Date
1-16-2025
Department
Helms School of Government
Degree
Doctor of Philosophy in Public Administration (PhD)
Chair
Debra Neville
Keywords
public sector workplace conflict, public sector conflict prevention, public sector conflict management, servant leadership style, employee motivation in public sector
Disciplines
Public Affairs, Public Policy and Public Administration
Recommended Citation
Ogunmolasuyi, Ayo, "Workplace Conflict: Its Nature, Peculiarities, and Prevention" (2025). Doctoral Dissertations and Projects. 6423.
https://digitalcommons.liberty.edu/doctoral/6423
Abstract
Workplace conflict can arise from negative attitudes, lazy coworkers, and stress. In most cases, conflict can be instigated by managers, supervisors, colleagues, or the employer's inability to meet specific demands or provide necessary resources. The aftermath of workplace conflict can be detrimental, destructive, and expensive when it escalates. Conflict can be a significant source of stress at work. The purpose of this phenomenological study was to explore the lived experiences of participants in regard to the nature of conflict, motivational tools, and strategies for conflict prevention. This study was directed by theoretical frameworks, including post-positivism, dual concern theory, social cognitive theory, conflict management theory, and servant leadership theory. Thirty-three diverse participants participated in a semi-structured interview process during which they shared their lived experiences. The responses were analyzed for recurring themes within the phenomenon. The study identified eighteen themes related to workforce conflict in the public sector, all of which have previously been observed in the private sector but had not been studied in the public sector. However, some themes were notably absent, such as bullying. Seven themes pertained to the nature of conflict: supervisor's negative attitude, job-related stress, hostile work environment, lazy coworkers, communication culture, unethical behavior, and inadequate resources. Additionally, three themes emerged regarding the impact of employer motivation on employees: trust-building, reward systems/recognition, and performance reviews. Eight themes were found for best strategies for preventing conflict: forgiveness and apology, acknowledgement of misunderstanding, professionalism, mediation, collaboration, negotiation, effective communication, and training.
