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Vol.4 , No. 4, Publication Date: Jul. 6, 2017, Page: 49-66
 and organizational commitment at the three levels (individual, group and university). The study was conducted at Sana'a university on a random sample of employees (N=204) from different faculties, departments and centers. Questionnaires were designed for this objective to collect the data required; these data were used, through descriptive statistics and correlation analysis, to examine the relationship between conflict management styles and organizational commitment at the three levels, individual, group and university. The correlation analysis was used to examine the relationships between the five conflict management styles (forcing, cooperation, compromising, avoiding and accommodating) as independent variables and the dependent variable i.e., Organizational commitment (at the levels of individual, group and university). The findings showed that Sana'a university management uses the five styles of conflict management, which are in descending order, 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. This relationship is ranging from low positive, as it is in avoiding style, to positive high moderately correlation as in accommodating style. The researcher recommended, among others, that human resources departments should take responsibility to develop employees skills and knowledge on conflict management, as well as to increase their awareness on the conflict and its different styles, to improve the understanding of employees on the advantages and disadvantages, and strength and weakness of the five styles of conflict management and using the proper style depending on the situation; The use of forcing style should be reduced, instead cooperation style should be applied as it increases and enhances the organizational commitment at the levels of individual, group and university. Finally, This research contributes towards a contemporary issue of conflict management.&picture=http://www.aascit.org/aascit/decorators/img/journal/902.jpg)
| [1] | Abdul Fattah Farea Hussein, Centre for Graduate Studies, Open University Malaysia, Sana'a, Yemen Branch. |
| [2] | Yaser Hasan Salem Al-Mamary, Faculty of Administrative Sciences, University of Science and Technology, Sana'a, Yemen. |
| [3] | Yahya Abdul Ghaffar Hassan, Faculty of Administrative Sciences, Taiz University, Taiz, Yemen. |
This study aimed at examining the relationship between conflict management styles used by Sana'a university (forcing, cooperation, compromising, avoiding and accommodating) and organizational commitment at the three levels (individual, group and university). The study was conducted at Sana'a university on a random sample of employees (N=204) from different faculties, departments and centers. Questionnaires were designed for this objective to collect the data required; these data were used, through descriptive statistics and correlation analysis, to examine the relationship between conflict management styles and organizational commitment at the three levels, individual, group and university. The correlation analysis was used to examine the relationships between the five conflict management styles (forcing, cooperation, compromising, avoiding and accommodating) as independent variables and the dependent variable i.e., Organizational commitment (at the levels of individual, group and university). The findings showed that Sana'a university management uses the five styles of conflict management, which are in descending order, 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. This relationship is ranging from low positive, as it is in avoiding style, to positive high moderately correlation as in accommodating style. The researcher recommended, among others, that human resources departments should take responsibility to develop employees skills and knowledge on conflict management, as well as to increase their awareness on the conflict and its different styles, to improve the understanding of employees on the advantages and disadvantages, and strength and weakness of the five styles of conflict management and using the proper style depending on the situation; The use of forcing style should be reduced, instead cooperation style should be applied as it increases and enhances the organizational commitment at the levels of individual, group and university. Finally, This research contributes towards a contemporary issue of conflict management.
Keywords
Relationship, Conflict Management Styles, Organizational Commitment, Sana'a University
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