The Effect of Conflict Management and Interpersonal Communication on SPPG Employee Performance with Social Support as a Moderating Variable

Much. Riyadus Solichin; Parmin Parmin

doi:10.55681/economina.v5i8.3956

Authors

Much. Riyadus Solichin Putra Bangsa University, Kebumen, Indonesia
Parmin Putra Bangsa University, Kebumen, Indonesia

DOI:

https://doi.org/10.55681/economina.v5i8.3956

Keywords:

Conflict Management, Interpersonal Communication, Social Support, Employee Performance

Abstract

This study examines the effect of conflict management and interpersonal communication on SPPG employee performance, and tests the moderating role of social support. The sample consisted of 115 SPPG employees across the districts of Kebumen and Cilacap, selected using purposive sampling. The instruments were adapted from the Thomas–Kilmann Conflict Mode Instrument (TKI) for conflict management, a Communication Competence Scale for interpersonal communication, a Workplace Social Support Scale for social support, and Koopmans et al.'s Individual Work Performance Questionnaire (IWPQ) for employee performance. The data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The findings show that conflict management has a positive and significant effect on employee performance, interpersonal communication has a positive and significant effect on employee performance, social support has a positive and significant effect on employee performance, and social support significantly moderates the effect of conflict management on performance, but does not moderate the effect of interpersonal communication on performance. Managerially, SPPG management should strengthen collaborative conflict-handling styles and build a sustainable workplace social support network to sustain cross-functional performance.

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