PENGARUH KONFLIK KERJA TERHADAP KINERJA KARYAWAN

Employee performance is an important aspect of a company to help achieve its goals. One of the factors that can affect performance is work conflict, this is supported by several previous studies which say that work conflict affects employee performance. However, several previous studies say the opposite, namely work conflict does not affect employee performance. This research aims to determine the effect of work conflict on employee performance. The method in this research is a quantitative research method, using data in the form of numbers as a tool to find information about what you want to know. The number of respondents in this study was 151 people with the criteria of general employees who worked at least 3 months, aged 15-64 years. The data sampling technique used was accidental sampling. The instrument used for performance variables is the Individual Work Performance Questionnaire (IWPQ) and the work conflict variable is the Work Conflict Appraisal Scale (WCAS). This study uses simple linear regression analysis, the results of this study are that there is a positive effect of work conflict on employee performance by looking at the significance value of 0.007 and the regression coefficient value which is positive. The aspect of work conflict that has the greatest influence on performance variables is task conflict with a percentage of 42%. Followed by the relationship conflict aspect in second place with a percentage of 3% and process conflict has an influence on performance variables of 2%. Contribution of work conflict to employee performance is 47%.