• Journal of Digital Convergence
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• v.17 no.8
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• pp.321-327
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• 2019

The purpose of this research is to identify the level of perception of conflict with politics within nursing organizations in large general hospitals, and to empirically analyze how politics and conflicts in the organization affect workplace bullying(taeoom) within nursing organizations. The research method conducted multiple regression analysis on 273 nurses working at A University Hospital in Seoul. The analysis shows that political and relationship conflicts within the organization are amplifying the workplace bullying within the nursing system. It was confirmed that taeoom was also increasing as conflicts between factions or subgroups within the nursing system, alienation, and emotional conflicts among members grew. We hope that the future research regarding taeoom will seek serious theoretical insights and practical implications for its management.

• The Journal of the Convergence on Culture Technology
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• v.8 no.6
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• pp.251-260
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• 2022

This study analyzed the relationships between changes in family life due to COVID-19, daily stress, work-family balance conflict and the job satisfaction of married working women. The subjects of this study were 1,934 married women wage workers who were extracted from the data of the 8th year of the female family panel survey surveyed in 2020. Path analysis was conducted to analyze the hypothesis using AMOS 21.0. The study results revealed that family life change doesn't directly affect work-family balance conflict, but increases job satisfaction. But family life change indrectly affects increasing work-family balance conflict and decreasing job satisfaction through daily stress. And daily stress affects increasing work-family balance conflict and decreasing job satisfaction. Additionally work-family balance conflict has an effect on reducing job satisfaction. Based on the results, practice and policy suggestions were made to reduce work-family balance conflict and increase job satisfaction of married working women.

• Life and Agrochemicals
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• s.277
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• pp.41-43
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• 2012

지난 4월 1일 농촌진흥청 국립농업과학원 농산물안정성부 수장으로 임명된 이영자 부장은 향후 부의 운영방향에 대해 "업무 효율성 제고를 위한 멘토링 제도 운영과, 고객의 니즈 분석을 통한 현장중심 및 정책지원 과제를 발굴과, 외부환경에 대한 선제적 대응 및 협력 강화를 위해 갈등해소 전략수립과, 이해관계자 등과 협력네트워크를 구축해 나갈 것이다"라고 밝혔다.

• Journal of Digital Convergence
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• v.20 no.2
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• pp.1-8
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• 2022

Although the OTT industry is an area that needs urgent policy response as a priority area under the new industry regulatory reform master plan, various issues are occurring due to the lack of related institutional infrastructure. Therefore, this study aims to analyze the policy conflict structure in which regulatory obstacles and delays occur by listening to the opinions of major stakeholders and using the Q methodology to identify the regulatory innovation demand of the OTT industry. The analysis results are as follows. The analysis results are as follows. First, in the implementation of OTT-related policies, it is necessary to improve the standard system for the method of settlement of copyright fees. Second, it is required to improve the support method that can reduce the burden of OTT operators' fund. Third, it is necessary to supplement the system by changing the regulatory application method for potential regulatory issues related to zero-rating. This study can be utilized in the process of introducing a system in which various stakeholders are connected and developed in a complex manner in the process of regulatory innovation in new industries and services.

• Korean Journal of Legislative Studies
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• v.16 no.2
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• pp.39-65
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• 2010

본 연구는 1990년부터 2008년 사이 한국에서 발생한 공공분쟁 중 국회의 입법에 의해 종료된 공공분쟁의 전개과정을 살펴봄으로써 분쟁 종결에 있어 국회의 역할은 무엇이었는지 알아보는 것을 목적으로 한다. 이와 함께 입법에 의해 종결된 분쟁의 특징을 분석하고, 다른 분쟁과의 차이점은 무엇인지 비교해 보았다. 국회는 일반적으로 입법과 갈등해소 역할을 담당하는 데 이러한 역할에 얼마나 충실한지 입법에 의해 종료된 공공분쟁을 통해 알아보았다. 입법에 의해 종료된 60개의 분쟁을 분석하면서 나타난 중요한 특징은 입법에 의해 종료된 분쟁은 전국적으로 영향을 크게 미친 분쟁이라는 점이며 또한 분쟁의 강도가 매우 크다는 점이다. 이와 함께 무엇보다 입법을 통해 분쟁이 종료되었지만 입법에 있어 국회의 역할은 매우 미비하다는 점을 발견할 수 있었다. 입법에 의한 분쟁 종료이기에 국회의 역할이 클 것이라 기대해 보았다. 그러나 이러한 분쟁들은 높은 중요성과 함께 복잡성 띠고 있는 정책 혹은 낮은 중요성을 띠고 있는 정책과 관련이 있어 국회는 소극적 역할은 하는데 그치고 있다. 이러한 국회의 미비한 역할은 매우 실망스러운 결과로 공공 분쟁을 사전에 예방하고 분쟁이 발생한 후 커다란 갈등 없이 원활한 해결을 할 수 있도록 하기 위해서는 국회의 적극적인 역할이 기대되는 실정이다.

• Journal of Digital Convergence
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• v.15 no.10
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• pp.211-219
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• 2017

Currently, enterprises are in a rapid flow of comvergence of industries in the ear of the 4th Industrial Revolution. Under this circumstances, change of economic condition, change of industrial structure, increase of women's advance into society. Based on such background of the times, the aim of this study is to examine the effect of work-home conflict on burnout and the moderating effect of self-efficacy in that relation. The research samples were obtained from nurses at hospitals in Daejeon-si, Sejong-si, Chungcheongnam-do and Chungcheongbuk-do. Total 360 copies of valid questionnaire was used for analysis. Specific analysis results from the research are as follows. Firstly, it was found that Work Interference with Family(WIF) had positive (+) impact on physical burnout. Family Interference with Work (FIW) had no impact on physical burnout. Secondly, it was found that Work Interference with Family(WIF) had positive (+) impact on emotional burnout and Family Interference with Work (FIW) had negative (-) impact on emotional burnout. Thirdly, self-efficacy had a buffer effect on the negative impact of Work Interference with Family upon emotional burnout. However, there was no moderating effect of self-efficacy in the relationship between Family Interference with Work (FIW) and emotional burnout. Therefore, it needs to consider a plan to reduce conflicts between work and family according to the causes of conflicts and it also needs to consider relevant results.

• Journal of Digital Convergence
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• v.18 no.9
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• pp.113-124
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• 2020

The aim of this study is to examine the effect of the work-family conflict on the organizational citizenship behavior, to examine the mediating effect of burnout in that relation and to verify the moderating effect of proactive personality between burnout by work-family conflict and organizational citizenship behavior. For study samples, total 331 copies were collected from the members of hospitals and call centers in Daejeon, Sejong and Chungcheongnam-do and Chungcheongbuk-do. The results are as follows: firstly, it was found that, Work Interference with Family(WIF) had negative (-) effect on the organizational citizenship behavior. And, Family Interference with Work(FIW) had negative (-) effect on the organizational citizenship behavior. Secondly, there was a mediating effect of burnout between Work Interference with Family(WIF) and organizational citizenship behavior. And, there was no mediating effect of burnout between Family Interference with Work(FIW) and organizational citizenship behavior. Thirdly, proactive personality had a moderating effect between burnout due to work-family conflict and the organizational citizenship behavior. It proved that the relation between burnout due to work-family conflict and the organizational citizenship behavior through proactive personality of members concerning the negative effect of burnout caused by the work-family conflict at the workplace can be reduced by the proactive personality. It is significant in that this study proved the necessity of proactive personality of members in the work-family conflict. Therefore, more diverse personal characteristics should be considered as control variables in the future.

• Knowledge Management Research
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• v.23 no.3
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• pp.231-258
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• 2022

As integrated management of scattered knowledge in the organization contributes to organizational performance, organizations are increasing their investment in knowledge management(KM) policies and technologies. For KM to be operated efficiently, the participation of employees performing knowledge-sharing activities is important. This study suggests how shared goal, value congruence, and task interdependence reduce the negative effects of relation and role conflict on the intention to share knowledge. We surveyed workers in organizations that have more than 50 employees and have KM policies, and 381 samples were used for hypothesis testing. As a result of hypothesis testing, we confirmed that a shared goal affects the intention to share knowledge through each of the factors of value congruence, relation conflict, and role conflict. In addition, we confirmed that value congruence and task interdependence moderated conflicts that negatively affected the intention to share knowledge. We identified the conditions that affect the knowledge-sharing activities of employees in terms of individual, organizational, and work structure. Therefore, the results contribute to the establishment of strategies for achieving the performance of the organization's KM.

• Journal of Digital Convergence
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• v.16 no.5
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• pp.329-340
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• 2018

The purpose of this study was to compare emotional intelligence, facilitative communication ability and communication conflict among psychiatric nurse and clinical nurse to improve nurse's emotional intelligence and facilitative communication ability in each clinical field, it was attempted to provide basic data to search for alternatives to reduce communication conflict. Data were analyzed using ANCOVA with SPSS/WIN 20. Finally, emotional intelligence, facilitative communication ability and communication conflicts in clinical nurses higher than psychiatric nurses. These results indicate that need to develope a variety of clinical programs to promote facilitative communication ability and to enhance emotional intelligence of psychiatric nurses and to reduce communication conflicts of clinical nurses.

• The Journal of the Korea Contents Association
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• v.18 no.5
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• pp.241-255
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• 2018

The purpose of this study is to examine the moderated mediating effect of family cohesion in the relationships among work-family conflict, job stress, and turnover intension of female low-wage workers. Participants included 190 low-wage workers whose monthly salary was less than 2 million Korean won (approximately $1,900). The results are as follows. First, the work-family conflict was associated with turnover intension. Second, job stress mediate the relationships between work-family conflict and turnover intension, and family cohesion have the moderated mediating effect among these variables. These results suggested that there is a need to enhance policies and programs for work-family compatibility to decrease work-family conflicts and job stress and to strengthen family cohesion to reduce the turnover of female low-wage workers.