• Journal of Digital Convergence
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• v.13 no.10
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• pp.107-120
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• 2015

In this paper, we study the conflict management plan of the organization in the age of convergence. More specifically, we reveal the impact of the conflict according to behavior of the leader. To this purpose, The behavior of the leader were classified as Supportive Leader and Controlled Leader, and forms of Resistance wert classified as Functional Resistance and Dysfunctional Resistance that results of the conflict. Also, Psychological Contract Violation and Breach was set up as a mediate variable. The results were as follows. First, When employee resistance comes up in the organization, Support behavior of Leaders leads to desirable changes in the organization through the functional and constructive resistance. In contrast, Controlled behavior of Leaders leads the destructive and dysfunctional resistance of employee. Second, Since the perception that the follower is receiving assistance to leaders, it reduces the perception of psychological contract violation, but Controlled leader is largely perceived as the Psychological Contract Violation to the followers. Third, Supportive Leader is not influence the affect of employee, and They resolve the Conflict in objective and positive way. Therefore, the results of this study have many theoretical and practical implications.

• Culinary science and hospitality research
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• v.22 no.7
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• pp.187-202
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• 2016

The purpose of this study was to better understand the influence of psychological contract breach in deluxe hotel culinary staff memeberss on job satisfaction and turnover intention. Based on a total of 280 samples obtained for empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 4 hypotheses using the AMOS program. The hypothesized relationships in the model were simultaneously tested by using a structural equation model(SEM). The proposed model provided an adequate fit to the data, ${\chi}^2=334.152$ (p<.001), df=162, CMIN/DF=2.063, GFI=.893, AGFI=.861, NFI=.919, CFI=.956, RMSEA=.062. The model's fit, as indicated by these indexes, was deemed satisfactory, thus providing a good basis for testing the hypothesized paths. The SEM showed that relational contract breach (${\beta}=-.236$) had a negative significant influence on job satisfaction. In addition, job satisfaction (${\beta}=-.236$) had a negative significant influence on turnover intention. The moderating effects on career the formulated model was verified. Limitations and future research directions are also discussed.