This study examined the influence of employee voice, intention to quit, and workplace conflict resolution management in FUGAZ banks in Delta State, Nigeria. The study was motivated by increasing concerns about organizational communication breakdowns, unresolved workplace disputes, and high employee turnover within the Nigerian banking sector. Four Researcher questions were asked with the embodiment of variables for the study which led to the development of fur hypotheses. The descriptive survey research design was adopted, with a population of 741 bank employees across the selected banks. Using Yamane’s sample size determination and a proportionate stratified sampling technique, a sample size of 260 was derived. Out of the 260 questionnaires distributed, 233 were correctly filled and returned, representing a response rate of 90%. Data were analyzed using descriptive statistics, Pearson correlation, and multiple regression techniques. Findings revealed that promotive voice, prohibitive voice, and openness in communication had significant positive effects on workplace conflict resolution management, while intention to quit showed a significant negative effect. The regression model explained 82.3% (R² = 0.823) of the variance in workplace conflict resolution management, confirming the strong predictive power of the independent variables. Promotive voice (β = 0.347, p < 0.05), prohibitive voice (β = 0.371, p < 0.05), and openness in communication (β = 0.339, p < 0.05) emerged as strong predictors of effective conflict resolution. Conversely, intention to quit (β = -0.052, p < 0.05) significantly and negatively impacted conflict resolution efforts, suggesting that employees contemplating exit are less engaged in resolving workplace issues. From the findings recommendations made include promoting open and safe communication environments, strengthening leadership responsiveness to employee input, and implementing strategic retention measures to lower turnover intentions.
Keywords: Promotive Voice; Prohibitive Voice; Openness in Communication; Intention to Quit; Workplace Conflict Resolution Management
