Gaya Pengurusan Konflik di Kalangan Pegawai Kumpulan Pengurusan dan Profesional: Satu Kajian Kes di Jabatan Ketua Pengarah Tanah dan Galian Persekutuan, Putrajaya

Gaya Pengurusan Konflik di Kalangan Pegawai Kumpulan Pengurusan dan Profesional: Satu Kajian Kes di Jabatan Ketua Pengarah Tanah dan Galian Persekutuan, Putrajaya

The purpose of this study was to investigate the conflict management styles among the group of management and professional officers in Department of General Director of Lands and Mines, Putrajaya, Malaysia. The focus of this research was on the differences of each variable for demographic factors an...

Full description

Saved in:
Bibliographic Details
Main Author: Noor Rashidah, Ramli
Format: Thesis
Language:eng
eng
Published: 2011
Subjects:
HD28-70 Management
Industrial Management
Online Access:https://etd.uum.edu.my/3225/1/NOOR_RASHIDAH_RAMLI.pdf
https://etd.uum.edu.my/3225/2/1.NOOR_RASHIDAH_RAMLI.pdf
Tags: Add Tag
No Tags, Be the first to tag this record!
id my-uum-etd.3225
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Abdul Rahman , Mohd Fitri
Ooi, Seong Kang
topic HD28-70 Management
Industrial Management
spellingShingle HD28-70 Management
Industrial Management
Noor Rashidah, Ramli
Gaya Pengurusan Konflik di Kalangan Pegawai Kumpulan Pengurusan dan Profesional: Satu Kajian Kes di Jabatan Ketua Pengarah Tanah dan Galian Persekutuan, Putrajaya
description The purpose of this study was to investigate the conflict management styles among the group of management and professional officers in Department of General Director of Lands and Mines, Putrajaya, Malaysia. The focus of this research was on the differences of each variable for demographic factors and the relationship between personality dimension and conflict management styles. Out of 122 questionnaires distributed, a total of 104 questionnaires were returned and valid to process. The data was analyzed using Statistical Package for Social Science (SPSS) version 18.0. The finding showed that there was significant differences in demographic factors of age, highest educational level, marital status, years of service in government sector, and grade in current post in the ways of conflict management styles, however in term of gender, race and the number of customers that has to be entertained a day, the result showed that there was no significant differences impact. The Pearson Correlation was applied to investigate a correlation between independent variables of personality dimension and dependent variables of conflict management styles. The research proved that there was highly significant relationship in the perception of majority respondents for personality dimension and conflict management styles with r value of .535**. The result indicates that majority of respondents held an Extrovert personality (mean 3.70), Conscientiousness (mean 3.68), and Openness to Experience (mean 3.67),whereas for Agreebleness (mean 3.23) and Neuroticism (mean 3.20). Generally, the personality dimensions have a positive relationship with the conflict management styles but only Neuroticism personality represents a strong relationship with negative. The findings also showed that the most preferred conflict management styles that has been practices in this group of respondents was Compromise (mean 3.98), followed by Collaboration (mean 3.73), Accommodate (mean 3.66), Avoidance (mean 3.61) and Competition (mean 3.33).
format Thesis
qualification_name masters
qualification_level Master's degree
author Noor Rashidah, Ramli
author_facet Noor Rashidah, Ramli
author_sort Noor Rashidah, Ramli
title Gaya Pengurusan Konflik di Kalangan Pegawai Kumpulan Pengurusan dan Profesional: Satu Kajian Kes di Jabatan Ketua Pengarah Tanah dan Galian Persekutuan, Putrajaya
title_short Gaya Pengurusan Konflik di Kalangan Pegawai Kumpulan Pengurusan dan Profesional: Satu Kajian Kes di Jabatan Ketua Pengarah Tanah dan Galian Persekutuan, Putrajaya
title_full Gaya Pengurusan Konflik di Kalangan Pegawai Kumpulan Pengurusan dan Profesional: Satu Kajian Kes di Jabatan Ketua Pengarah Tanah dan Galian Persekutuan, Putrajaya
title_fullStr Gaya Pengurusan Konflik di Kalangan Pegawai Kumpulan Pengurusan dan Profesional: Satu Kajian Kes di Jabatan Ketua Pengarah Tanah dan Galian Persekutuan, Putrajaya
title_full_unstemmed Gaya Pengurusan Konflik di Kalangan Pegawai Kumpulan Pengurusan dan Profesional: Satu Kajian Kes di Jabatan Ketua Pengarah Tanah dan Galian Persekutuan, Putrajaya
title_sort gaya pengurusan konflik di kalangan pegawai kumpulan pengurusan dan profesional: satu kajian kes di jabatan ketua pengarah tanah dan galian persekutuan, putrajaya
granting_institution Universiti Utara Malaysia
granting_department College of Business (COB)
publishDate 2011
url https://etd.uum.edu.my/3225/1/NOOR_RASHIDAH_RAMLI.pdf
https://etd.uum.edu.my/3225/2/1.NOOR_RASHIDAH_RAMLI.pdf
_version_ 1747827524949245952
spelling my-uum-etd.32252016-04-19T03:47:46Z Gaya Pengurusan Konflik di Kalangan Pegawai Kumpulan Pengurusan dan Profesional: Satu Kajian Kes di Jabatan Ketua Pengarah Tanah dan Galian Persekutuan, Putrajaya 2011-11 Noor Rashidah, Ramli Abdul Rahman , Mohd Fitri Ooi, Seong Kang College of Business (COB) College of Business (COB) HD28-70 Management. Industrial Management The purpose of this study was to investigate the conflict management styles among the group of management and professional officers in Department of General Director of Lands and Mines, Putrajaya, Malaysia. The focus of this research was on the differences of each variable for demographic factors and the relationship between personality dimension and conflict management styles. Out of 122 questionnaires distributed, a total of 104 questionnaires were returned and valid to process. The data was analyzed using Statistical Package for Social Science (SPSS) version 18.0. The finding showed that there was significant differences in demographic factors of age, highest educational level, marital status, years of service in government sector, and grade in current post in the ways of conflict management styles, however in term of gender, race and the number of customers that has to be entertained a day, the result showed that there was no significant differences impact. The Pearson Correlation was applied to investigate a correlation between independent variables of personality dimension and dependent variables of conflict management styles. The research proved that there was highly significant relationship in the perception of majority respondents for personality dimension and conflict management styles with r value of .535**. The result indicates that majority of respondents held an Extrovert personality (mean 3.70), Conscientiousness (mean 3.68), and Openness to Experience (mean 3.67),whereas for Agreebleness (mean 3.23) and Neuroticism (mean 3.20). Generally, the personality dimensions have a positive relationship with the conflict management styles but only Neuroticism personality represents a strong relationship with negative. The findings also showed that the most preferred conflict management styles that has been practices in this group of respondents was Compromise (mean 3.98), followed by Collaboration (mean 3.73), Accommodate (mean 3.66), Avoidance (mean 3.61) and Competition (mean 3.33). 2011-11 Thesis https://etd.uum.edu.my/3225/ https://etd.uum.edu.my/3225/1/NOOR_RASHIDAH_RAMLI.pdf application/pdf eng validuser https://etd.uum.edu.my/3225/2/1.NOOR_RASHIDAH_RAMLI.pdf application/pdf eng public masters masters Universiti Utara Malaysia Ahmad Atory Hussain.(1993).Pengurusan Organisasi. Utusan Publications & Distributors Sdn. Bhd. Kuala Lumpur . Ahmad Mahdzan Ayob. (2007).Kaedah Penyelidikan Sosioekonomi .Edisi Ketiga. Dewan Bahasa dan Pustaka, Kuala Lumpur. Ahmad Sarji,A.H. (1995).Arah Halatuju Perkhidmatan Awam Malaysia.Institut Tadbiran Awam Negara (INTAN),Kuala Lumpur. Amason,A.C. (1996).Distinguishing the effects of functional and dysfunctional conflict on strategic decision making : Resolving a paradox for top management teams. Academy of Management Journal, Vol.39, pp.123-148. Barki,H.,& Hartwick,J. (2004).Conceptualizing the construct of interpersonal conflict.International Journal of Conflict Management, Vol.15, pp.216-244. Berry,B.P. (1995).An analysis of the relationship between gender,gender-role classification and interpersonal conflict management styles of selected missouri school administrators. Ph.d Dissertation, Saint Louis University. Boeree,C.G. (2006).Gordon Allport - Personality Theories. Retrieved from :http://webspace.ship.edu/cgboer/allport.html Buss,D.M. (1995). Evolutionary psychology: A new paradigm for psychological science.Psychological Inquiry, No.6,pp. 1-31. Buss,D.M. (1996). Social adaptation and five major factors of personality. In J.S.Wiggins (Ed.), The five-factor model of personality: Theoretical perspectives (pp. 180-207). New York: Guilford. Cash,C.M. (1991).Conflict management climate and procedures in selected public elementary schools in south carolina. EDD Dissertations South Carolina State University. Cattell,R.B. (1965).The scientific analysis of personality. Baltimore: Penguin Books. Cherry,K. (2011).What is Personality?. Diakses pada 23 Mac 2011 dari :http://psychology.about.com/od/personalitydevelop ment/a/bigfive.htm. Chua,Y.P. (2008).Kaedah dan statistik penyelidikan, buku 3 : Asas statistik penyelidikan. Kuala Lumpur : McGraw Hill. Coakes,S.J., Steed,L. & Dzidic,P. (2006).SPSS Version 13.0 for windows : Analysis without anguish. Australia : John Wiley and Sons Australia Ltd. Conrad,C. & Poole,M. (2002). Strategic organizational communication in a global economy. Belmont, CA : Wadsworth. Corvette,B.A. Budjac. (2007).Conflict management : A practical guide to developing negotiation strategies. Pearson Education, Inc., New Jersey. Pearson Prentice Hall. David,F.R. (2011).Strategic management: Concepts and cases. 13 Edition. Pearson Education. Inc., Prentice Hall, New Jersey. De Dreu,C.K., Harinck,F., & Van Vianen,A.E. (1999).Conflict and performance in groups and organizations. International Review of Industrial and Organizational Psychology ,pp. No. 14, Wiley, Indianapolis, IN, pp. 369-414. Deni,R., Vacino,J., & Epstein,M. (1980).Effects of kinship, age and sex on social problems in rate measured in an operant response situation. Bulletin of the Psychonomic Society. , pp. Vol.16, pp.31-33. Deutsch,M., & Krauss,R.M. (1962). Studies interpersonal bargaining.Journal of Conflict Resolution, Vol.6, pp.52-72. Digman,J.M. (1990).Personality structure : Emergence of the five-factor model. In Annual Review of Psychology 41, eds. M.R.Rosenzweig and L.W.Porter,417-40. Palo Alto,CA : Annual Reviews. Digman,J.M. (1997). Higher-order factors of the Big Five. Journal of Personality and Social Psychology, 73,1246-1256. Dunn,C.W., & C.M.Tucker. (1993). Black childeren's adaptive functioning and maladaptive behavior associated with quality of family support. Journal of Multicultural Counseling and Development, Vol. 21, pp.79-87. Eysenck,H.J. (1992).Four ways five factors are not basic. Personality and Individual Differences, No.13, pp.667-673. Fitzpatrick,R.L.(2007).A literature review exploring values alignment as a proactive approach to conflict management. International Journal of Conflict Management. Vol.18, No.3, pp.280-305. Goldberg,L.R. (1981). Language and individual differences: The search for universals in personality lexicons. In L. Wheeler (Ed.), Review of Personality and Social Psychology, Vol. 2. Beverly Hills, CA: Sage. Green,C. (2008). Leader member exchange and the use of moderating conflict management styles : Impact on relationship quality. International Journal of Conflict Management, Vol.19, No.2, pp.92-111. Hampton,D.R. (1987). Organizational behavior and the practice of management.London: Scott, Foresman & Co. Hathaway,W. (1995).A new way of viewing dispute resolution training. Mediation Quarterly, Vol.13, pp.37-45. Jaycox,L.H., & R.L.Repetti. (1993).Conflict in families and the psychological adjustment of predolescent children. Journal of Family Psychology, Vol.7, pp.344-55. Jones,D.C. (1992). Parental divorce, family conflict and frienship networks. Journal of Social and Personal Relationships, Vol.9, pp.219-235. Jordan,P.J. & Troth,A.C. (2002). Emotional intelligence and conflict resolution : implecations for human resource development. Advances in Developing Human Resouces, Vol.4, No.1, pp.62-79. Keow,C.L. (2002). Pengurusan konflik interpersonal dan tumpuan kepada dimensi asertif dan koperatif - satu modul latihan.Kuala Lumpur.: Ph.D Universiti Kebangsaan Malaysia, Bangi. Khaidir,A. Majid (2011,Oktober 28).Infrastruktur tetap di bangun, modal insan tidak diabai walaupun berdepan kekangan kewangan : PM. Berita Harian. p.2, Nasional. Kolb,D., & L.Putnam. (1992).The multiple faces of conflict in organizations.Journal of Organizational Behavior, Vol.13, pp.311-24. Kunavikitkul, Wipada. (1995). Conflict management, job satisfaction, intent to stay, and specific demograhic variables of professional nurses in Thailand. Ph.D Dissertations University of Illinois, Chicago. Lewicki,R., Saunders,D., & Minton,J.M. (1997).Essentials of Negotiation. Chicago, IL.: Irwin. Majid Mohd Konting. (1994). Kaedah Penyelidikan Pendidikan. Kuala Lumpur,Dewan Bahasa dan Pustaka. Mark,R.W., & Snyder,R.C. (1957). The analysis of social conflict-toward an overview and synthesis.Journal of Conflict Resolution , Vo.1, pp.212-248. Masters,M.F., & Albright,R.R. (2002). The complete guide to conflict resolution in the workplace. New York,NY.:American Management Association. McCrae,R.R., & Costa,P.T. (1987).Validation of the five- factor model of personality across instruments and observers.Journal of Personality and Social Psychology, No. 52, pp.81-90. McCrae,R.R.,& Costa,P.T. (1997).Personality trait structure as a human universal. American Psychologist, No.52, pp.509- 516. McCrae,R.R., Terracciano,A., and Members of the Personality Profiles of Cultures Project. (2005).Universal features of personality traits from the observer's perspective: Data from 50 different cultures. Journal of Personality and Social Psychology, No. 88, pp.547-561. Meriam-Webster Dictionary. Diakses pada 27 Mei 2011 dari: htpp://www3.merriam-webster.com/opendictionary.website./definition of professional. Miller,D.,M.F.R. Kets de Vries, & J.M.Toulouse. (1982). Top executive locus control and its relationship to strategy-making, structure, and environment.Academy of Management Journal, Vol.25(2), pp.237-53. Miller,K. (2009).Organizational Communication : Approaches and Processes.Boston, MA.: Wadsworth Cengage Learning. Mohamad Haji Yusuf. (11-12hb. Mei 1993). Cara dan dimensi menangani konflik antara perseorangan : Satu kajian perbandingan. Konvensyen Psikologi Malaysia Ke-2. Kuala Lumpur. Mohd Foad Sakdan & Syarifah Khairol Musairah Syed Abdul Mutalib (2002).Personaliti dan gaya pengurusan konflik : perbandingan antara sektor awam dan swasta. Pasca-Sidang Seminar Psikologi-Psima 2000 (2),161-179. Mohd Shahar Sidek. (1991). Konflik organisasi : Pandangan dan penyelesaiaan mengikut alternatif Islam. Dalam S.H. Salleh, & M. A. Hassan,Kecemerlangan pentadbiran : Dasar dan amalan dalam Islam (pp.165-179).Kuala Lumpur.: Institut Tadbiran Awam Negara Malaysia (INTAN). Nozri Senawi (1994).Cara penyelesaian konflik: Perbandingan antara Orang Melayu Perlis dengan Orang Melayu Thailand. Latihan Sarjana Muda,Universiti Kebangsaan Malaysia. Othman Mohamed. (2001).Penulisan tesis dalam bidang sains sosial terapan.Serdang: Universitu Putra Malaysia. Oxford Dictionary Online. Diakses pada 27 Mei 2011 dari : http:// oxforddictionaries.com/ definition for professional. Palaniappan,A.K. (2009). Penyelidikan dan SPSS (PASW). Petaling Jaya : Pearson Education. Parayitam,S. & Dooley,R.S. (2007).The relationship between conflict and decision outcomes : Moderating effects of cognitive and affect-based trust in strategic decision- making teams. International Journal of Conflict Management. Vol.18, No.1, pp.42-73. Parayitam,S., Olson,B.J. & Bao,Y. (2010). Task conflict, relationship conflict and agreement-seeking behavior in Chinese top management teams. International Journal of Conflict Management. Vol.21, No.1. pp.42-73. Park,H., & Antonioni,D. (2007).Personality, reciprocity and strength of conflict resolution strategy. Journal of Research in Personality. Vol.41, pp.110-125. Park,H,S. & Park,M. (2008). Multilevel effects of conflict management preferences on satisfaction with group processes .International Journal of Conflict Management. Vol.19, No.1, pp.57-71. Perintah-Perintah Am, Peraturan-Peraturan Pegawai Awam (Perlantikan, Kenaikan Pangkat dan Penamatan Perkhidmatan) 2005 (PU/(A) 176/2005) Peter,D. (1993). Management : tasks, responsibilities, and practices. Harper & Row, New York . Pondy,L. (1967). Organizational conflict concepts and models.Administrative Science Quarterly , Vol.12,pp.296-320. Putnam,L.L., & Poole,M.S. (1987).Conflict and negotiation. In F.M.Jablin, L.L.Putnam, K.H.Robert,& L.W. (eds),Handbook of organizational communication : An interdiciplinary perspective (pp.549-599.).Newbury Park, CA.: Sage. Rahim,M.A. (1985). Reference role and styles of handling interpersonal conflict.The Journal of Social Psychology, Vo.126, No.1, pp.79-86. Rahim,M.A. (2001). Managing Conflict in Organizations. 3rd ed. Westort, CT.: Quorum. Rubin,J., Pruit,D., & Kim,S. (1994). Social conflict ; escalation, stalemate, and settlement,. New York, NY.: 2nd Edition, McGraw-Hill. Sabitha Marican. (2006). Penyelidikan sains sosial: Pendekatan pragmatik. Selangor: Edusystem Sdn. Bhd Schemerhord,Jr., Hunt,J.G. & Osbord,R.N. (1994). Managing organizational behavior. New York: John Wiley and Sons. Schmidt,S., & Kochan,T.A. (1972).Conflict:Toward conceptual clarity.Administrative Science Quarterly, Vol.17,pp.359-371. Sekaran,U. & Bougie, R. (2010). Research methods for business : A skill building approach. (5th edition). A John Wiley & Sons. Ltd. Publication. Shaskin,M. (1995).Conflict:Managing conflict constructively .HRD Press. Inc. Shih,HA.& Susanto,E. (2010). Conflict management styles, emotional intelligence, and job performance in public organizations.International Journal of Conflict Management, Vol. 21, No.2, pp.147-168. Thomas,K.W. (1976).Conflict and conflict management. In M.D. (ed.),Handbook of Industrial and Organizational Psychology, pp. 889-936. Chicago: Rand McNally. Thomas,K.W. & Kilmann,R.H. (2009). Thomas-Kilmann Conflict Mode Instrument-The TKI (Mountain View,CA.: CPP,Inc., 1974- 2009. Diakses pada 26 April 2011 dari http://www.kilmann.com/conflict.html. Tjosvold,D. (2006).Defining conflict and making choices about its management-Lighting the dark side of organizational life. International Journal of Conclict Management , Vol.17, No.2, pp.87-95. Yarbrough,E., & E.Wilmot. (1995). Artful mediation : Constructive conflict at work. Boulder, CO, Cairns. Zhenzhong,M., Yender,L. & Kuo-Hsun,Y.(2008). Ten years of conflict management studies: themes, concepts and relationships. International Journal of Conflict Management. Vol.19, No.3., pp.234-248.

Similar Items