Analyzing Personality-Job fit Factors and Workplace Conflicts in the Pakistani Banking Industry: A Quantitative Investigation.


  • Mohammad Najam Khan Research Scholar, KASBIT, Karachi
  • Syed Mohammad Farrukh Co-Chairman, Institute of Business Economics Research & Academia


Workplace Conflict, Organizational Conflict Resolution, Employee Relations, Job Satisfaction, Employee Performance


This research aims to investigate the origins of employee workforce conflict and its implications within the context of the Pakistani Banking Sector. The study adopts a survey research design methodology, utilizing a structured questionnaire as the primary instrument for data collection. Focusing on variables such as gender, age, designation, and management level, the research seeks to assess the extent of conflict management within organizations operating in the Pakistani banking industry. A comprehensive online questionnaire survey, comprising close-ended questions, was administered to 350 respondents. The study ensured a complete and timely return of all filled questionnaires, providing essential data for analysis. Employing a quantitative approach, six hypotheses were formulated to achieve the research objectives. Data analysis utilized the Statistical Package for Social Sciences (SPSS), with percentages and frequencies tables employed for descriptive insights. The research adopts a causal (explanatory) design, elucidating the cause-and-effect relationships between independent variables and the dependent variable. It follows a cross-sectional time orientation, collecting data at a singular point without manipulation of responses. The findings reveal a significant relationship between the variables under investigation and employee workplace conflict. Notably, gender, age, designation, and management level exert a substantial influence on workplace conflict. Based on these findings, recommendations are made for management to ensure comprehensive training for employees in workplace conflict resolution.


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