ABSTRACT
This chapter investigates the relationships of effective conflict management strategy and less effective conflict management strategy to the three components of job burnout. Data for the study were collected from a collegiate sample of 869 employed MBA and undergraduate students. A Multivariate Analysis of Covariance analysis showed that respondents who used effective conflict management strategy reported lower job burnout than those who used less effective strategy. The chapter discusses implications for management, limitations, and directions for future research. One factor that has an important impact on the effective management of organizational conflict is the style employees use to handle conflicts they are involved in. Job burnout is a syndrome of physical and mental health caused by prolonged exposure to stress involving emotional responses. People who work in human services, such as nursing, emergency and trauma, and police services are susceptible to higher job burnout than others.
