• Korean Journal of Culture and Social Issue
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• v.14 no.1_spc
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• pp.487-518
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• 2008

The study identifies the major themes for integration education program which enhances the relationship between the north Korean refugees and their south Korean hosts. The themes were selected based on qualitative analysis of the socio-cultural conflicts experienced by the refugees and the hosts in the acculturation process. Twenty-eight north Korean refugees over age 20 participated in semi-structured interviews, and two south Korean groups in close contact with the refugees, police and volunteer teachers, were interviewed in focus groups. The interviews were recorded and transcribed for categorization and coding. The study views the acculturation issue as the two-sided integration task for both the north Korean refugees and the south Korean hosts rather than as the one-sided acceptance and assimilation task for the refugees.

• Proceedings of the KIEE Conference
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• 2015.07a
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• pp.449-450
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• 2015

최근 송전선로는 도시의 팽창과 지가하락 및 지역주민과의 많은 갈등으로 주로 산지에 송전선로가 설치되고 있는 추세에 있다, 이에 과거 20~30년 이전에 설치된 많은 송전선로 철탑은 이설 및 철거요구 민원이 끊임없이 제기되고 있으며, 또한 송전선로 주변에 농작물과 신규 건물 신축으로 송전선로와 전기적 이격거리 확보 문제가 계속 대두되고 있는 실정이다, 따라서 과거 기준에 의거 설치된 송전철탑의 전선로와의 이격거리 확보를 위해 지상고 상향 조정이 불가피하며 이를 해소하기 위해 기존 철탑을 철거하고 신규 철탑을 설치해야 하지만 용지확보 어려움과 지역주민과의 갈등으로 쉽지 않은 상황이다. 이에 보다 안정성, 시공성, 경제성을 고려한 새로운 공법 개발이 불가피한 실정으로 기존 임시철탑을 이용한 설치공법을 대체한 신공법을 개발하게 되었다.

• 한국IT서비스학회:학술대회논문집
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• 2007.11a
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• pp.14-19
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• 2007

모바일테크놀로지가 사용자의 생활에 깊이 관여하면서 그 서비스에 대한 기대와 실제 가능한 기능 사이에 갈등이 형성되기 시작한다. 이러한 신기술에 대한 사용자들의 기대와 실제에 대한 갈등을 테크놀로지 패러독스란 개념으로 연구되었다. 모바일 테크놀로지 패러독스에 대한 논의는 신기술 수용관점에서 보면 지속기술사용/수용 후 행동 이론과 연관된다. 패러독스의 인식은 사용자들의 사용전 기대와 사용 후 경험의 불일치가 형성됨을 말하며, 그 패러독스를 극복하고자 하는 사용자들의 전략은 사용 후 기대로 조정되는 과정을 밝힐 수 단초를 제시하여 주고 있다. 한편, 모바일 테크놀로지패러독스 인식과 관련하여 고려되어야 할 요인이 문화이다. 따라서 본 연구는 사용자들의 모바일테크놀로지 패러독스 인식 측정을 위한 도구를 개발하고 문화적 차이에 따른 그 인식의 차이를 실증하였다.

• Daejeon Development Forum
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• s.22
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• pp.97-103
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• 2007

민선지방자치제가 실시된 지 10년이 지난 지금 지방자치단체간 소모적인 경쟁보다는 생산적인 협력이 중요하다는 분위기가 고조되고 있으며, 행정구역 경계를 넘어선 지역개발 협력 모델이 구체적으로 논의되고 있다. 특히 도시가 점차 확장되면서 그 주변지역을 망라함에 따라 연담도시권은 생활권 경제권역을 공유하게 되어 각종 행정사무에 대한 상호 협력의 필요성이 증대되고 있으며, 교통, 공공시설, 수질, 대기 등의 문제들이 중요한 이슈로 부각되고 종종 지역간 갈등의 주원인으로 나타남에 따라 이러한 사안들을 협의할 수 있는 지역단체간 협력기구에 대한 중요성이 대두되고 있다. 금번 해외정책연수기간 중 방문한 SCAG(Southern California Association of Government) 와 ABAG(Association of Bay Area Governments) 는 미국의 광역도시계획기구 (Metropolitan Planning Organization: MPO) 중 하나로, 광역행정의 추진 및 정부간 갈등 조정, 협력 촉진의 역할을 수행하고 있어, 작금 우리의 행정현실에 대해서도 시사하는 바가 크다 하겠다.

• Journal of Arbitration Studies
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• v.23 no.4
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• pp.169-189
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• 2013

Organizations have traditionally been established and managed by men. As more women enter organizations, a new kind of conflict occurs at work owing to differences between men and women. Conflict can generate positive outcomes if managed properly; thus, this study outlines the causes of creating conflicts between men and women and considers whether ADR is applicable and useful at work. As ADR offers a means of bringing workplace justice at lower cost and with speed, it can serve as an effective way of resolving conflicts between men and women at work. In order to use ADR as a method of resolving conflict between men and women, I suggest reinforcing the function of a grievance committee in a company and cultivating an ADR specialist.

• Asia Marketing Journal
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• v.11 no.3
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• pp.125-149
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• 2009

Many studies have been conducted to find the causal factors that influence salesforce performance and turnover behavior. This study focuses on the turnover intention of salesperson. Specifically this study argues that the causal relationship among job performance, job stress and turnover intention will be mediated by job conflict of salesperson. We develop the hypotheses from the conceptual framework and empirically test them for the salespersons of lifetime insurance companies. Based on the previous studies and conceptual framework developed in this study, we derive 8 hypotheses. <Figure 1> shows the conceptual framework from which hypotheses are derived. Hypotheses for the empirical test are as follows: H1: Job performance will have negative impact on the turnover intention. H2: Job performance will have negative impact on the job conflict. H3: Job stress will have the positive relationship with the turnover intention. H4: Job stress will have the positive relationship with the job conflict. H5: Job conflict will have the positive relationship with the turnover intention. H6: The negative impact of job performance on the job conflict will be moderated by job education/training. H7: The positive impact of job stress on the job conflict will be moderated by job training. H8: The positive impact of job conflict on the turnover intention will be moderated by the switching costs. To test the 8 hypotheses, we estimate the level of fitness and parameters of structure equation model by using AMOS 5.0. <Table 1> shows the results of empirical tests for hypotheses. <Table 2> shows the moderating effect of job training. <Table 3> shows the moderating effect of switching costs. This empirical study finds interesting results. The job training has the moderating effect on the causal relationship between job performance and job conflict. But it is found that the job training has not the moderating effect on the causal relationship between job performance and job conflict. These results may be due to the fact that Korean insurance company mainly focuses on training of the job skill and knowledge, not motivational elation of salesforce.

• The Journal of Information Technology
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• v.1 no.2
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• pp.81-102
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• 1998

It is common description that modern society is In the era of limitless competition. In order to challenge the change of economy and its management at home and abroad, organization should be changed anew, and in this case, there accompanies conflict or trouble whether the subject of change wants it or not. Therefore, according to change, we should concern with settlement of small troubles as well as big ones, and by managing the conflict or trouble productively and originally, it should be utilized as new fatality and chance to develop something in organization. In the system organized by people, there exist various conflicts in accordance with the target and want of the system, therefore giving no freedom to each Individual member of the system, and this is an unavoidable tate in consideration of the modem society where the survival of mankind and human systems should be guaranteed. Therefore, it determines the coordinates of success of any of organizations to manage conflict or trouble well, and so, when decreasing or increasing conflicts so that the organization exerts its full influence, it is note worthy that conflict itself should be rationally and efficiently managed. In a view point of the theory of organization and its behavior, relating job satisfaction with the performance and validity of organization, the influence of individual conflict is so great on the rate of job transfer within an organization or nonattendance, even on the productivity of the organization. So, the manager to cope with conflict within an organization should devise following three plans to manage conflict for job satisfaction and conflict settlement. In conclusion, it is suggested that in order to manage conflict within an organization well, some plans to control conflict should be well utilized while giving more efforts to improving management of individual conflict, job satisfaction, validity of organization, productivity, etc and all the members of organization should remember that the Issue of conflict within an organization be recognized ad an opportunity of new development and a way to settle a trouble within an organization, and a direction of conflict management should be suggested so that new innovation ca be created.

• Journal of the Korean Geographical Society
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• v.43 no.4
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• pp.580-598
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• 2008

Focusing on 'growing together' strategies through horizontal fiscal equalization systems, this and subsequent papers aim to suggest regional co-development strategies in which conflicts between the Seoul Metropolitan Area(SMA) and the non-SMA can be efficiently alleviated. Regarding the socio-economic relationships between the SMA and the non-SMA, there are two contradictory perspectives. One perspective is that the SMA grows at the expense of the non-SMA. The other perspective is that non-SMA's economy is somehow entirely dependent on the economic activities occurring within the SMA, which is the opposite of the former perspective. There are various forms of collaboration among local or regional governments, but the most radical solutions involve the establishment of new regional development financing method at the practical level. This paper suggests that horizontal fiscal equalization not yet introduced between same level subgovernments need to be institutionalized to promote the growing together between the SMA and the rest region of Korea.

• Journal of Environmental Policy
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• v.10 no.3
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• pp.3-20
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• 2011

Through case studies of photovoltaic complex and wind farm construction and management, the causes of environmental and social conflicts were analyzed. Policies and measures to minimize conflicts and complement the institution were identified by analyzing successful construction and management case studies from both domestic and abroad. The causes of problems were haphazard damages to the regional environment, direct damages from power production facilities, lack of regional benefits from power production businesses, and loose environmental restrictions and management. The countermeasures to mitigate the problems at hand are to improve and strengthen the guidelines for power production businesses, secure residents' acceptability, strengthen regulations for business explanation, increase stakeholder's participation, find alternative sites, and ensure the speedy implementation of on-shore wind farms. Through these countermeasures, specific goals included in the New Renewable Energy Master Plan, such as target goals for photovoltaic and wind energy, preservation and protection of environment, and improvement of residents' acceptability, can be achieved.

• Cement
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• s.195
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• pp.6-12
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• 2012

온실가스배출권거래법이 2015년 1월부터 시행될 예정이다. 온실가스 배출권 거래제는 현재 시행중인 배출가스 목표관리제에서 한발 더 나아가 정부가 그동안 추진해 온 녹색성장 정책에 따른 국가 온실가스 감축 목표 달성을 적극적으로 이루기 위한 제도라 할 수 있다. 또한 배출권 거래제를 다른 개도국보다 빨리 도입함으로써 향후 기후변화협약 논의 과정에서 선진국과 개도국간의 갈등을 조정하는 역할을 수행하면서 국제적 리더십을 확보하고자 하는 정책적 의도도 담겨 있는 것으로 보인다. 여기서는 한국자동차산업연구소 신은주 연구위원의 '배출권 거래제 입법화 의미와 영향'보고서를 통해 배출권 거래제 추진의 의미와 영향, 외국의 배출권 거래제 현황 및 시사점에 대해 살펴본다.