The purpose of this study was to examine how on 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 rote 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.