Employee Output, Absenteeism, and Turnover A Case Study in Mechanical Corporation
Abstract
The impact of disagreement on productivity, absenteeism, and employee turnover were investigated in this study. Quantitative methods were employed in this descriptive survey investigation. Research participants were chosen at random from a stratified population. We utilised IBM SPSS version 22 to generate the results for discussion, and the instrument was a questionnaire. Employee performance is negatively affected by disagreement, which leads to frequent absence, low production, and turnover, according to the study. Conflicts in the workplace have a substantial impact on productivity, absenteeism, and attrition, which has important leadership implications. Understanding and resolving the unique conflicts that each individual encounters is essential. Organisational leaders should ensure that positions are designed suitably for people to avoid duplication of effort and promote harmonious collaboration. They can use this to strengthen their bonds with coworkers. Organisational conflicts arising from relationships, tasks, and interpersonal dynamics will decrease as a result. Conflict and its negative effects on both employees and the company can be lessened in this way as well. There doesn't seem to be any literature on the topic of conflict at Ghanaian universities. In contrast to previous research, this one uses mechanical Corporation in Palembang as a case study to analyse the correlation between conflict and performance metrics including productivity, absenteeism, and turnover.
Downloads
References
Adebile, O. A, & Ojo, T. O. (2012). Management of Organisational Conflict in Nigeria Polytechnics, an Empirical Study of the Federal Polytechnic, Ede, Osun State. International Journal of Asian Social Science, 2(3), 229-243.
Ajala, E. M. (2017). Work-family-conflict and family-work-conflict correlate with job performance among working mothers: implications for industrial social workers. African Journal of Social Work, 7(1), 52–62.
Church, A. (2016). Preference organisation and peer disputes: How young children resolve conflict. Routledge.
Coser, L. A. (1957). Social conflict and the theory of social change. The British Journal of Sociology, 8(3), 197-207
Creswell, J. W., & Creswell, J. D. (2017). Research design: Qualitative, quantitative, and mixed methods approach. Sage publications.
De Clercq, D., Rahman, Z., & Haq, I. U. (2019). Explaining helping behaviour in the workplace: The interactive effect of family-to-work conflict and Islamic work ethic. Journal of Business Ethics, 155(4), 1167-1177.
Donkor, P., Afriyie, S., Danquah, B. A. & Nimsah, W. K. (2015). Effect of Conflict on Employees Performance: Evidence from Coca-Cola Company Limited, Kumasi Branch. American Scientific Research Journal for Engineering, Technology, and Sciences (ASRJETS), 14(3), 44-53.
Einarsen, S., Skogstad, A., Rørvik, E., Lande, Å. B., & Nielsen, M. B. (2018). Climate for conflict management, exposure to workplace bullying and work engagement: a moderated mediation analysis. The International Journal of Human Resource Management, 29(3), 549-570.
Folger, J. P., Poole, M. S., & Stutman, R. K. (2021). Working through conflict: Strategies for relationships, groups, and organisations. Routledge.
Hossain, Z. (2017). The impact of organisational conflict on employee's performance in Private Commercial Banks of Bangladesh, Journal of Business and Management (IOSR-JBM), 19(10), 12–21
Hussein, A. F. F., & Al-Mamary, Y. H. S. (2019). Conflicts: Their types and their negative and positive effects on organisations. International Journal of Scientific & Technology Research, 8(8), 10–13.
Kazimoto, P. (2013). Analysis of Conflict Management and Leadership for Organisational Change, International Journal of Research in Social Sciences, 3(1).
Kelly, E. L., Moen, P., Oakes, J. M., Fan, W., Okechukwu, C., Davis, K. D., & Casper, L. M. (2014). Changing work and work-family conflict: Evidence from the work, family, and health network. American sociological review, 79(3), 485-51
Kossek, E. E., Crain, T. L., Hammer, L. B., Bodner, T., Moen, P., Lilienthal, R., & Buxton,
O. M. (2014). Work-family conflict, family-supportive supervisor behaviours (FSSB), and sleep outcomes. Journal of occupational health psychology, 19(2), 155.
Longe, O. (2015). Impact of workplace conflict management on organisational performance: A case of Nigerian manufacturing firm. Journal of Management and Strategy, 6(2), 83–92.
Maqsood, A., Muhammad, M., & Saleem, P. (2012). The Impact of Work-Family Conflict and Pay on Employee Job Satisfaction with Moderating effect of Perceived Supervision Support in Pakistan Hotel Sector, Global Journal of Management and Business Research, 12 (6), 1–9
Matta, R., & Fares, R. (2021). The impact of interpersonal workplace conflicts on the long- term success of organisations. EuroMed Journal of Management, 4(1), 55- 71.
Min, J., Iqbal, S., Khan, M. A. S., Akhtar, S., Anwar, F., & Qalati, S. A. (2020). Impact of supervisory behaviour on sustainable employee performance: Mediating conflict management strategies using PLS-SEM. PloS one, 15(9), e0236650.
Mukoro, A. S. (2013). Conflict Management and Resolution Strategies for Enhanced Personnel Productivity and Sustainable Administration in Higher Institutions in Nigeria. International Journal Scientific Research in Education, 6(4), 365-371.
Mwangi, C., & Ragui, M. (2013). Effects of workplace conflicts on employee performance in the air transport industry in Kenya. Prime Journal of Business Administration and Management, 3(6), 1083-1089.
Nwokorie, E. C. (2017). Impact of Organisational Conflict on Employee Job Performance in Selected Hotels (Lagos Nigeria). Original Scientific Paper, 21(1), 45-64.
Obrenovic, B., Jianguo, D., Khudaykulov, A., & Khan, M. A. S. (2020). Work-family conflict impact on psychological safety and psychological well-being: A job performance model.Frontiers in Psychology, pp. 11, 475.
Overall, N. C., & McNulty, J. K. (2017). What type of communication during conflict is beneficial for intimate relationships? Current opinion in psychology, 13, 1-5
Pallant, J. (2007). SPSS Survival Manual. Open University Press. England: Berkshire.
Pitsillidou, M., Farmakas, A., Noula, M., & Roupa, Z. (2018). Conflict management among health professionals in hospitals of Cyprus. Journal of nursing management, 26(8), 953-960.
Poejianto, & Kurniawati, L. (2025). Analysis of the Effect of Profitability Ratio, Liquidity Ratio, Solvency Ratio, and Activity Ratio on Stock Price (Empirical Study of Food and Beverage Companies Listed on the IDX 2020-2023). Majapahit Journal of Islamic Finance and Management, 5(1), 506–521. https://doi.org/10.31538/mjifm.v5i1.423
Putnam, L. L., Myers, K. K., & Gailliard, B. M. (2014). Examining the tensions in workplace flexibility and exploring options for new directions. Human relations, 67(4), 413– 440
Rothman, J. (2014). Conflict engagement: A Contingency Model in Theory and Practice. Peace and Conflict Studies, 21 (2)
Shaukat, R., Yousaf, A., & Sanders, K. (2017). Examining the linkages between relationship conflict, performance and turnover intentions: Role of job burnout as a mediator. International Journal of Conflict Management.
Soomro, A. A., Breitenecker, R. J., & Shah, S. A. M. (2018). Relation of work-life balance, work- family conflict, and family-work conflict with the employee performance-moderating role of job satisfaction. South Asian Journal of Business Studies.
Van den Oever, K., & BMatta and Fares (2021). Perens, B. (2021). Does task-related conflict mediate the board gender diversity–organisational performance relationship? European Management Journal, 39(4), 445-455
Mochamad et al., (2019). The Effect of Role Conflict and Burnout Toward Turnover Intention at Software Industries, Work Stress as Moderating Variables
Copyright (c) 2025 Desva Wahyuni, Ramon Zamora, Lukmanul Hakim
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work.
