Workplace Conflict and Union Management Relations in Colleges of Education: A Study of the Antecedents and Consequences of Conflict Escalation in Federal College of Education (Technical), Omoku, Rivers State

Abstract

This study examines the factors contributing to and the consequences of conflict escalation in Federal Colleges of Education, Technical Omoku, Rivers State, emphasising the moderating role of union-management relations. The research questions are: What factors lead to conflict escalation in these colleges? What impact does conflict escalation have on employee job satisfaction, organisational commitment, and turnover intentions? How do union-management relations influence the relationship between conflict escalation and its outcomes? The study aims to: (1) identify the causes of conflict escalation; (2) assess how it affects employee satisfaction, commitment, and turnover; and (3) analyse how union-management relations moderate this effect. The hypotheses are: (H1) Poor communication is positively linked to conflict escalation; (H2) Conflict escalation reduces employee job satisfaction; and (H3) Union-management relations moderate this relationship. A mixed-methods approach, combining qualitative and quantitative data, was adopted. A survey of 250 staff members was conducted alongside in-depth interviews with union leaders and management officials. Results indicate that poor 
communication, inadequate resources, and unfair treatment are key sources of conflict. Findings also reveal that conflict escalation negatively impacts satisfaction, commitment, and turnover, with union-management relations playing a significant moderating role. The study concludes that good communication, fair treatment, and collaborative union-management relations are vital for managing conflicts and preventing escalation. The findings are valuable for management and union leaders, stressing the need for proactive conflict management and collaborative industrial 
relations.