Effective Conflict Management

Oct 13, 2025 by leolavanderia.com.br 74 views

Analysis of the Effect of Conflict and Work Stress on Employee Performance of PT Perkebunan Nusantara III (PRSERO) Gunung Pamela Tebing Tinggi's Kebun

Introduction

PT Perkebunan Nusantara III (Persero) Gunung Pamela Kebun is one of the business units under PTPN III (Persero) that is engaged in plantations, particularly in the management of oil palm and rubber plantations. In an effort to achieve targets and increase productivity, the company faces a number of challenges, one of which is internal conflict and work stress experienced by employees. This study aims to analyze how conflict and work stress affect employee performance at PT Perkebunan Nusantara III (Persero) Gunung Pamela Garden, with a focus on the hypothesis that both factors have a significant impact on performance.

Theoretical Background

The theory used in this study refers to Human Resource Management (HRM), which includes conflict management and organizational behavior related to work stress and performance. Through this approach, researchers hope to identify factors that influence conflict and work stress, and formulate managerial policies that can improve employee performance. Conflict management is a crucial aspect of HRM, as it can affect employee morale, productivity, and overall job satisfaction. On the other hand, work stress is a significant factor that can impact employee performance, as it can lead to burnout, absenteeism, and turnover.

Methodology

This study was conducted by involving a population of 749 implementing employees (carpels) taken as samples of 254 respondents, in accordance with the sampling method of the Krejcie-Morgan table. The analysis method applied is the Structural Equation Model (SEM) to measure the relationship between variables. SEM is a statistical technique that is used to analyze the relationships between observed and latent variables. In this study, SEM was used to examine the relationships between conflict, work stress, and employee performance.

Results

The results of the study show that conflict is the most dominant factor that affects employee performance at PT Perkebunan Nusantara III (Persero) Gunung Pamela Kebun, with an influence reaching 91%. Conversely, work stress only contributes 11% to performance. This finding shows that effective conflict management can potentially increase employee productivity significantly. Furthermore, research also found that the main cause of conflict came from the work environment, which had an influence of 99%. This indicates that the conditions of the work environment, including interaction between employees, managerial policies, and facilities provided, have a big role in creating a harmonious or vice versa, triggering conflict.

Discussion

The findings of this study have several implications for PT Perkebunan Nusantara III (Persero) Gunung Pamela Kebun. Firstly, the company needs to focus on effective conflict management to improve employee performance. This can be achieved by creating a conducive work environment, providing training and development programs, and promoting open communication among employees. Secondly, the company needs to pay attention to various aspects that can cause pressure on employees, such as workload, work-life balance, and job security. By addressing these issues, the company can reduce work stress and improve employee well-being.

Conclusion

Overall, this research provides valuable insights for PT Perkebunan Nusantara III (Persero) Gunung Pamela Kebun in understanding the relationship between conflict and work stress with employee performance. By formulating managerial policies that focus on the creation of a conducive work environment and good conflict management, the company is expected to improve employee performance as a whole. Through this approach, not only increased productivity, but also employee welfare will be maintained, creating a healthier and more productive work environment.

Recommendations

Based on the findings of this study, the following recommendations are made:

Effective Conflict Management: PT Perkebunan Nusantara III (Persero) Gunung Pamela Kebun needs to focus on effective conflict management to improve employee performance. This can be achieved by creating a conducive work environment, providing training and development programs, and promoting open communication among employees.
Work-Life Balance: The company needs to pay attention to various aspects that can cause pressure on employees, such as workload, work-life balance, and job security. By addressing these issues, the company can reduce work stress and improve employee well-being.
Employee Development: The company needs to provide training and development programs to enhance employee skills and knowledge. This can help to improve employee performance and reduce turnover.
Open Communication: The company needs to promote open communication among employees, managers, and supervisors. This can help to reduce conflict and improve employee morale.

Limitations

This study has several limitations that need to be addressed in future research. Firstly, the study only focused on PT Perkebunan Nusantara III (Persero) Gunung Pamela Kebun, and the findings may not be generalizable to other companies. Secondly, the study only examined the relationship between conflict, work stress, and employee performance, and did not explore other factors that may influence employee performance. Finally, the study only used a cross-sectional design, and did not examine the longitudinal effects of conflict and work stress on employee performance.

Future Research Directions

Future research should focus on the following areas:

Generalizability: Future research should aim to generalize the findings of this study to other companies and industries.
Other Factors: Future research should examine the relationship between other factors, such as leadership style, organizational culture, and employee engagement, with employee performance.
Longitudinal Design: Future research should use a longitudinal design to examine the longitudinal effects of conflict and work stress on employee performance.
Intervention Studies: Future research should conduct intervention studies to examine the effectiveness of conflict management and work stress reduction programs on employee performance.
Q&A: Understanding the Effect of Conflict and Work Stress on Employee Performance

Introduction

In our previous article, we discussed the analysis of the effect of conflict and work stress on employee performance at PT Perkebunan Nusantara III (Persero) Gunung Pamela Kebun. The study found that conflict is the most dominant factor that affects employee performance, with an influence reaching 91%. In this Q&A article, we will address some of the frequently asked questions related to the study and provide insights into the implications of the findings.

Q: What is the main cause of conflict in the workplace?

A: The main cause of conflict in the workplace is the work environment, which includes interaction between employees, managerial policies, and facilities provided. This indicates that the conditions of the work environment have a big role in creating a harmonious or vice versa, triggering conflict.

Q: How can conflict be managed effectively in the workplace?

A: Effective conflict management can be achieved by creating a conducive work environment, providing training and development programs, and promoting open communication among employees. This can help to reduce conflict and improve employee morale.

Q: What is the impact of work stress on employee performance?

A: Work stress can have a significant impact on employee performance, leading to burnout, absenteeism, and turnover. The study found that work stress only contributes 11% to performance, indicating that effective conflict management is more critical in improving employee performance.

Q: How can work stress be reduced in the workplace?

A: Work stress can be reduced by addressing various aspects that can cause pressure on employees, such as workload, work-life balance, and job security. By providing training and development programs, promoting open communication, and creating a conducive work environment, employers can help reduce work stress and improve employee well-being.

Q: What are the implications of the study for employers?

A: The study has several implications for employers, including the need to focus on effective conflict management, provide training and development programs, and promote open communication among employees. By addressing these issues, employers can improve employee performance, reduce turnover, and maintain a healthier and more productive work environment.

Q: How can employees manage conflict and work stress in the workplace?

A: Employees can manage conflict and work stress by communicating openly with their managers and colleagues, seeking support from HR or employee assistance programs, and taking breaks to reduce stress. By taking proactive steps to manage conflict and work stress, employees can improve their well-being and performance.

Q: What are the limitations of the study?

A: The study has several limitations, including the use of a cross-sectional design, the focus on a single company, and the examination of only two variables (conflict and work stress). Future research should aim to generalize the findings to other companies and industries, examine the relationship between other factors and employee performance, and use a longitudinal design to examine the longitudinal effects of conflict and work stress on employee performance.

Q: What are the future research directions?

A: Future research should focus on generalizing the findings to other companies and industries, examining the relationship between other factors and employee performance, using a longitudinal design to examine the longitudinal effects of conflict and work stress on employee performance, and conducting intervention studies to examine the effectiveness of conflict management and work stress reduction programs on employee performance.

Conclusion

In conclusion, the study provides valuable insights into the effect of conflict and work stress on employee performance at PT Perkebunan Nusantara III (Persero) Gunung Pamela Kebun. By addressing the frequently asked questions and providing insights into the implications of the findings, we hope to contribute to the understanding of the complex relationships between conflict, work stress, and employee performance.