• Proceedings of the Korean Society of Computer Information Conference
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• 2020.07a
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• pp.163-166
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• 2020

호텔기업은 최고의 서비스를 주고받는 산업으로 다른 기업과의 비교우위를 위하여 우수한 인력개발을 통해 조직의 효율성을 확보하는 전략에 초점을 맞추어 왔다. 따라서 본 연구는 호텔종사원을 연구대상으로 선정하여 첫째, 관계갈등이 조직시민행동에 영향을 미칠 것이다, 둘째, 과업갈등이 조직시민 행동에 영향을 미칠 것이다. 셋째, 관계갈등과 조직시민행동과의 관계, 과업갈등과 조직시민행동과의 관계에서 셀프리더십의 조절을 살펴보았다. 자료 수집을 위한 설문조사는 서울 경기도 지역의 특급호텔 종사원을 대상으로 400명에게 설문을 실시하였다. 분석결과를 예측해보면 첫째, 관계갈등은 조직시민행동에 유의미한 관계를 미칠 것으로, 둘째 과업갈등은 조직시민행동에 유의미한 관계를 미칠 것으로, 셋째, 셀프리더십은 관계갈등과 조직시민행동간의 관계에서 조절변수의 역할을 넷째, 셀프리더십은 과업갈등과 조직시민행동에 조절효과를 미칠 것으로 판단되어 진다. 조직시민행동의 예측변인으로서 관계갈등과 과업갈등에 대하여 탐색적인 수준에서 연구가 이루어졌음에도 관계갈등과 조직시민행동 그리고 셀프리더십의 상호작용을 다룬 연구가 이루어진 것에 의미가 있다. 또한 관계갈등과 조직시민행동의 관계를 조절하고 과업갈등과 조직시민행동과의 관계를 조절할 것으로 예측되어지는데 이는 후속연구의 바탕이 될 수 있을 것이다. 이런 연구결과를 바탕으로 조직의 관리자는 관계갈등과 과업갈등을 최소화 하고 조직시민행동을 높일 수 있는 방안에 대한 다양한 자기개발 및 프로그램을 개발하고 종사원에게 제공하여 건실한 조직문화를 이루어야 하겠다.

• Journal of Digital Convergence
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• v.18 no.3
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• pp.123-131
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• 2020

The purpose of this study was to investigate the effect of task conflict on relationship conflict and the effect of relationship conflict on team satisfaction and to examine the moderating role of trust in peers in the relationship between task conflict and relationship conflict and the moderating role of team orientation in the relationship between relationship conflict and team satisfaction. The major findings were as follows: First, it was found that task conflict had a positive effect on relationship conflict and relationship conflict had a negative effect on team satisfaction. Second, it was found that trust in peers moderated the relationship between task conflict and relationship conflict. Third, it was also found that team orientation moderated the relationship between relationship conflict and team satisfaction. Based on the findings, practical implications and suggestions for future studies were provided.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.5
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• pp.2758-2768
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• 2014

A research on differential effects of task and relationship conflicts claims positive effects of task conflict on innovation performance and negative effects of relation conflict on innovation performance. Yet, given the intimate interconnectedness of task conflict and relation conflict, task conflict, which has a beneficial impact on innovation performance, may have adverse effects on innovation performance as it goes through the process of being transferred to relation conflict. That necessitates the need for a way of management that can undermine the process of transference of task conflict to relation conflict, and team identification, which is a social identity of an individual and also a sort of positive, affective or cognitive bonds of such individual toward the team, can be an effective way of managing conflict. The research, which was conducted based on materials collected from 213 employees, confirms that such theory holds true for the real-life business environment. Based on the findings, this study suggested implications and directions for future research.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.7
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• pp.192-203
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• 2016

The purpose of this study is to investigate the effects of task conflict on job attitudes (organizational commitment & job satisfaction), focusing on the mediating effects of supervisory communication & co-worker communication. Recently, the importance of communication as a research topic has been increasing. According to prior research, communication satisfaction has a positive effect on job performance. However, studies which take into account the different types of communication are lacking. Therefore, this study considered two types of communication (supervisory communication and coworker communication). A research model and hypotheses were developed in order to examine the theoretical research issues and questions. The sample consisted of 280 survey data drawn from employees in firms located in Korea. The data was analyzed by the statistical packages, SPSS 21.0 & AMOS 21.0 for Windows. The findings of the analysis are as follows. Firstly, it was found that task conflict had a negative (-) effect on organizational commitment & job satisfaction. Therefore, H1a & H1b are supported. Secondly, it was found that task conflict had a negative (-) effect on supervisory communication. Therefore, H2a is supported. However, it did not have a significant effect on co-worker communication. Hence, H2b is not supported. Thirdly, as regards the mediating effect of supervisory communication, it was found that supervisory communication mediated the effect of task conflict on job attitudes (organizational commitment & job satisfaction). Therefore, H3a & H3b are supported. Finally, the mediating effect of co-worker communication was not significant. Therefore, none of the sub-hypotheses of H4 are supported. Based on these findings, this study suggested directions for future research.

• The Journal of Small Business Innovation
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• v.20 no.3
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• pp.31-48
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• 2017

Teams play an indispensable role in helping an organization achieve its goal. Since constant interaction among team members is the cornerstone of team competitiveness, it is necessary for the team members to commit themselves to shared goals-team commitment, a type of positive, emotional attitude of team members. Constant interactions among team members, however, inevitably breed a byproduct called conflict. Though intra-team conflict has both positive and negative effects on team performance, little research has been done to clarify the roles that relationship, task and process conflicts play in team commitment. This research is an empirical investigation of the relationship among the three types of conflicts - relationship, task and process conflicts - based on data collected from 232 R&D teams of 13 Korean companies. The analysis suggests that, while relationship conflict has a negative impact on team commitment, task and process conflicts have no significant impact on team commitment. As for the relationships among those three types of conflict, process conflict has positively influenced task, and relationship conflicts and task conflict also has had a positive impact on relationship conflict. Based on these results, this study has presented its implications and directions for future research.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.5
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• pp.2831-2843
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• 2014

As team based organizational structure is commonly spreading, many employees perform as a team member. This situation increases not only team commitment but also conflict to team members. But there are not many researches about the relationship between conflict and team commitment. This research proves the mediation effect of team efficacy and communication satisfaction when conflict have effect on team commitment. We have the following results. First, task conflict and relationship conflict have negative effect on team commitment. Second, team efficacy mediates task conflict and team commitment. Third, communication satisfaction mediates relationship conflict and team commitment.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.2
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• pp.101-111
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• 2016

Startup has lot of limitation such as time and budget shortage, and few human resources, and may be under the very stressful condition. Naturally in these context, there is always conflict among the startup team members, but the impact of conflict on teamwork or team performance has not been empirically tested. This study examines the relationship among the conflict, teamwork and team performance in startup context. Different two types of conflict and four factors of teamwork for team performance are identified from a literature review and tested; task conflict and relationship conflict as antecedents, teamwork was composed of communication, collaboration, coordination and cohesion, leading to team performance. 142 data points were collected from startup representatives to test these hypotheses. PLS data analysis indicated that the task conflict positively effects on all teamwork factors, but relationship conflict has statistically significant effect on only two teamwork factors, collaboration and coordination in negative relationship. Teamwork factors effects on team performance except communication. Based on the results, we proposed practically several team management skills for startup managers, leaders and even members, and explained theoretical contributions.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.6
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• pp.27-37
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• 2016

Startup teams should be prompt to seize an business opportunity and handle various business problems with which they has not been faced before. This research examines and compares the hypotheses about the processes of communication media usage, knowledge sharing and team agility by the level of task conflict. In order for detailed investigation, each of antecedent was divided into sub-dimensions: communication media usage into synchronous and asynchronous media usage, and knowledge sharing into speed and quantity of knowledge sharing. Team agility, the dependent variable, was proposed as an important success factor of startup teams. The research model describes that the communication media usage affects knowledge sharing and consequently team agility. The differences of media usage and relationships among variables were proposed as the level of task conflict in teams. 230 data points were collected from startup teams under 5 years and statistically processed to test research model and hypotheses. From the total sample analysis, the results indicate that the knowledge sharing speed is positively associated with the quantity, and the knowledge sharing speed and quantity have positive associations with team agility. Both synchronous and asynchronous communication media usage also has significant positive associations with knowledge sharing speed. On the other hand, media usage did not show significant direct association with knowledge sharing quantity. From the group comparisons of task conflict, it was found that the higher task conflict, the higher in media usage, knowledge sharing speed and quantity, and team agility. The process of media usage, knowledge sharing, and team agility were found to be different between the high and low task conflict. From these results, the authors discussed and proposed some implications for startup team leaders.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.3
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• pp.233-242
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• 2016

Startup must be agile and be able to handle extreme changes, survive unpredicted threats, and capitalize on emerging business opportunities. Agile teams continually sense changes for competitive action and marshal the necessary knowledge. While team members share their knowledge, there must be emerging various type of conflicts in teams. This study examines the relationship among the conflict, knowledge sharing and agility in startup context. At the same time, we tested the roles of shard vision both moderating variable between conflict and knowledge sharing, and antecedent for knowledge sharing. Different two types of conflict, task conflict and relationship conflict, knowledge sharing, agility, and different impact of shared vision are identified from literatures and tested. 182 data points were collected from under 5-year old startup's representatives to test these hypotheses. PLS data analysis indicated that the task conflict and shard vision positively effect on knowledge sharing, and then knowledge sharing has statistically significant effect on agility. And the impact of conlict has been weakened by shared vision's moderating effect. Based on the results, we proposed practically several team management skills for startup managers, leaders and stakeholder, and explained theoretical contributions.

• Korean Journal of Culture and Social Issue
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• v.19 no.2
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• pp.109-131
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• 2013

It is expected that expanded use of smartphone and enhanced information technology will enable smartwork to change individuals and organizations. Smartwork is expected to allow people to perform their roles without barriers of time and space. However, people tend not to accept and actively utilize smartwork. The present study is to examine how important flexibility-willingness is for performance outcome in the context of smartwork. It was hypothesized that flexibility-willingness mediates between perceived smartwork usefulness and work-family conflict. It was also hypothesized based on technology acceptance model that task interdependence and process control moderates the relationship between flexibility-willingness and work-family conflict because the relationship is not consistent. The results show that the mediation effect of the flexibility-willingness is statistically significant. The moderator effects of task interdependence was marginal proved but process control wasn't. From these results, we discussed the theoretical implications of findings, limitations, suggestions for future research in discussion.