The purpose of this study is twofold: one is to investigate the relationship between individualism-collectivism orientation and conflict resolution modes; the other is to see if individuals change their conflict resolution modes according to the conflict contexts: conflict with in-group colleagues, conflict with out-group members, and conflict with supervisors. The major findings obtained from a statistical analysis are as follows; (1) individuals high on individualism score tend to use more dominating strategy, while individuals high on collectivism score tend to use more obliging strategy. However, there is no difference in integrating, compromising and avoiding strategy according to individualism-collectivism orientation. (2) individuals high on individualism scale tend to maintain consistently their conflict resolution modes even in different conflict situations, although individuals showing high collectivism tend to use more obliging and avoiding strategy when faced with supervisors than when faced with colleagues. (3) individuals high on both individualism and collectivism scores tend to use actively all kinds of conflict resolution modes. In contrast, individuals low on both individualism and collectivism scores tend to use less any strategy of conflict resolution. And individuals high on both individualism and collectivism scores tend to shift easily their conflict resolution modes according to conflict situations.