摘要：The present study investigates the impact of conflict management practices on employee performance. Competing, collaborating, avoiding, compromising, and accommodating are taken as conflict management practices. The data has been collected from the employees of the banks in Karachi, Pakistan. A five-point Likert scale questionnaire has been used as the data collection technique. The regression analysis conducted in this research as the conceptual framework includes multiple independent variables and a single dependent variable. Moreover, the study included recent literature, i.e., from the years 2018-2021.The study found a significant positive relationship between accommodating and employee performance. Also, the study found that there is a significant positive relationship between avoiding and employee performance. Moreover, the study identified that there is a significant positive linkage between collaborating and employee performance. Likewise, the study found that there is a significant positive relationship between competing and employee performance. Lastly, the study concluded that there is a significant positive relationship between compromising and employee performance. Due to a lack of financial resources, the study was limited to collecting responses from Karachi-based banks, rendering generalizability hard. Furthermore, to evaluate correlations between the constructs, this study focused on cross-sectional data. Similarly, only bank workers were surveyed in this study. The study advised that the company should adopt conflict resolution strategies for its employees and implement proper conflict resolution processes. Staff disagreements should be resolved as soon as possible. Mechanisms for resolving staff disagreements should be implemented.
