• Korean Journal of Social Welfare Studies
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• v.47 no.3
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• pp.161-185
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• 2016

This study set out to investigate relationship between work-family conflict and depression and especially moderating effect of work-family facilitation. Data came from Korean Longitudinal Survey of Women and Family 2012. The final sample size was 2,716 married employed women in South Korea. Analysis methods were multiple regression analysis. The major findings of this study are as follows. First, married employed women showed more higher level of work-family facilitation than work-family conflict and work-family facilitation correlated with work-family conflict positively. Second, work-family conflict affected significantly depression. Third, work-family facilitation moderated significantly the relationship between work-family conflict and depression. The limitations and implications of the findings from this study were discussed with respect to further studies.

• The Journal of the Korea Contents Association
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• v.20 no.11
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• pp.101-109
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• 2020

This study sought to find out the impact of conflicts in social welfare organizations on job performance and to find out the effects of controlling participatory decision-making in their relationships. To that end, a survey was conducted on workers at social welfare centers in Seoul, Gyeonggi Province and Chungcheong Province, and 360 copies were finally used for analysis and Correlation and hierarchical regression and statistical significance analysis of the adjustment effects were performed. As a result, conflicts within the organization, job performance, and participatory decision-making showed a negative correlation, and as participatory decision-making in the relationship between conflict within the organization and job performance showed a controlled effect, the impact of conflicts within the organization on job performance was reduced. These results suggest that participatory decision-making can alleviate conflicts within an organization and at the same time increase job performance. Based on this, the following suggestions were proposed: They include conflict management strategies in the guidelines for social welfare subjects, establish guidelines for conflict management, provide training for workers, engage workers in employee evaluation and compensation system development, and operate permanent organizations such as the Conflict Handling Committee after investigating conflicts within social welfare organizations.

• Korean Journal of Social Welfare
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• v.68 no.4
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• pp.5-24
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• 2016

The purposes of this study were to investigate how ageism and age integration influence the perception of intergenerational conflict for each age group, and to seek alternatives to decrease intergenerational conflict. Study participants were divided into three groups based on their age: adolescence, middle age, and old age groups. For each group, the effects of ageism and age integration related variables on intergenerational conflict were examined using regression analysis. The results showed that there was no specific difference on the perception of intergenerational conflict by three different age groups; however, there were differences on influencing factors to explain the perception of intergenerational conflict. Among those factors, especially, the severity of the perception of age discrimination, which is one of ageism related variables, influenced the perception of intergenerational conflict for all age groups. That is, the more people perceived the severity of age discrimination, the more people perceived intergenerational conflict. The findings of this study are meaningful because this study revealed ageism and age integration could be causes to trigger intergenerational conflict.

• Journal of Digital Convergence
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• v.19 no.1
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• pp.285-293
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• 2021

Politics and conflicts within organizations are natural phenomena found in any type of organization, affecting organizational outcomes and output variables. Nevertheless, there are not many previous studies on politics and conflict within nursing organizations. Therefore, in this study, we would like to analyze how the internal politics and conflicts, which have been excluded from the previous studies related to nursing organizations, affect the quality of communication between nurses. Data were collected from 310 nurses in an university hospital. Using SPSS21, the data were analyzed by descriptive statistics, Pearson's correlation analysis, and multiple regression analyses. As results of the analyses, the organizational politics and relationship conflict have negative effect on the quality of vertical and horizontal communication, and task conflict has a positive effect on them. Organizational politics and relationship conflict have negative effects on quality of formal communication. Organizational politics and conflicts did not significantly affect the quality of informal communication. These results suggest that active, managerial efforts should be executed to overcome the negative effects of organizational politics and emotional conflicts among nurses. Furthermore, empirical research on organizational politics and conflicts within nurses organizations should be expanded.

• The Journal of the Korea Contents Association
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• v.11 no.8
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• pp.365-377
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• 2011

In conclusion, the systemic environment was shown that negative environment was being created to deepen conflict, and the conflict processes could be changed in either positive or negative directions by the psychological environment and psychological resolution mechanisms proposed afterward. As the result that the psychological environment was improved into aggressive mood with constant communication effort with the interested parties, the psychological resolution mechanism was also presented in the suitable forms of aggressive communication. On the contrary, if developed psychologically negative environment, the psychological resolution mechanism was also negatively affecting the conflict processes with dogmatic and consistent response rather than flexible response suitable to the situations.

• Journal of Digital Convergence
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• v.16 no.1
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• pp.177-186
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• 2018

The purpose of this study was to examine the influence of Inter-Parental Conflict(IPC) on the Mental Health(MH) of 2nd grade high school students and verify the mediating effects of Resilience. Data collected from 730 students in Daejeon and Chungcheong region was analyzed by descriptive statistics, t-test, one-way ANOVA, hierarchical analysis and correlation analysis using SPSS 18.0. As the results, 1. a significant difference was observed in the IPC, MH, and resilience depending on the socio-demographic variable. 2. resilience showed mediating effects on the process where IPC influenced MH. The implication and limitations of the study also was suggested for MH of adolescents with follow-up study.

• Korean Journal of Family Social Work
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• no.54
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• pp.7-39
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• 2016

This study aimed at examining the effects of the environmental aspects of work-family role conflict on child-rearing attitudes of working mothers. To accomplish study purpose, 267 working mothers were asked to fill out the survey questionnaires. The research results were as follows. First with regards to the effects of both direction of work-family role conflict on child-rearing attitudes of working mothers: the work interference with family conflict was negatively related to affectionate child-rearing attitudes of working mothers; the work interference with family conflict was positively related to rejection child-rearing attitudes and control child-rearing attitudes of working mothers; and the family interference with work conflict was negatively related to autonomic child-rearing attitudes of working mothers. Second, in terms of the effects of the three types of work-family role conflict on child-rearing attitudes of working mothers: the work family strain-based conflict was negatively related to affectionate child-rearing attitudes of working mothers; the work family strain-based conflict was positively related to rejection child-rearing attitudes and control child-rearing attitudes of working mothers; and the family work strain-based conflict was negatively related to affectionate child-rearing attitudes and autonomic child-rearing attitudes of working mothers. Based on these results, suggestions and implications were provided.

• Journal of Navigation and Port Research
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• v.44 no.4
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• pp.312-318
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• 2020

The purpose of this study was to activate marina development by empirically analyzing the development determinants of the marina, to provide the basic date for the effective implementation of 'the 2nd Marina Port Basic Plan' and marina industrial development. To accomplish the study goal, the survey was conducted with 356 locals residing in five marina development regions of three districts. The factors relative to the marina development included general characteristics such as age, income level, interest group, residential area, and the reasons of conflicts such as collectivism, exclusion from the development process, and the environmental problems. The marina development pros and cons (approval or opposition) and marina development conflict types (profit or value conflict) were used as the dependent variables. The following results were obtained by using the SPSS 25.0 statistical program to perform the technical statistics, factor analysis, reliability analysis, and logistic regression analysis. First, as a result of analyzing the marina development pros and cons, age, income level, interest group, residential area, and residence period among demographic characteristics were significant. Second, the factors of collectivism and exclusion of development process among the causes of conflict were significant. Third, age, income level, and residential area among demographic characteristics were significant factors.

• 한국경영정보학회:학술대회논문집
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• 2007.06a
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• pp.713-718
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• 2007

현대 기업에서 정보시스템은 기업활동의 필수적이고 기본적인 요소로 인식되고 있으며 그 중요성은 점점 더 높아지고 있다. 정보시스템은 기업의 각 요소를 유기적으로 연결하여 기업의 목적이나 목표를 달성하기 위해 사용 되고 있다. 정보시스템의 도입이 이런 목표나 목적을 달성하고 있는지 살펴보기 위해 정보시스템의 품질과 조직 성과에 관한 많은 연구들이 이루어져 왔다. 조직행동론 분야에서 '조직내 갈등'이 조직성과에 직 간접적으로 영향을 미치는 것으로 나타나고 있다. 조직내 갈등은 '과업적 갈등'과'감정적 갈등'으로 나눌 수 있으며, 이들은 매개변수나 조절변수로서 조직 성과에 영향을 주고 있다. 하지만 정보시스템의 품질과 조직의 성과에 관계에 대한 많은 연구가 이루어진 반면 이들 관계에 있어 갈등의 역할에 대한 연구는 부족한 실정이다. 본 연구는 정보시스템의 품질과 조직원 성과관계에서 갈등의 역할에 초점을 맞춰 연구를 진행하였다. 이를 위해 근로자 300인 이상인 기업에 근무하는 사무직 근로자를 대상으로 설문 조사를 실시하고, PLS(Partial Least Square) 방법을 사용하여 분석을 실시하였다.

• Proceedings of the Korea Society for Industrial Systems Conference
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• 1998.10a
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• pp.461-477
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• 1998

최근 기업들은 과거처럼 양적 성장위주의 경영관리체제에서 벗어나 변화하는 경영환경에 부합사는 새로운 변신을 강력히 추진하는 전력도구로서 아웃소싱을 점차 고려하고 있다. 이러한 정보기술 아웃소싱의 성공과 실패를 결정짓는 중요한 요소중의 하나는 벤더(vendor)와 클라이언트(client)간의 힘의 균형관계다. 본 연구는 벤더와 클라이언트간의 힘의 균형관계가 아웃소싱계약의 엄격성 정도와 갈등관계에 미치는 영향과 계약의 엄격성 정도가 갈등에 영향을 주는 정도를 조사했다. 실증분석결과 첫째, 힘의 균형과 갈등관계에 있어서는 정보력 불균형이 서비스 질 문제갈등과 이윤문제갈등에 부(-)의 영향을 주며, 준거력 불균형이 이윤문제 갈등에만 부(-)의 영향을 주는 것으로 나타났다. 둘째, 힘의 균형과 계약의 엄격성 정도에 있어서는 정보력불균형이 계약수정정도 및 도구개발정도, 전제내용기술정도 모두에 각각 부(-) 의 영향을 주며, 준거력 불균형 또한 계약수정정도 및 도구개발정도, 전제내용기술정도 모두에 각각 부(-)의 영향을 주는 것으로나타났다. 마지막으로, 계약의 엄격성정도와 갈등관계에 있어서는 도구개발정도만이 비용문제, 서비스질문제, 이윤문제 갈등에 각각 부(-)의 영향을 주는 것으로 나타났다.