05/08/2025
Maritime Research and Technology
Vol 4, No 1 (2025)
https://apc.aast.edu/ojs/index.php/MRT/issue/view/86/showToc
Gender-responsive governance and conflict management practices in selected maritime higher education institutions in the Philippines: basis for the development of the training plan PDF
Niño Elson O. Salabas, Sylvino V. Tupas
DOI: https://dx.doi.org/10.21622/MRT.2025.04.1.1111
Abstract
Purpose: This study aims to examine the relationship between gender-responsive governance and conflict management practices, with a focus on how school leaders handle conflicts across various domains—competing, collaborating, compromising, avoiding, and accommodating. The analysis considers the key variables, including age, gender, length of service, and educational attainment. Based on the findings, a Gender-Responsive Governance and Conflict Management Practices Enhancement Training Program will be designed to address identified gaps and challenges effectively.
Methods: This study utilized a descriptive-correlational research design with a quantitative approach to examine gender-responsive governance and conflict management practices among selected Maritime Higher Education Institutions (MHEIs) in the Philippines. A total of 73 school leaders from various MHEIs participated in the study. Data were collected using two questionnaires: the first, based on the Gender Responsiveness Governance Tool developed by USAID, assessed the level of gender-responsive governance; the second, adapted from the Thomas-Kilmann Conflict Mode Instrument (TKI), evaluated the conflict management practices of the respondents. The data were analysed using statistical methods, including mean, standard deviation, t-test for independent samples, One-Way Analysis of Variance (ANOVA), and Pearson’s correlation coefficient (r).
Findings: Results revealed that respondent’ level of gender-responsive governance according to age, gender, length of service, educational qualification, and management level was “high.” Generally, the topmost management practice of the respondents was collaborating except those respondents with shorter length of service (adopted compromising style); those with bachelor’s degree (adopted compromising style); and those with doctorate degree (adopted competing style). Statistically, no significant difference existed in the level of gender-responsive governance of the respondents when grouped and compared according to age, gender, length of service, educational qualification, and management level. Moreover, result showed a significant but weak to moderate degree of relationship between gender-responsive governance and conflict management practices of the respondents. In other words, respondents’ gender-responsive governance was, to some degree, reflective of their conflict management practices.
Research Implications: The findings of this study underscore the importance of gender-responsive governance and its integration with conflict management practices in organizations. Despite no statistically significant differences based on demographic characteristics such as age, gender, length of service, educational qualification, and management level, the study highlights that a strong commitment to gender equality is a pervasive feature across diverse respondent groups. This suggests that gender-responsive governance principles are universally embraced by management, regardless of these variables. Besides, finding implies that fostering a gender-responsive environment may enhance the effectiveness of conflict resolution strategies, as inclusive decision-making processes that prioritize collaboration and fairness are more likely to lead to positive outcomes. Future research could explore deeper into how various conflict management styles, particularly the collaborating style, influence gender equality and fairness in the workplace. Additionally, further investigation could examine how specific demographic factors—such as length of service or educational qualifications—may influence the adoption of particular conflict management styles, even when their effect on gender-responsive governance appears neutral.
Practical Implications: Practically, the findings suggest that organizations can benefit from promoting gender-responsive governance practices across all management levels, as these practices contribute to creating an inclusive, fair, and equitable workplace. The strong preference for collaborative conflict management among respondents indicates that encouraging open, inclusive dialogue can resolve workplace conflicts more effectively, which is particularly important in diverse work environments where gender equality is a priority. Organizations could consider training programs that emphasize both gender-responsive governance and collaborative conflict resolution techniques. Such programs would help leaders develop the skills necessary to address conflicts with a mindset that prioritizes fairness and inclusivity, benefiting both men and women in the workplace. Furthermore, even though no significant differences were observed in relation to respondents' personal characteristics, understanding how demographic factors might influence management practices could assist in tailoring strategies to address potential barriers to achieving gender equality and conflict resolution in the workplace. Incorporating these insights into organizational practices will not only foster better conflict management but also enhance overall workplace harmony, leading to improved employee satisfaction and retention.
