Generally, conflict is considered normal in personnel interaction at the workplace. Normally, it is conceptualized as destructive, but how conflict is dealt with determines whether it is productive or counterproductive. Employee negative and positive outcomes depend upon the efficient handling of conflict by conflict management at the workplace. This study investigates the role of conflict management styles and their impact on employee work-related attitudes, e.g., job satisfaction and turnover intention. This study has been carried out in public universities of Sindh Province, including the University of Sindh, Mehran University of Information and Technology and Liaquat Medical College. 150 questionnaires were used to derived results. The questionnaires were distributed to faculty members of universities. Results demonstrate that if supervisors at the workplace exercise dominating management style, employees feel psychological withdrawal from work, e.g., Turnover Intentions; however, employees are more satisfied with supervisors who demonstrate a compromising conflict management style. This study contributes by providing comprehensive detail on how conflict management styles affect employee work attitudes and an in-depth study on how supervisors/bosses make strategies that positively impact employee work attitudes.

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