadan, Nigeria
Salinsile Mustapha Tunde

School of Business (MBA), University of Ibadan, Ibadan, Nigeria
Jane Roli Adebusuyi

Department of Sociology, Faculty of Management and Social Sciences, Leads City University, Ibadan, Nigeria
Abifarin Olusola Michael

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

Download PDF

Sections

Plain Text BibTeX RIS

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

Copy | Download

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

Copy | Download

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

Copy | Download

@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}
}

Copy | Download

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
AU  - Abifarin Olusola Michael
Y1  - 2021/01/15
PY  - 2021
N1  - https://doi.org/10.11648/j.ijpbs.20210601.11
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  -

Copy | Download