Leadership Orientation, Organisational Values and Organisational Policies as Predictors of Organisational Culture on Resolution of Dispute in Selected Nigerian Tertiary Institutions

Abstract

Culture of an organisation is a crucial factor, which determines how disputes are resolved within organisations. There is however a dearth of studies conducted on how specific aspects of organisational culture influence effectiveness of dispute resolution mechanisms. In light of the foregoing, this study was carried out to empirically examine how organisational culture affects dispute resolution in a few tertiary institutions in Ogun State. A survey approach was used in this study to reach this goal. Academic workers from a few higher schools in Ogun State, including Federal Polytechnic, Ilaro, D. S. Adegbenro Polytechnic, and Ogun State Institute of Technology, make up the population. Using the Yamane sample determination formula, a sample size of 283 was determined from a population of 970 people. Data were gathered using a structured questionnaire as the instrument. Using SPSS version 23, multiple regression analysis was used to examine the acquired data. The analysis of the data showed that in the chosen institutions, leadership orientation, organisational policies, and organisational values significantly affect dispute resolution. The study draws the conclusion that organisational culture significantly affects dispute resolution in the chosen tertiary institutions based on the findings. The study made several recommendations, one of which was that HR professionals constantly teach managers and staff within their businesses on effective leadership and followership orientation in order to improve the effectiveness of conflict resolution.