Conflict Management Strategies and Their Relationships with Employees’ Achievement Motivation at Al-Hussein Bin Talal University (AHU)

Abstract

This study aimed at identifying the level to which the administration at Al-Hussein Bin Tala(AHU) uses conflict management strategies and its relation to achievement motivation among its employees. To achieve the purposes of this study the researchers developed a scale that includes three parts: demographic information, (27) items measuring conflict management strategies and (20) items measuring achievement motivation. Validity and reliability were accredited the scale was applied to a sample of (149) academic administrative employees and only administrative employees who were randomly assigned.

The results revealed that the means of conflict management strategies scale range from (2.634) to (3.369) at moderate level. Result also showed that there are no statistically significant differences at conflict management scale related to gender, job type and the number of years in administrative experience. However, the result revealed higher levels of achievement motivation means range from (4.651) to (4.013). Finally it was indicated that there was a significant positive but low relation between avoiding strategy and the achievement motivation while there was no significant relation between the use of the other strategies and achievement motivation.

The study sample consisted from 149 employees at AHU. The sample consisted form academic/administrative employees and administrative employees, where academic/administrative have joint responsibilities: academic and administrative. The participants were selected using simple random sampling from the study population of 290 employees based on statistics personnel affair department for the academic year 2016/2017. The results showed that the means of the participants’ perceptions of the levels of utilization of the four conflict management strategies were moderate, ranged between (M = 2.63, SD=.72) and (M = 3.37, SD=.58). In addition, the results showed that there were no statistically significant differences at (α <0.05) in the participants’ means of perceptions of the levels of utilization of the four conflict management strategies based on their gender, job type, and number of years of administrative experience. The results showed that the means of the participants’ responses to the items of achievement motivation scale were high, ranged between (M = 4.01, SD=.84) and (M = 4.65, SD=.64).  Furthermore, the results showed that there was positive and weak correlation between means of the participants’ perceptions of their level of achievement motivation and participants’ means of perceptions of the levels of utilization of the avoiding strategy to resolve conflicts and the overall levels of utilization of the management strategies at AHU.