Examining the role of conflict management strategies on employee retention: a conceptual approach
DOI:
https://doi.org/10.26661/2522-1566/2025-2/32-06Keywords:
conflict, management, employee, retention, strategiesAbstract
In today’s highly competitive business environment, employee retention has become a strategic imperative, particularly as organizations struggle with high turnover driven in part by ineffective conflict management systems. This study examines the influence of conflict management styles on employee retention, drawing on the Thomas-Kilmann Conflict Mode Instrument and Social Exchange Theory to explain how assertiveness, collaboration, and reciprocal workplace relationships shape employee commitment and organizational stability. Employing a meta-analytic approach, this study synthesizes findings from peer-reviewed research published between 2010 and 2023, focusing on the private sector. It integrates insights from both qualitative and quantitative studies to assess the relationship between specific conflict management styles integrating, compromising, dominating, avoiding, and accommodating and employee retention. Subgroup analyses and sensitivity tests were conducted to assess the consistency of results across different industries and organizational settings. The results indicate that integrating and accommodating conflict styles are consistently linked to higher employee retention and job satisfaction, with effect sizes ranging from r = 0.38 to β = 0.52. In contrast, avoidance and dominating styles correlate weakly or negatively with retention due to their failure to resolve core conflicts effectively. These findings emphasize the critical role of collaborative and empathetic conflict resolution in fostering long-term workforce stability. The study concludes that effective conflict management is essential for sustaining employee loyalty and organizational resilience. The study recommends that managers should proactively identify potential conflict areas and adopt context-appropriate strategies. Future research should employ mixed methods to fill methodological gaps and support evidence-based human resource practices.
JEL Classification: О1, О2, О3, І31
References
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Bakker A. B., Xanthopoulou D., Demerouti E. (2022). How does chronic burnout affect dealing with weekly job demands? A test of central propositions in JD-R and COR-theories. Appl. Psychol. 72, 389–410.
Belias D., Rossidis I., Papademetriou C., Lamprinoudis N. (2021). The Greek hotel sector: an analysis of job satisfaction, role conflict and autonomy of Greek employees. J. Hum. Resour. Hosp. Tour. 21, 156–174.
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Cho, N.H., Shaw, J.E., Karuranga, S., Huang,Y., da Rocha Fernandes, J.D., Ohlrogge, A.W. and Malanda B. (2017) IDF Diabetes Atlas: Global Estimates of Diabetes Prevalence for 2017 and Projections for 2045. Diabetes Research and Clinical Practice, 138, 271-281.
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Esbati Z., Korunka C. (2021). Does intragroup conflict intensity matter? The moderating effects of conflict management on emotional exhaustion and work engagement. Front. Psychol. 12:1700.
Friedman J. L., Neutze D. (2020). The financial cost of medical assistant turnover in an academic family medicine center. J. Am. Board Fam. Med. 33, 426–430.
Ghasemi F., Herman K. C., Reinke W. M. (2022). A cognitive-behavioral approach to teacher burnout: a randomized controlled trial of a group therapy program. Anxiety Stress Coping, 1–9.
Giao H. N. K., Vuong B. N., Huan D. D., Tushar H., Quan T. N. (2020). The effect of emotional intelligence on turnover intention and the moderating role of perceived organizational support: evidence from the banking industry of Vietnam. Sustainability 12:1857.
Golu F., Cotel A., Sava N. I., Oprea B., Condrea S. (2022). The link between job demands, burnout, and the self-undermining of healthcare employees during the COVID-19 pandemic: an underestimated threat? Healthcare 10:1408.
Gottardello D., Karabag S. F. (2020). Ideal and actual roles of university professors in academic integrity management: a comparative study. Stud. High. Educ. 47, 526–544
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Hakkola L., Dyer S. J. V. (2022). Role Conflict: How Search Committee Chairs Negotiate Faculty Status, Diversity, and Equity in Faculty Searches. J. Divers. High. Educ. 15, 583–595.
Hattab S., Wirawan H., Salam R., Daswati D., Niswaty R. (2022). The effect of toxic leadership on turnover intention and counterproductive work behaviour in Indonesia public organisations. Int. J. Public Sect. Manag. 35, 317–333.
Hsieh C. C., Ho S. S. H., Li H. C., Liang J. K. (2021). Mindfulness as moderator against emotional exhaustion due to online teaching during COVID-19 pandemic: an investigation using job demands-resources model and conservation of resource theory. Front. Psychol. 12:781804.
Jabeen F., Al Hashmi M., Mishra V. (2020). Should I stay or should I go? The antecedents of turnover intention among police personnel. Safer Communities 19, 1–14.
Jeong S., Lee Y. (2022). Is turnover intention static or dynamic? The impacts of inter-role conflicts and psychological workplace strain on turnover intention trajectories. Hum. Resour. Dev. Q.
Karuna C., Palmer V., Scott A., Gunn J. (2022). Prevalence of burnout among GPs: a systematic review and meta-analysis. Br. J. Gen. Pract. 72, e316–e324.
Krajcsák Z. (2022). Modelling organizational conflict processes: the organizational value of employee commitment and the moderating role of transformational leadership. J. Model. Manag. 17, 746–763.
Krueger K. L., Diabes M. A., Weingart L. R. (2022). The psychological experience of intragroup conflict. Res. Organ. Behav. 42:100165.
Kundi Y. M., Badar K. (2021). Interpersonal conflict and counterproductive work behavior: the moderating roles of emotional intelligence and gender. Int. J. Confl. Manag. 32, 514–534.
Kundi Y. M., Badar K., Sarfraz M., Ashraf N. (2022). Interpersonal conflict as a barrier to task performance: the mediating role of workplace deviance and the moderating role of emotional intelligence. Int J. Confl. Manage.
Lakshman C., Rai S., Lakshman S. (2022). Knowledge sharing, organizational commitment and turnover intention among knowledge workers: a knowledge-based perspective. J. Asia Bus. Stud. 16, 768–785.
Lee, A., Willis, S., & Tian, A. W. (2018). Empowering Leadership: A Meta-Analytic Examination of Incremental Contribution, Mediation, and Moderation. Journal of Organizational Behavior, 39, 306-325.
Li R., Yao M. (2022). What promotes teachers’ turnover intention? Evidence from a meta-analysis. Educ. Res. Rev. 37:100477.
Li Y., Li Y., Castaño G. (2020). The impact of teaching-research conflict on job burnout among university teachers: an integrated model. Int. J. Confl. Manag. 31, 76–90.
Liborius P., Kiewitz C. (2022). When leader humility meets follower competitiveness: relationships with follower affective trust, intended and voluntary turnover. J. Vocat. Behav. 135:103719.
Mbithe, M. J. (2013). Influence of administrators conflict management styles on teaching staff job satisfaction: A case study of Pan Africa Christian University, Kenya.
Nassar A. K., Waheed A., Tuma F. (2019). Academic clinicians’ workload challenges and burnout analysis. Cureus 11:e6108.
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Stamolampros, P., Korfiatis, N., Chalvatzis, K., & Buhalis, D. (2019). Job Satisfaction and Employee Turnover Determinants in High Contact Services: Insights from Employees’ Online Reviews. Tourism Management, 75, 130-147.
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Tahir M., Arul D. P., Tummala D. M. (2022). Investigation of work-LIFE balance practices as moderator between the relationship of work-family conflict and satisfaction among faculty staff of OMAN. Int. J. Manage. Entrep. Res. 4, 183–191.
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Thompson M. J., Carlson D. S., Kacmar K. M., Vogel R. M. (2020). The cost of being ignored: emotional exhaustion in the work and family domains. J. Appl. Psychol. 105, 186–195.
Yusuf Ismail, Ayobami P. Abolade (2022). Impact of Government Policy on SME’s Performance: Evidence from Selected Agric Farmers in Ilorin Metropolis, Yobe Journal of Economics, 7(2) 46-57, 2022.
Vui-Yee K., Yen-Hwa T. (2020). When does ostracism lead to turnover intention? The moderated mediation model of job stress and job autonomy. IIMB Manag. Rev. 32, 238–248.
Wang I. A., Lin H. C., Lin S. Y., Chen P. C. (2022). Are employee assistance programs helpful? A look at the consequences of abusive supervision on employee affective organizational commitment and general health. Int. J. Contemp. Hosp. Manag. 34, 1543–1565.
Wen B., Zhou X., Hu Y., Zhang X. (2020). Role stress and turnover intention of front-line hotel employees: the roles of burnout and service climate. Front. Psychol. 11:36.
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Xu L. (2017). Teacher–researcher role conflict and burnout among Chinese university teachers: a job demand-resources model perspective. Stud. High. Educ. 44, 903–919.
Zainun N. F. H., Johari J., Adnan Z. (2018). Stressor factors, internal communication and commitment to change among administrative staff in Malaysian public higher-education institutions. Horizon 26, 291–306.
Zhang Q. P., Xu H., Fu Y. (2018). How to get happiness within work–family conflict? An integrative model of subjective well-being among young faculty members in universities of mainland China. Illn. Crisis Loss 29, 112–130.
Abolade, A.P, Damilare, A.E. & Lawal, I.O. (2022). Thematic exploration of strategic leadership and organizational performance in National Information Technology Development Agency. KIU Interdisciplinary Journal of Humanities and Social Sciences, 3(2), 455-482
Almstrom, P., & Kinnander, A. (2011). The Productivity Potential Assessment Method Assessing and Benchmarking the Improvement. International Journal of Productivity and Performance Management, 60, 758-770.
Ayachit M., Chitta S. (2021). A systematic review of burnout studies from the hospitality literature. J. Hosp. Market. Manage. 31, 125–144.
Abolade, A.P, Aisha, Darboe. (2022). Comparative analysis of Nigeria – Gambia eco-innovation drivers and challenges on agri-business performance. African-Asian Journal of Rural Development, 55(2) 38-55.
Azzari M., Alvarez J. M., Ruggieri S. (2022). Predicting and explaining employee turnover intention. Int. J. Data Sci. Anal. 14, 279–292.
Bakker A. B., Xanthopoulou D., Demerouti E. (2022). How does chronic burnout affect dealing with weekly job demands? A test of central propositions in JD-R and COR-theories. Appl. Psychol. 72, 389–410.
Belias D., Rossidis I., Papademetriou C., Lamprinoudis N. (2021). The Greek hotel sector: an analysis of job satisfaction, role conflict and autonomy of Greek employees. J. Hum. Resour. Hosp. Tour. 21, 156–174.
Blau, P. M. (2009). Interaction: Social Exchange. 452-58 in International Encyclopedia of the Social Sciences. New York: Macmillan
Boamah S. A., Hamadi H. Y., Havaei F., Smith H., Webb F. (2022). Striking a balance between work and play: the effects of work-life interference and burnout on faculty turnover intentions and career satisfaction. Int. J. Environ. Res. Public Health 19:809.
Burrows D. N., Porter C. O. L. H., Amber B. (2022). Beyond choosing to leave: the interactive effects of on and off-the-job embeddedness on involuntary turnover. J. Appl. Psychol. 107, 130–141.
Chen H., Green Y., Williams K. (2021). Does perceived manager support reduce hotel supervisors’ emotional exhaustion? The mediating role of control over time and negative emotions. Int. Hosp. Rev.
Cho, N.H., Shaw, J.E., Karuranga, S., Huang,Y., da Rocha Fernandes, J.D., Ohlrogge, A.W. and Malanda B. (2017) IDF Diabetes Atlas: Global Estimates of Diabetes Prevalence for 2017 and Projections for 2045. Diabetes Research and Clinical Practice, 138, 271-281.
Chun Y., Sagas M., Wendling E. (2022). The intervening effects of perceived organizational support on COVID-19 pandemic stress, job burnout and occupational turnover intentions of collegiate sport athlete-facing professionals. Sustainability 14:6807.
Cole, H, (2012). The Great Depression in the United States from a Neoclassical Perspective, Federal Reserve Bank of Minneapolis Quarterly Review, 23(1), 25-31.
Counts D., Dodd C., Wallace J. D., Cardot J. (2021). Tumult in higher education: an open systems perspective of faculty reactions to organizational change at Christian universities. Christ. High. Educ. 21, 244–263.
Degbey, W.Y., Eriksson, T., Rodgers, P., Oguji, N., (2021). Understanding cross-border mergers and acquisitions of African firms: the role of dynamic capabilities in enabling competitiveness amidst contextual constraints. Thunderbird Int. Bus. Rev. 63 (1), 77–93.
Dhar B. K., Harymawan I., Sarkar S. M. (2022). Impact of corporate social responsibility on financial expert CEOs’ turnover in heavily polluting companies in Bangladesh. Corp. Soc. Responsib. Environ. Manag. 29, 701–711.
Dinc M. S., Super J. F., Kuzey C., Youssef D. (2022). Perceived organizational support in reducing emotional exhaustion and increasing citizenship behaviors of faculties: the multiple mediating effects of affective commitment. Int. J. Leadersh. Educ.
Edú-valsania S., Laguía A., Moriano J. A. (2022). Burnout: a review of theory and measurement. Int. J. Environ. Res. Public Health 19:1780
Eisenhardt, K.M., Kahwajy, J.L., and Bourgeois, L.J. (1997). Conflict and strategic choice: How top management teams disagree. California Management Rev. 39 (2), 42–62.
Esbati Z., Korunka C. (2021). Does intragroup conflict intensity matter? The moderating effects of conflict management on emotional exhaustion and work engagement. Front. Psychol. 12:1700.
Friedman J. L., Neutze D. (2020). The financial cost of medical assistant turnover in an academic family medicine center. J. Am. Board Fam. Med. 33, 426–430.
Ghasemi F., Herman K. C., Reinke W. M. (2022). A cognitive-behavioral approach to teacher burnout: a randomized controlled trial of a group therapy program. Anxiety Stress Coping, 1–9.
Giao H. N. K., Vuong B. N., Huan D. D., Tushar H., Quan T. N. (2020). The effect of emotional intelligence on turnover intention and the moderating role of perceived organizational support: evidence from the banking industry of Vietnam. Sustainability 12:1857.
Golu F., Cotel A., Sava N. I., Oprea B., Condrea S. (2022). The link between job demands, burnout, and the self-undermining of healthcare employees during the COVID-19 pandemic: an underestimated threat? Healthcare 10:1408.
Gottardello D., Karabag S. F. (2020). Ideal and actual roles of university professors in academic integrity management: a comparative study. Stud. High. Educ. 47, 526–544
Gyensare, M. A., Olivia Anku-Tsede, O., Sanda, M., & Okpoti, C. A. (2016). Transformational Leadership and Employee Turnover Intention: The Mediating Role of Affective Commitment. World Journal of Entrepreneurship, Management and Sustainable Development, 12, 243-266.
Hakkola L., Dyer S. J. V. (2022). Role Conflict: How Search Committee Chairs Negotiate Faculty Status, Diversity, and Equity in Faculty Searches. J. Divers. High. Educ. 15, 583–595.
Hattab S., Wirawan H., Salam R., Daswati D., Niswaty R. (2022). The effect of toxic leadership on turnover intention and counterproductive work behaviour in Indonesia public organisations. Int. J. Public Sect. Manag. 35, 317–333.
Hsieh C. C., Ho S. S. H., Li H. C., Liang J. K. (2021). Mindfulness as moderator against emotional exhaustion due to online teaching during COVID-19 pandemic: an investigation using job demands-resources model and conservation of resource theory. Front. Psychol. 12:781804.
Jabeen F., Al Hashmi M., Mishra V. (2020). Should I stay or should I go? The antecedents of turnover intention among police personnel. Safer Communities 19, 1–14.
Jeong S., Lee Y. (2022). Is turnover intention static or dynamic? The impacts of inter-role conflicts and psychological workplace strain on turnover intention trajectories. Hum. Resour. Dev. Q.
Karuna C., Palmer V., Scott A., Gunn J. (2022). Prevalence of burnout among GPs: a systematic review and meta-analysis. Br. J. Gen. Pract. 72, e316–e324.
Krajcsák Z. (2022). Modelling organizational conflict processes: the organizational value of employee commitment and the moderating role of transformational leadership. J. Model. Manag. 17, 746–763.
Krueger K. L., Diabes M. A., Weingart L. R. (2022). The psychological experience of intragroup conflict. Res. Organ. Behav. 42:100165.
Kundi Y. M., Badar K. (2021). Interpersonal conflict and counterproductive work behavior: the moderating roles of emotional intelligence and gender. Int. J. Confl. Manag. 32, 514–534.
Kundi Y. M., Badar K., Sarfraz M., Ashraf N. (2022). Interpersonal conflict as a barrier to task performance: the mediating role of workplace deviance and the moderating role of emotional intelligence. Int J. Confl. Manage.
Lakshman C., Rai S., Lakshman S. (2022). Knowledge sharing, organizational commitment and turnover intention among knowledge workers: a knowledge-based perspective. J. Asia Bus. Stud. 16, 768–785.
Lee, A., Willis, S., & Tian, A. W. (2018). Empowering Leadership: A Meta-Analytic Examination of Incremental Contribution, Mediation, and Moderation. Journal of Organizational Behavior, 39, 306-325.
Li R., Yao M. (2022). What promotes teachers’ turnover intention? Evidence from a meta-analysis. Educ. Res. Rev. 37:100477.
Li Y., Li Y., Castaño G. (2020). The impact of teaching-research conflict on job burnout among university teachers: an integrated model. Int. J. Confl. Manag. 31, 76–90.
Liborius P., Kiewitz C. (2022). When leader humility meets follower competitiveness: relationships with follower affective trust, intended and voluntary turnover. J. Vocat. Behav. 135:103719.
Mbithe, M. J. (2013). Influence of administrators conflict management styles on teaching staff job satisfaction: A case study of Pan Africa Christian University, Kenya.
Nassar A. K., Waheed A., Tuma F. (2019). Academic clinicians’ workload challenges and burnout analysis. Cureus 11:e6108.
Rusi Sun & Weijie Wang, 2017. "Transformational leadership, employee turnover intention, and actual voluntary turnover in public organizations," Public Management Review, Taylor & Francis Journals, vol. 19(8), pages 1124-1141, September.
Sabagh Z., Hall N. C., Saroyan A. (2018). Antecedents, correlates and consequences of faculty burnout. Educ. Res. 60, 131–156.
Shawa L. B. (2019). The public mission of universities in South Africa: community engagement and the teaching and researching roles of faculty members. Tertiary Educ. Manage. 26, 105–116.
Stamolampros, P., Korfiatis, N., Chalvatzis, K., & Buhalis, D. (2019). Job Satisfaction and Employee Turnover Determinants in High Contact Services: Insights from Employees’ Online Reviews. Tourism Management, 75, 130-147.
Strouse M. C., Reed F. D. D. (2021). “Employee turnover and workforce stability” in Organizational Behavior Management Approaches for Intellectual and Developmental Disabilities. eds. Luiselli J. K., Gardner R. M., Bird F. L., Maguire H. (Abingdon-on-Thames: Routledge;).
Swann K., Sanzo K. L., Scribner J. P., Cromartie M. (2021). Cultivating a “Community of Practice” in an educational leadership preparation program: experiences and roles of adjunct faculty. Int. J. Educ. Leadersh. Prep. 16, 74–87.
Tahir M., Arul D. P., Tummala D. M. (2022). Investigation of work-LIFE balance practices as moderator between the relationship of work-family conflict and satisfaction among faculty staff of OMAN. Int. J. Manage. Entrep. Res. 4, 183–191.
Tetteh, E. N., &Obuobisa-darko, T. (2016). Analysing the conflict management stylrs on public sector employees in Ghana, (August), 518–528.
Thompson M. J., Carlson D. S., Kacmar K. M., Vogel R. M. (2020). The cost of being ignored: emotional exhaustion in the work and family domains. J. Appl. Psychol. 105, 186–195.
Yusuf Ismail, Ayobami P. Abolade (2022). Impact of Government Policy on SME’s Performance: Evidence from Selected Agric Farmers in Ilorin Metropolis, Yobe Journal of Economics, 7(2) 46-57, 2022.
Vui-Yee K., Yen-Hwa T. (2020). When does ostracism lead to turnover intention? The moderated mediation model of job stress and job autonomy. IIMB Manag. Rev. 32, 238–248.
Wang I. A., Lin H. C., Lin S. Y., Chen P. C. (2022). Are employee assistance programs helpful? A look at the consequences of abusive supervision on employee affective organizational commitment and general health. Int. J. Contemp. Hosp. Manag. 34, 1543–1565.
Wen B., Zhou X., Hu Y., Zhang X. (2020). Role stress and turnover intention of front-line hotel employees: the roles of burnout and service climate. Front. Psychol. 11:36.
Wray S., Kinman G. (2022). The psychosocial hazards of academic work: an analysis of trends. Stud. High. Educ. 47, 771–782.
Wright R. R., Larson T. (2022). Workplace Interpersonal Conflict. Abingdon-on-Thames: Taylor and Francis Group.
Xu L. (2017). Teacher–researcher role conflict and burnout among Chinese university teachers: a job demand-resources model perspective. Stud. High. Educ. 44, 903–919.
Zainun N. F. H., Johari J., Adnan Z. (2018). Stressor factors, internal communication and commitment to change among administrative staff in Malaysian public higher-education institutions. Horizon 26, 291–306.
Zhang Q. P., Xu H., Fu Y. (2018). How to get happiness within work–family conflict? An integrative model of subjective well-being among young faculty members in universities of mainland China. Illn. Crisis Loss 29, 112–130.
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Published
2025-06-20
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Management
How to Cite
Yusuf, I. and Abolade, A.P. (2025) “Examining the role of conflict management strategies on employee retention: a conceptual approach”, Management and Entrepreneurship: Trends of Development, 2(32), pp. 83–95. doi:10.26661/2522-1566/2025-2/32-06.
