Alternative Dispute Resolution (ADR) is a mechanism designed to resolve disputes in a non-adversarial manner. In a typical workplace, disagreements are inevitable due to the diversity of the workforce, not just demographically, but also in terms of their work behavior, career goals, etc. Nonetheless, as long as disagreements are kept subtle and do not jeopardize working relationship, they are manageable. The key is to understand the cause of disputes and find ways for quick resolution in a peaceful and win-win manner. When disputes are left unresolved, they tend to escalate, leading to a hostile working environment and ultimately affecting performance. Thus, the purpose of this research is to examine the views and preference of the line managers in using ADR to resolve workplace disputes. The line managers are used as respondents since they are the management team closest to the employees and thus, have direct influence in setting the general climate of employee-employer relationships at the operational level. For this study, the line managers work experience is used as a moderating variable. A total of 200 questionnaires have been distributed. The result shows that although the majority of these line managers lack knowledge on the full spectrum of ADR possibilities, they still prefer ADR over the litigious resolution method traditionally adopted by the industry. The findings are beneficial for organizations that are currently operating, or are planning to invest, in an economy and industry that possess similar industrial relations scenario.
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