CONFLICT MANAGEMENT PRACTICES AND EMPLOYEE INTENTION TO LEAVE IN BENSON IDAHOSA UNIVERSITY, BENIN CITY

Abstract

Conflict in organizations and its associated outcomes like employee intention to leave and actual turnover have been of immense concern to organizational theorists and business leaders over time. This paper assessed the influence of conflict management practices on employee intention to leave in Benson Idahosa University, Benin City, Edo State. The study objectives were to determine the influence of factors like conflict stimulation, conflict control and conflict resolution on employees’ intention to leave Benson Idahosa University, Benin City. The study population comprised all academic and administrative staff of Benson Idahosa University which totaled 436. A sample size of 209 was drawn from the population using the Yamane (1967) formula. The stratified and convenience sampling techniques were employed to assure adequate representation of the population in the sample. A well-structured questionnaire was used in eliciting information, while regression analysis was used for testing the hypotheses. Findings showed that the conflict management practices in aggregation had significant effect on employee intention to leave Benson Idahosa University. Specifically, conflict stimulation had significant effect on employee intention to leave Benson Idahosa University; while conflict control and conflict resolution did not show significant effect on employee intention to leave the University. Based on the findings, the study concluded that the conflict management practice in aggregation influence employee intention to leave Benson Idahosa University and recommended that the University in particular and other organizations in general should pay attention to conflict management practices, techniques and strategies to mitigate the issue of employee intention to leave.