Conflict Resolution, and Job Performance Driven by Organizational Management on the Dimensions of Structure, Communication and Learning Culture with Age Groups, M and X, as Moderator

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สุธารัตน์ จุ้ยเจริญ
ระพีพรรณ พิริยะกุล


The conflict resolution and job performance caused by age-diverse workforce are the crucial issues on the workforce management. This study formulated the conceptual model which consisted of three exogenous factors: communication management, organizational structure, learning organizational culture, and four endogenous factors: involvement, adaption, job performance and Win-Lose conflict resolution. Besides the test of the significance of the influence on the factors based on he conceptual framework, there was the comparison of the working population in the service industry of two age groups (Millennial and X)                  as moderator variables. The study was conducted by using the sample size of 300 from each group. The results have shown that (1) the influence of each factor on model of the millennium group was higher than that of generation X except the influence of adaptive factor of conflict resolution which indicated that generation X had more ability to solve conflict and (2) the organizational structure and learning organizational culture have significantly influenced the conflict resolution and job performance in each group.


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