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The purpose of this study was to examine how an organization's response to conflict affected the amount and intensity of future conflict and negative work outcomes. In this cross-sectional study of 3,374 government service workers, bivariate correlations and multiple regressions revealed associations between managers' conflict-handling style (CHS) and indicators of productivity and conflict ratings. As managers' use of the forcing CHS increased, the rate of accidents, absenteeism, and overtime increased. However, a path analysis showed that the relationship between CHSs and negative work indicators disappeared when the amount and intensity of conflict was held constant. Implications for social work are discussed.
Sarah R. Meyer (Wed,) studied this question.