Sahel International Journal of Administration and Governance (SIJAG)
Alternative Dispute Resolution Strategies and Employee Performance in Selected Universities in North-East Nigeria
Sharifa Saidu — Adamawa State University Mubi
Itodo John Itodo — Department of Business Administration and Entrepreneurship, Faculty of Administration and Management Sciences, Adamawa State University, Mubi, Nigeria
* Corresponding author
Sahel International Journal of Administration and Governance (SIJAG) · Vol. 1 No. 2 (2026)
· pp. 24-31
Published 18 October 2026
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Published 18 October 2026
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Abstract
This study examined Alternative Dispute Resolution (ADR) strategies and employee performance in selected Universities in North-East, Nigeria. Specifically, the study investigated the effects of Neutrality Dispute Resolution and Collaborative Law Dispute Resolution. A descriptive survey research design was adopted for the study. Where the population comprised staff of selected universities in North-East Nigeria. Data were collected through a structured questionnaire administered to respondents. A total of 426 questionnaires were distributed, 389 were returned, while 379 valid questionnaires were retained for analysis. Data obtained were analyzed using multiple regression analysis with the aid of Statistical Package for Social Sciences (SPSS) version 20.0. The findings revealed that Neutrality Dispute Resolution had a positive and significant impact on employee performance. Collaborative Law Dispute Resolution also exerted a positive and significant influence on employee performance. The study concluded that effective dispute resolution strategies significantly enhance employee performance by promoting fairness, cooperation, trust, workplace harmony, and organizational effectiveness. The study recommends that university management should strengthen collaborative dispute resolution mechanisms, institutionalize impartial conflict resolution procedures, engage qualified experts in dispute settlement, provide regular training for mediators and conciliators, increase awareness of alternative dispute resolution mechanisms, and establish dedicated dispute resolution units within universities. These measures will contribute to improved employee performance and institutional productivity. Keywords:
Keywords: Alternative Dispute Resolution, Collaborative Law, Employee Performance, Neutrality, Universities