Conflict Management Styles and Job Satisfaction of Employees in Nepalese Organizations

Abstract

This study examines the conflict management styles and job satisfaction of employees in Nepalese organizations. Job satisfaction is the dependent variable. The selected independent variables are avoiding style, compromising style, collaborating style, competing style and accommodating style. The primary source of data is used to assess the opinion of respondents regarding avoiding style, compromising style, collaborating style, competing style accommodating style and job satisfaction. The study is based on primary data of 143 respondents. To achieve the purpose of the study, structured questionnaire is prepared. The correlation and multiple regression models are estimated to test the significance and importance of conflict management styles and job satisfaction of employees in Nepalese organizations. The study showed a positive impact of avoiding style on job satisfaction. It indicates that avoiding style helps to sidestep unproductive conflicts that leads to increase in job satisfaction. Similarly, the study showed a positive impact of compromising style on job satisfaction. It indicates that compromising style help to find out balanced solutions that leads to increase in job satisfactions. Likewise, the study showed a positive impact of collaborating style on job satisfaction. It indicates that collaborating behavior within the teams lead to increase in job satisfaction. Further, the study showed a positive impact of competing style on job satisfaction. It indicates that uses of competing style in better way influences employees’ satisfactions level. In addition, the study showed a positive impact of accommodating style on job satisfaction. It indicates that accommodating style helps employees by promoting harmony and strengthening relationships that leads to increase in job satisfaction.