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Linkage between Employee’s Performance and Relationship Conflict in Banking Scenario

机译：银行业务情景中员工绩效与关系冲突之间的联系

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To enhance performance of employees of commercial banks, it is imperative to improve harmony, develop favorable relationship and alleviate relationship conflict among them. To ascertain the viability of assertion, sample of 450 individuals belonging to different commercial banks was selected. Questionnaire comprising three components were sent directly to the sample target. Part first relates to general information, second part consist of relationship conflict, and last part relates to the employee’s performance. The study delineates that relationship conflict has significant impact on employees’ performance. Their performance depletes ranging between 28 percent and 46 percent due to relationship conflict. The model is significant at the 95% of confidence level (p This study provides novel results regarding previously unexplored domain of relationship conflict and employee’s performance. Relationship Conflict is dangerous for organizations employees, so top hierarchy strives to get rid of relationship conflict rather than relegating its resolution. Management in organization establishes redress grievances & interactive cell comprising senior, middle and lower level management. Special strategies may be adopted to lessen relationship conflict amongst the employees of an organization enabling organization to improve their performance. It is imperative to provide smooth functioning in the commercial banks due to their promising role in today’s scenario of economic growth and imbued consumer’s expectation. This paper is an endeavor to unveil factors impinges disagreement among employees and subsequently yielding the solution. Adoptions to these solutions being novel in nature would enhance employee’s performance in commercial banks considerably.
机译：为了提高商业银行从业人员的绩效，必须提高和谐度，发展良好的关系并减轻它们之间的关系冲突。为了确定断言的可行性，选择了来自不同商业银行的450个人的样本。包含三个组成部分的问卷直接发送到样本目标。第一部分与一般信息有关，第二部分与关系冲突有关，最后一部分与员工的绩效有关。该研究表明，关系冲突对员工的绩效有重大影响。由于关系冲突，他们的表现耗尽了28％到46％之间。该模型在95％的置信度水平上具有显着意义（p该研究提供了有关以前未探索的关系冲突域和员工绩效的新颖结果。关系冲突对组织员工而言是危险的，因此高层领导力图摆脱关系冲突而不是降级组织中的管理人员可以建立由高级，中级和下层管理人员组成的申诉投诉和互动小组，可以采取特殊策略来减少组织中员工之间的关系冲突，从而使组织能够提高绩效，必须提供平稳的运作在商业银行中，由于它们在当今经济增长的前景中发挥了有希望的作用，并且受到了消费者期望的影响，因此本文旨在揭示影响员工之间分歧的因素，并随后提出解决方案。 mployee在商业银行中的表现相当可观。

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