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Based on our formulation of a three‐dimensional model of conflict issues (Gain/Loss, Right/Wrong, and Correct/Incorrect), we attempted to examine a structure of issues and their relationships with the conflict concerns and the use of resolution strategies. Having Japanese business employees rate their organizational conflicts, we verified the three‐dimensional structure of conflict issues. Further, the structural equation analysis revealed the Correct/Incorrect issues evoked the concern for group performance, which in turn encouraged collaborative strategies; Right/Wrong issues evoked the concern for group order, which instigated confrontational strategies; and Gain/Loss issues evoked the concern for personal interest, which prompted avoiding strategies. Thus different types of conflict issues evoked different response strategies. Our findings implied that the management of issues contributes to constructive settlement of organizational conflicts.