Grievance Management and Employee Performance of Public Universities in Anambra State

Abstract

This study examined grievance management and employee performance of selected public universities in Anambra state which is the focus of  this study. This work was anchored on the Stakeholder Engagement Theory. The survey research design was adopted by the study. The population of the study consisted of all the non-academic staff of the State university (COOU) and Federal university (NAU) in Anambra State put at 9098, 5673 from NAU and 3425 from COOU. The sample size of the study is 383 which was arrived at by using the Taro Yamane formula. The primary source of data was used for data collection and the type was structured questionnaire which was validated using face and the content validity, while the reliability was ascertained using a split-half reliability technique. The data was analysed using Pearson’s Product Moment Correlation Coefficient and hypotheses was tested at a 5% (0.05) level of significance. Findings revealed that there is a statistically significant positive relationship existing between collective bargaining and employee morale in the selected universities in Anambra State (r = .918; p-value < 0.05) and that there is a statistically significant positive relationship existing between open door policy and employee commitment in the selected universities in Anambra State (r = .887; p-value < 0.05). Following this, it was concluded that indeed, grievance management has a statistically significant relationship with and employee performance of public universities in Anambra state. Among others, it was recommended that the school authority and the FG need to learn to obey agreements reached through a collective bargaining process and to encourage more of agreements to be reached through collective bargaining as it will improve the moral of the employees in the selected universities in Anambra State.