The conflict is a sense of struggle between two or more independent individuals who believe that there are irreconcilable differences present in beliefs, values and goals or who differ in preferences for self-esteem, control and connectivity (Wilmot and Hocker, 2011). The reason for the presence of the conflict depends on the nature of the conflict. Specifically, it can be task conflict, relationship conflict and/or process conflict which has different effect on intragroup processes (Behfar i sur., 2011). Conflict outcome depends on different conflict resolution styles engaged by individuals when dealing with conflict. Taxonomy of styles varies among theorists, but the most famous is the one introduced by Thomas (1976). In his reinterpretation of Blake and Mouton’s theory, Thomas believes that group intentions (such as cooperativeness and assertiveness) can be classified into five types of conflict resolution: competition, avoidance, adaptation, cooperation and compromise; which can be distributed along two fundamental dimensions: care for themselves and care for others (Rahim, 1983, as cited in Rahim and Magner, 1995). The presence of the conflict and styles of handling conflicts affect the employees' perception of organizational atmosphere based on four main dimensions: trust, cohesion, openness in communication and respect (Jehn i Mannix, 2001). Groups becoming central unit of the organizations and more diverse in a number of dimensions (age, sex, vocation, internship) has certain consequences. However, research results regarding direction of the group diversity impact on group processes in the workplace are inconsistent. Therefore, the aim of this study was to examine the relationship between the type of conflict, conflict resolution styles and atmosphere, as well as their correlation with various variables (age, gender, internship). To investigate these relationships, the following measuring instruments were used: Process Conflict Scale, The Conflict Style Questionnaire and Group Atmosphere Scales. Also, psychometric properties were examined for the three measuring instruments because they haven't been used on the Croatian sample before this research, so it was obtained that reliability of items on every scale is good, three-factors structure on PCS as well as on CSQ, and one-factor structure on GAS. The study involved 108 professors (40 men and 68 women) from three different integrated Universities in Croatia (Zadar, Pula and Dubrovnik). Regression analysis shows that the relationship conflict and cooperation and compromise are significant predictors of the atmosphere, in the way that lowering perception of the atmosphere goes with the increasing of this conflicts and less frequency of using this style. Finally, Pearson's correlation coefficient shows similar relations between conflict resolution styles on the one side, and the types of conflicts and the atmosphere on the other side, but in this case every type of conflicts is in negative correlation with group atmosphere, it means that lowering perception of the atmosphere goes with the increasing of those conflicts. In terms of relationships with other variables included in this study, it was obtained low negative correlation between internship and cooperation and compromise, as well as avoidance and adaptation. It means, people with more experience rarely use those styles. Also, sex is obtained such a significant determinant of using compromise and cooperation, it means that women more often use this style than men.