MODERATING EFFECT OF PROACTIVE PERSONALITY ON THE RELATIONSHIP BETWEEN DOMINATING CONFLICT -HANDLING STYLES AND EMPLOYEES’ PERFORMANCE IN PUBLIC UNIVERSITIES OF NORTH-WESTERN NIGERIA.

Abstract

Conflict is a recurring aspect of organizational life, with significant implications for employee performance. This study investigates the effect of the dominating conflict-handling style on employee performance and examines the moderating role of proactive personality, focusing on public universities in North-Western Nigeria. Grounded in Dual Concern Theory, the study posits that individual proactivity influences the effectiveness of conflict strategies in shaping performance outcomes. Using a quantitative, cross-sectional design, data were collected from academic and non-academic staff across selected federal and state universities via standardized questionnaires. Analysis using Partial Least Squares Structural Equation Modelling (PLS-SEM) showed that the dominating style significantly influences performance, while proactive personality (PP) emerged as the strongest direct predictor. Importantly, PP significantly moderated the DOM–performance link, suggesting that proactive individuals manage conflict more constructively. The study recommends conflict management training tailored to personality traits, promotion of proactive behaviors in recruitment and development, and a move away from one-size-fits-all conflict resolution. Theoretically, it integrates personality into conflict–performance models; practically, it underscores the importance of context-sensitive, personality-aware conflict management in educational settings.