Effects of Source and Level of Conflict on Employee Performance at Universitas Terbuka, Indonesia (A Study on Three Units of Distance Learning University)

Sylvana, Andi and Mashithoh, Heriyanni and Iswanto, Yun (2011) Effects of Source and Level of Conflict on Employee Performance at Universitas Terbuka, Indonesia (A Study on Three Units of Distance Learning University). In: 24th ICDE World Conference on Open and Distance Learning, 2-5 October 2011, Nusa Dua Bali.

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Abstract

This research was conducted to reveal the effects of conflicts on employee performance at Universitas Terbuka (UT). The subjects of the research were 35 employees of the Multi Media Production Centre and Learning Materials Service Centre of Universitas Terbuka. The 35 respondents were asked questions about source of conflict, level of conflict, and performance . The va riable source of conflict refers to two dozen sources of conflict put forward by Robbins (2006). The variable level of conflict refers to the following criteria of spirit and passion of members of the organization, work environment, and response to environmental changes. The performance variable refers to indicators of wo rk load, work quality , knowledge of the job , articulation of ideas, decisions making, and work plan. Path analysis with a significance level of 5% was used in this research. The results showed that the source of the conflict influenced the level of conflict simultaneously. However, only three indicators of source of conflict (participatory decision making, criteria differences of reward system , communication barriers) influenced the level of conflict. Sources of conflict did not have influence on employee performance , while the partial variables (participatory decision-making and role dissatisfaction) affected the performance of employees. The level of conflict altogether had influence on employee performance significantly. Sources of conflict and level of conflict simultaneously had no impact on employee performance .

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