This study examines the relationship between leadership style and the effectiveness of conflict resolution within organizational settings, drawing on empirical evidence from a survey conducted among 200 employees across private, public, educational, and service sectors. The demographic profile of respondents included a predominantly female workforce, diverse professional backgrounds, and a broad age distribution, enabling a comprehensive analysis of workplace dynamics. Findings reveal that democratic leadership is the most preferred style among employees, while authoritarian and liberal approaches receive considerably lower support. Conflicts were reported to occur mainly among employees and between staff and management, with communication gaps, unequal distribution of responsibilities, and motivation-related issues identified as the primary causes. Conflict resolution practices within organizations rely predominantly on negotiation, although managerial neutrality and inconsistent intervention remain notable concerns. The results demonstrate that leadership style significantly influences not only the frequency and nature of conflicts but also employees’ willingness to engage in open dialogue and their perceptions of fairness in the conflict resolution process. Moreover, qualities such as fairness, active listening, emotional stability, and team-building capacity were identified as essential leadership competencies that contribute to the prevention and constructive management of conflicts. The study highlights the need for leadership development initiatives and organizational policies that strengthen communication, fairness, and participatory decisionmaking to enhance conflict resolution effectiveness.