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This paper aims to reveal the effects of birth order in decision-making style, conflict handling style and propensity for participative decision-making. The intention is to open the perspective of birth order research in organizational studies, as an important individual difference of managers.

A survey was conducted with 230 managers from different industries in Kosovo. Self-report measures were used for decision-making style, conflict handling style and participatory decision-making constructs.

Results indicate that only children are more avoidant and spontaneous decision-makers. Firstborns are rational in decision-making and prefer problem-solving in conflict handling. Middleborns are intuitive decision-makers and use compromising in conflict handling. Lastborns make decisions rationally and use both compromising and problem-solving in conflicting situations. In addition, lastborns appeared to have a more positive attitude toward participative decision-making, followed by middleborns, firstborns and only children.

Birth order affects managers’ behaviors in decision-making and conflict situations. Relationship dynamics in sibships are reflected in organizational settings, affecting how people behave in decision-making and conflict handling.

To the best of the authors’ knowledge, this is the first study to attest how birth order influences the ways managers make decisions, handle conflicts and involve others in decision-making. As birth order cannot be changed, such knowledge is critical.

This paper aims to investigate the relationship between conflict handling styles (CHS) of business managers in their entrepreneurial intentions (EI). The business manager’s propensity to become entrepreneurs is a relatively unexplored area of research. The relationship between conflict handling style and entrepreneurial intention is under-researched, particularly in a developing country like Kosovo.

A self-report questionnaire containing measures of conflict handing style, entrepreneurial intention and demographics was delivered to business managers in Kosovo.

Forcing style has a positive and statistically significant relationship with entrepreneurial intention. Yielding, compromising, problem solving and avoiding have weak and insignificant effects on EI.

The relationship between conflict handling styles of managers and their entrepreneurial intention is investigated. No situational, organizational or environmental factor was considered influencing this relationship.

Conflict management is important in predicting the entrepreneurial intention of managers. Organizations should design human resource interventions aimed at effective team composition and employee retention to ensure performance.

This is the first study to investigate the relationship between conflict handling style and entrepreneurial intention using a manager sample. Furthermore, it is the first study of conflict handling styles and entrepreneurial intention of managers in Kosovo.