International Journal of Applied Psychology 2013, 3(6): 174-181

DOI: 10.5923/j.ijap.20130306.05

Effect of Organizational Role Conflict and Job

Satisfaction on Performance in the Nigerian Customs
Service: An Empirical Examination
Iroegbu Manasseh N.1,2,3

1
Senior Lecturer & Consultant Psychologist Department of Psychology Faculty of Social Sciences University of Uyo, Uyo, Nigeria
2
Associate Professor Distant Learning Programme IMSU, Nigeria
3
Fellow, Nigerian Institute of Industrial Administration (Niia)

Abstract This study examined the effect of Organizational role conflict and job satisfaction on employee performance in
the Customs Service of Nigeria. 103 Customs Officers were selected through random sampling for the study. Further
stratification was done assigning 60 to various subject groups. The instruments used for the collection of data were Rizo et al
(1970), role conflict scale, Smith et al (1969) Job descriptive index and performance ratings of the officers. A 2 x 3 factorial
design was adopted while a two – way ANOVA for unequal sample sizes was used. The result showed that officers who were
under low role conflict performed better than officers under high role conflict. Organizational role conflict therefore had a
significant effect on their performance. Conversely, there was no significant effect of job satisfaction on performance. Also
there was no significant interaction of job satisfaction and role conflict on performance. Efforts should be made to redesign
the jobs of Customs officers, especially at the lower levels to reduce their conflicts and engender higher performance. In
addition government should make adequate provisions of working materials in order to reduce role overload.
Keywords Role Conflict, Job Satisfaction, Employee Performance

effect on employee job satisfaction as well as actual

1. Introduction performance. This step is wise in the sense that, over the
years, a lot of concerns have been raised with respect to poor
In Nigerian industries and organizations, especially those employee performance and satisfaction in the organizations.
of the public sector, duties and responsibilities of employees
at the lower echelons of the organization are not quite 1.1. Theoretical Background
defined. As a result, most of the times, employees in this The Concept of Role and Role Conflict
cadre have to depend largely on their supervisors, bosses or
[1] postulated that within any social or organizational
supervisors for assignment of tasks to perform and directives
system, there are roles for each and every member of the role
governing job performance.
set. The role defines individuals’positions, duties,
This arrangement places junior employees at the receiving
responsibilities and authorities within the hierarchial system
end of directives emanating from various higher authorities
of the organization. The most important focus in terms of
of the organization. Due to the diversity of authorities form
role theory are the role demands; that is, the directives and
whom these directives descend, quite often, instructions
instructions given to individuals on what specific acts or
reaching the junior employees become contradictory,
duties that should be carried out. Role demands also require
inconsistent or at best confusing. The process of dealing with
that individuals carry out their duties at the appropriate time
this kind of circumstances entail some conflicts in terms of
and duration, and within the available framework and
which assignments should come before the other and the
resources.
ability to meet respective demands.
Generally, the role demands vary in the degree of their
Taking cognizance of the fact that this category of workers
generality or specificity. At one end of the continuum, role
constitute the life wire of any organization, there is a need to
demands for some positions specify precisely the required
discover whether organizational role conflict have any real
behaviour, how and where it should be carried out, and the
* Corresponding author:
exact penalty for no adherence. At the other end of the
manassehiroegbu@yahoo.com (Iroegbu Manasseh N.) continuum, some role demands consists only of broad
Published online at http://journal.sapub.org/ijap outlines, giving the occupant of the position considerable
Copyright © 2013 Scientific & Academic Publishing. All Rights Reserved freedom in the specific type of acts he can employ to
 International Journal of Applied Psychology 2013, 3(6): 174-181 175

accomplish the end. This is frequently common of very high directives, demands or instructions emanating from one or
managerial positions in an organization. more superior authorities in the organization to subordinates
[1] went further to posit that for any particular incumbent are unclear, ambiguous, confusing, contradictory or
of a position, several roles and not just one role, are carried inconsistent with each other or with the time and resources
out by the individual. They therefore emphasized that, in the available for the executions.
real situation, there is an existence of multiple roles for each
individual within an organization. Thus, an account clerk 1.2. The Concept of Job Satisfaction
may be required to prepare vouchers, statements of accounts, Several theories have provided various views on what
pay salaries and attend junior staff meetings. constitutes job satisfaction and the components it is made up
Due to this multiplicity of role demands for each role of. The understanding of the concept, therefore, would
occupant, role conflict become very imminent in the depend on the extent to which the various theories of job
organizations. Role conflict occurs in a situation where the satisfaction can be meaningfully integrated.
role occupant experiences inconsistencies in the role [5] made reference to the existence of needs classified in a
demands such that the roles demanded of him are five level hierarchy – physiological, safety, social, ego and
contradictory, ambiguous, confusing or inconsistent with self actualization needs. Maslow’s concept of job
each other or with the self. satisfaction is woven around these five attributes. For
[2] conceptualized man, whether found in an organization Maslow, an individual’s satisfaction with his job will depend
or social system, as a bearer of roles. The individual is on the extent to which he is able to realize all these needs.
viewed as being the sum of all his roles or duties in any work [5] saw job satisfaction as a function of the equity that
situation. In order words, an individual occupying a exists between an employee’s effort and the outcomes or
particular position in an organizational setting performs a incentives he is receiving. If there is disequilibrium in this
series of activities. Such an individual is involved in the relationship, the individual will feel dissatisfied with his job.
accomplishment of multiple roles. According to [2], roles The implication of this theory for role overload lies in the
represent the means by which societies and organizations are fact that while role overload involves additional efforts on
delineated in terms of hierarchies or individuals. Roles also the part of employee, there are usually no extra incentives
specify the demands and expectations placed on every given to employees to compensate for additional
member of an organizational system. The multiplicity of responsibilities.
roles borne by individuals gives rise to conflicts in terms of [7] conceived of job satisfaction as having two aspects –
which roles to accomplish before the other and and the intrinsic and extrinsic factors. The extrinsic factors are the
ability to execute all the roles within the available time material elements in the job and they are supposed to remove
period. In addition, conflicts are also thought to arise as a dissatisfaction. The intrinsic factors are related to the job
result of roles that demand the simultaneous attention of the content and such issues as achievement, autonomy and
role occupant. [3] believed that role behaviour is an integral responsibility.
as well as important aspect of any organizational framework. The implication of this for role conflict is that factors such
This, they said, is because it is only through the carrying out as recognition, autonomy and responsibility are not
of one’s roles that the organizational objectives can be encouraged at the lower levels of the organization. This
realized. They then catalogued over twenty type of roles account for the rigid control of employees and the frequent
carried out in an organization. For them, role conflict arises directives and instructions given to them, some of which
when certain roles demanded of a role occupant are in becomes conflicting, thereby affecting employees
disagreement with some other roles which the individual is satisfaction and performance.
equally required to comply with. [8] made certain assumptions in his theory X and Y which
[4] conceptualized role conflict as the degree of determines employee satisfaction. While theory X assumes
incongruity or incompatibility of demands communicated to that people must be coerced, controlled and threatened to get
a focal person by his or her superiors. Furthermore, they also their efforts, theory Y believes that individual direction and
conceptualized role conflict as the lack of clarity in the role control is possible. The implication of this theory is that
demands. They therefore saw role conflict as having a individuals will likely be more satisfied with their jobs if
multivariate characteristic. they are allowed some degree of self directing and control in
Person role conflict is the extent to which the role their duties. This approach will limit the volume of directives
demands are in disagreement with the orientations, values from above and their inconsistencies, and thus bring the
and inclinations of the role occupants. Role overload, on the incidence of role conflict to a minimum.
other hand, is a situation in which the various role demands [9] stated that the function of work to man goes beyond
communicated to a role occupant exceed the amount of time merely providing him with material rewards. The thrill of the
and resources available for the accomplishment of the entire authority, autonomy and the accomplishment of the job
demands. provide immense gratification. The individual feels fulfilled
From all the theories and views examined, it becomes when there are no conflicts or inconsistencies in the roles
obvious that role conflict exists in situations in which required of him.
176 Iroegbu Manasseh N. et al.: Effect of Organizational Role Conflict and Job Satisfaction
on Performance in the Nigerian Customs Service: An Empirical Examination

However, all the theories and views outlined are not perform less effectively than if the expectations imposed on
exhaustive. Other scientists who have conceptualized job him did not conflict.
satisfaction and also identified factors that influence it By the above predictions of [9] in their role theory, they
include [10] expectancy theory. [11] twelve principal needs provided the basis of the relationship between role conflict,
and list of needs. job satisfaction and employee performance. Although there
[11] explained job satisfaction as “the sense of well being, is hardly any conceivable organization whose members do
good feeling and positive mental state that emerge in an not go through one form of role conflict or another, it still
individual when his obtained reward is congruent or very remains a controversy as to whether such conflict do bring
nearly congruent with his equitable reward”. about reduced job satisfaction and poor employee
Job satisfaction has to do with the attitude, the degree of performance.
likeness and interest employees have for their jobs. It is a
state of the mind, an internal feeling which an individual has 1.5. Literature Review
with respect to how he regards his job, performs it, identifies There is growing evidence which suggests the potential of
with it, values it, feel happy with it and wishes to remain on it. role theory as a framework for understanding the interactions
This feeling varies from one individual to another, and and outcomes of individual behaviours in organizations, but
depends largely on the extent to which the individual has empirical studies have been few in number and have seldom
been able to realize all his needs and aspirations on the job. focused on the influences of role conflicts on employee
Although the needs and aspirations of individuals are satisfaction and performance, generally, studies in this area
enormous and diverse, basically, any variable or factor that have led to conflicting findings and conclusions.
affects an employee’s likeness and appreciation for his job is [12] investigated the relationship of role conflict to
related to the concept of job satisfaction. employee satisfaction and performance with 142 managers
chosen from a large industrial organization. The role conflict
1.3. Employee Performance of managers was measured with stogdill and [13] work
Performance is the output obtained as a result of effort. It analysis form while job satisfaction was measured with the
is a measure of effectiveness. It has to do with the general [14] job satisfaction scale. Employee performance was
way and manner an employee works and the extent to which determined through superior managers ratings of the subject,
such an employee is able to realize the goals, objectives and on a seven point scale. The researcher who employed zero
targets set in the organization. It is also a standard of order correlation in their analysis concluded that role conflict
excellence of carrying out one’s duties in relation to the was neither related to job satisfaction nor to employee
standards of others within the same organization. satisfaction and performance.
There are a host of organizational variables that affect an On the contrary, [15] in their own examination of the
employee’s level of performance. The skills of the employee, influence of role conflict on employee satisfaction and
the standard of training, individual differences, conflict and performance, using 530 lower level, supervisory and
motivational variables are some of the factors that influence managerial employees concluded that employees in the three
the rate at which the employee works. categories who experience greater conflicts than their
Over the years, several methods have been used to assess counterparts reported lesser satisfaction in their jobs. With
performance of employees in the organization. Job regards to the influence of role conflict on employee who
evaluation is usually easy, and taken to be an index of the experience, it was equally discovered that employee who
quantity of job performed. However, for other jobs which experienced lesser degree of conflict were rated as better
cannot be easily quantified such as clerical duties, performer than employees under high degree of role conflict.
managerial jobs etc indirect methods of appraisal are often Furthermore, [18] employing multivariate analysis of
employed. These include rating of employees on a scale, variance (MANOVA) and a sample of 64 non-academic
ranking of employees in relation to others, forced clerical employees, showed that employees who were under
distribution, paired comparisons, appraisal interview and high degree of role conflict expressed lower satisfaction with
appraisal of groups rather than individuals. Generally the their jobs than employees who were under low degrees of
method that will be employed will largely be determined by role conflict. However, a repeated measure analysis of
the nature of the jobs on which appraisal is being made, and performance rating failed to differentiate those who
what the appraiser seeks to ascertain. experienced high degree of role conflict from those who
experienced low degree of role conflict. They therefore,
1.4. The Link between Role Conflict, Job Satisfaction suggested that role conflict does not have any adverse effect
and Employee Performance on the performance of the clerical employees.
[9] posited that when the demands expected of an [17], using analysis of variance and multiple regression
individual within the organization are contradictory, technique, investigated the influence of role conflict on
confusing, ambiguous or inconsistent with each other, the satisfaction and performance among 161 hospital
individual will be in a state of role conflict and will professional personnel. The result showed that the role
experience stress, become dissatisfied with his job, and conflict affected the satisfaction of employees adversely.
 International Journal of Applied Psychology 2013, 3(6): 174-181 177

Individuals who were classified as being lowly satisfied who ere under high role conflict.
experienced more conflict in their jobs than their counterpart Turning to local sources, although observable situations in
who were more fairly satisfied. In the case off on-the-job Nigeria organizations have apparently shown the importance
performance, role conflict did not have any significant effect of the role theory and problems associated with role conflict,
on the individual performance of the employees. However, lack of research endeavours in this direction are quite
there was a significant interaction between role conflict and surprising. Most investigations have concentrated either on
job satisfaction in determining the performance of superior/subordinate conflict or management/union conflicts.
employees. Very few have bothered to address themselves to the
[18] in his examination of the influence of role conflict on problems that arise as a result of employees finding
employee satisfaction utilized 272 employees drawn from a themselves in between two or more opposing directives, or
Midwestern public utility. The analysis of variance receiving directives which either do not conform with their
(ANOVA) was used in the study. He concluded that there internal values, or lack adequate resources to accomplish the.
was no difference in the degree of role conflict experience on [23] investigated the influence of role conflict on
the job, between employees whose job characteristics were employee’s satisfaction, using 274 teachers randomly
more pleasant than employees whose jobs were less selected from 22 secondary schools. Employing the
interesting. chi-square statistics and the analysis of variance in the study,
[19] examined the relationship of role conflict to job the results revealed that there were significant differences
satisfaction and employee performance with 2995 between the degrees of role conflict experienced by teachers
employees of a hospital as sample. The results of the and the corresponding levels of job satisfaction expressed by
research, which employed correlation analysis, revealed that them. Thus, teachers who were more satisfied than others
role conflict was negatively related to job satisfaction perceived their jobs as having less conflict than the less
(r=-.54). In addition, the researcher also concluded that role satisfied teachers perceived theirs.
conflict was negatively related to on-the-job performance Furthermore, [24] in a research on the district councillors
(-.43). Based on these results, it could be said that and their jobs, examined the relationship between the role
organizational role conflict affects the satisfaction and conflicts experienced by them and their satisfaction with the
performance of employee adversely. councillor’s job. The research presumed that because the
Furthermore, [20], employing correlation and factor councillor’s job involves the execution of directives from the
analysis in his study, investigated the nature of the District Commissioner on one hand and the Emirs on the
relationship between role conflict and employee satisfaction other, that the incompatibility of these directives would
and performance. Subjects employed in the research were affect the satisfaction of the councillors in the process of
sales employees of a large industrial chemical company. The performing their duties. However, the result of the study was
researcher discovered that role conflict influenced the contradictory to the proposition of [24]. Role conflict failed
satisfaction of the employee negatively. This was as a result to show any real relationship with job satisfaction. In fact,
of the negative correlation (-.58) observed between the two the councillors reported preferring, to an extent, situations of
variables. However, no relationship was observed between conflict since it affords them the opportunity to “scheme”
role conflict and actual performance. from one position to another.
[21] examined the role of conflict on job satisfaction and Contrary to the above finding, however, [23] carried out a
performance of 142 managers of a large industrial study on the nature of role conflict and its relatedness to
organization. The role conflict of managers was measured employee’s job satisfaction, using Secondary Grammar
with the [4] role conflict scale. Job satisfaction, on the other School Teachers as sample. After the analysis of the data he
hand, was assessed with the [10] job satisfaction scale. The found that the role conflicts of teachers were significantly
performance of the managers was evaluated through negatively related to their various degrees of job satisfaction.
performance rating by their subordinates. The researchers Thus, teachers who were in less conflicting circumstances
concluded that ole conflict did not have any negative found their jobs more satisfying than teachers exposed to
influence on the job satisfaction of the managers. This was as high degree of conflicting directives.
a result of the insignificant correlation coefficient (r.13) [26] pursuing the relationship of role conflict to job
discovered between the two variables, similarly, role conflict satisfaction and performance further, undertook a
did not also affect the rated performance of the subjects. meta-analysis of forty three past studies in an effort to draw
On the other hand, [22] investigated the relatedness of role valid conclusions about the magnitude and direction of the
conflict to employee satisfaction and performance, using relationships. They concluded that the variance between
nursing aids and assistants of a university hospital as sample. studies was non significant and that the inconsistent results
The researcher discovered that employee who were more could be ascribed to lack of control of moderating variables
satisfied in their jobs were those who indicated being under such as organizational categories, education and tenure.
less conflicting situations. Also, in terms of overall In this regards, [27] looked at a particular type of role
performance, it was found that those who where under less conflict known as intersender role conflict. Subjects in the
degrees of conflict performed better than other employees research were full-time instructors of a university,
178 Iroegbu Manasseh N. et al.: Effect of Organizational Role Conflict and Job Satisfaction
on Performance in the Nigerian Customs Service: An Empirical Examination

categorized in terms of three career stages, viz – employees. They therefore concluded that since increase in
establishment, advancement and maintenance. The the values of the conflict types are associated with increase in
performance of the various subjects were determined job satisfaction, then, the role conflict types do not have any
through ratings by co-workers. The analysis of variance adverse effect on employees’ satisfaction with their jobs.
(ANOVA) was employed by the researchers in their analysis.
Results of the study showed that those in the advancement 1.6. Hypothesis
and maintenance stages experienced more intersender H1: There would be a significant effect of organizational
conflict in their jobs than those in the establishment stage. In role conflict on employee’s performance.
addition, they equally felt more satisfied with their jobs than H2: There would be a significant effect of job satisfaction
those in the establishment stage. The researcher therefore on employee’s performance.
concluded that intersender role conflict does not affect H3: There would be a significant interaction of
employee satisfaction. In terms of performance, no organizational role conflict and job satisfaction on
differences were observed between the means of employee’s performance.
performance ratings of individuals who experienced more
intersender conflict on their jobs than the others.
[28] examined the degree to which intersender conflict, 2. Methodology
person role conflict and role overload affected the
satisfaction of employees on their jobs. Subjects used in the 2.1. Participants
research were 210 employees drawn from a research and The sample used for the study were 103 customs officers
development organization. Employing analysis of variance chosen from the Department of Customs and Excise of
(ANOVA) in the analysis, the researcher found that subjects Nigeria. Further stratification was done assigning 60 to
had various levels of job satisfaction. Those who were highly various subject groups. The choice of this organization was
satisfied, however, did not indicate experiencing more unique because of the diverse and heterogeneous nature of
intersender conflict, role overload, pr person role conflict the jobs of the employee which provided a good basis for the
than employees lowly satisfied with their jobs. He therefore study organizational role conflicts.
concluded that the various role conflict types did not have
any effect on employee satisfaction. 2.2. Instruments
Also [29] investigated the relatedness of person role
Organizational role conflict was measured with the [4],
conflict and intersender conflict to employee satisfaction
Role Conflict Scale. The Scale is composed of 18 items
using 92 military officers as sample. The result showed that
scored in the likert form, with a few point scale of “very false”
the relationship between intersender conflict and job
(1) to “very true” (5). The reliability of the scale has been
satisfaction was insignificant (r=.03). Similarly, the
established as 85 [4]. A high score indicates high role
relationship of person role conflict to employee satisfaction
conflict and vice versa. Job Satisfaction was assessed with
was equally low and insignificant. The researcher therefore
the Smith, [25] Job descriptive index. The scale has 72 items
suggested that high degree of intersender conflict and person
scored in form of yes, No or neutral. A high score indicates
role conflict are not necessarily associated with reduced job
high job satisfaction and a low score low job satisfaction.
satisfaction.
The reliability of the scale has been established as [23b].
[30] studied the influence of intersender conflict, role
Performance of subjects on their jobs was assessed by
overload, and person role conflict on the satisfaction of
asking senior employees under whom the various subjects
employees drawn from a government research and
worked to assign marks to them in terms of their individual
development organization. The analysis of variance
levels of performance in relation to others. The objectivity of
(ANOVA) and multivariate analysis of variance (MANOVA)
the raters was seriously solicited for, on the grounds that it
were used in the data analysis. The result showed that
had nothing to do with employee’s advancement and future
employees who were poorly satisfied with their jobs did not
growth in the organization. Furthermore, the fact that
differ from those who were highly satisfied in their
subjects were not aware that their performances were being
experiences of intersender conflict, role overload and person
rated also helped to improve objectivity.
role conflict. The researcher therefore concluded that the
The performance evaluation were made on a 5-point likert
three conflict types might be inherent in the job in varying
scale, with an assigned mark of “1” indicating poor
degrees, but that they certainly do not have any adverse
performance and an assigned mark of “5”indicatinf high
effect on an employee’s level of job satisfaction.
performance, thus:
[31] examined the relationship between the various types
of role conflict and the job satisfaction of employees, while
controlling the moderating effect of organizational level.
Subjects were professors and associate professors. The result
showed that intersender conflict, role overload and person
role conflict all correlated positively with the satisfaction of
 International Journal of Applied Psychology 2013, 3(6): 174-181 179

Table 1. Summary of results of a two-way ANOVA calculated to determine the combined effects of organizational role conflict and job satisfaction, on
employee performance

SOV SS DF MS FO FC P COMMENT
Organizational role conflict 5.9 1 5.9 4.9 4.02 <.05 Significant
Job Satisfaction 4.05 2 2.03 1.7 3.17 >.05 Not Significant
Interaction .54 2 .27 .22 3.17 >.05 Not Significant
Error 62.31 54 1.2
Total 72.8 59

Marks of subjects belonging to a particular group were (4.02), and reached statistical significance. This means that
then cumulated and compared with marks of subjects in the degree of role conflict influenced the performance of
other groups – to see whether differences in performance employees in their jobs.
scores would be a function of the combined effect of the
degree of role conflict and the level of job satisfaction of the 3.2. Table 2
various groups. Table 2 shows the means of the performance of
individuals in the various conditions. From the table, it is
2.3. Procedure observed that the group with the highest mean score was
The battery of test was administered to the subjects, at those who were moderate in job satisfaction and low in role
their office through the use of simple random sampling, conflict. This implies that employees in this group were seen
pieces of papers marked “yes and No” were picked by the as better performers than employees in the other five
participants and those who picked “Yes” were administered conditions.
the battery of test. Table 2. Means of the Performance of Employees in the Various Group

2.4. Design/Statistics Job Satisfaction

The design employed in this study was a 2 x 3 factorial HIGH MODERATE LOW
design, having two independent variables (Role Conflict and 2.85 3.63 3.09
Job satisfaction) and one dependent variable (Performance). (N=7) (N=11) (N=11)
3.7 4.18 3.66
2.5. Statistics (N=11) (N=11) (N=11)
A two way analysis of variance for unequal sample sizes
was used for the purpose of data analysis. The F test was 3.3. Discussion
used to test the significance levels of the results of the Furthermore, the calculated F ratio for organizational role
hypothesis. conflict reached statistical significance. This implies that
organizational role conflict had a significant impact on the
performance of employees within the organization. This is
3. Results possible if it is recalled that organizational role conflict has
to do with situations of conflicting directives, or the giving of
3.1. Table 1
directives without adequate materials or time for their
Table 1 shows the result of the hypothsized interaction execution. In such instances, employee would be confused as
between organizational role conflict and job satisfaction in to what action to carry out since they are not allowed to
influencing the performance of employees on their jobs. employ their directions in the course of their duties.
From the table it is seen that the calculated F ratio (.22) for Therefore, time wasted in trying to clarify issues stagnates
the interaction between role conflict and job satisfaction fell the work, and subsequently affects performance. In addition,
below the critical value of (3.17) at p<.05. This means that when materials necessary to execute a job are either lacking
the two variables do not act jointly in influencing the or inadequate, as is common in many governmental
on-the-job performance of the employee in the various organizations, employees executing the jobs would be
groups. handicapped and this will equally affect their performance.
Similarly, it was discovered that the calculated F ratio (1.7) This finding is completely in line with the findings of [15].
for job satisfaction failed to reach statistical significance at They found that employees who experienced lesser degrees
p<.05. This means that the various levels of job satisfaction of role conflict were rated as better performers than
of employees did not have any real influence on their employees under high degree of role conflict. Based on this,
performance in the organization. they concluded that since a high degree of role conflict leads
Furthermore, it was observed that the calculated F ratio to reduced performance, its preponderance in the
(4.9), for organizational role conflict, exceeded the critical F organization should be curtailed or completely eliminated.
180 Iroegbu Manasseh N. et al.: Effect of Organizational Role Conflict and Job Satisfaction
on Performance in the Nigerian Customs Service: An Empirical Examination

The findings is important in that it has showed that 4. As much as possible, directives, instructions and
organizational role conflict is a factor contributing to the guidelines should be made as clear as possible, with no
poor performance of employees in any organization. For a contradictions and confusions to forestall delays in job
country like Nigeria, where performance level in many execution.
organizations are dropping, a critical examination of role
conflict existent in such organization is a necessary step
towards their elimination in order to improve overall
performance of employees.
On the contrary, the calculated F ratio job satisfaction, as REFERENCES
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