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This work provides a comprehensive guide to researchers in the field of Industrial and Organizational Psychology. The study sought to investigate the influence of supervisors conflict management style and their causal attribution on employee workrelated outcomes such as organizational commitment and turnover intentions.In addition,the interactive effect of conflict management style and causal attributions on these workrelated outcomes was also examined. However, no significant difference was found in organizational commitment of employees as far as the conflict management style of their supervisors was concerned. Again, the causal attribution of supervisors was not found to affect employees organizational commitment and their turnover intentions. Finally, conflict management styles were not found to interact with causal attribution style to affect employees workrelated outcomes. It was concluded among other things that supervisors causal attribution style do not have a stronger effect on their employees work outcomes while their conflict management styles affected only employees turnover intentions.
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