• Title/Summary/Keyword: Behavior-based Conflict

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The Effect of Cognitive Dieting Behavior on Consumers' Food Perceptions, Emotional Responses, and Value Conflict in Restaurants

  • Kim, Min Jung;Kim, Dong-Jin
    • Culinary science and hospitality research
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    • v.23 no.6
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    • pp.153-160
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    • 2017
  • This study was intended to examine the influence of health consciousness on health/taste inferences, affect-based inferences, and perceived conflict between taste and health in food decision making. Seven hundred and fifty-four participants completed the survey. Structural equation modeling with a maximum likelihood method was used to test the relationships among constructs, following the two-step approach. The results of this study showed that more health-conscious consumers have a higher perceived healthfulness of food items but lower anticipated taste. In addition, this study also found consumers' cognitive responses influenced affective responses. Results suggested that when restaurants promote menu items as both healthy and tasty, consumers' positive hedonic emotions (such as pleasure) increased and negative self-conscious emotions (such as guilt) decreased, and consumers' efforts to balance health and taste were supported. At last, the implications both for academia and marketing were also established and discussed.

An Empirical Study of the Causal Relationship between Job Performance, Job Stress, and Turnover Intention of Salesperson (영업사원의 직무성과, 직무스트레스와 이직의도 간의 인과관계에 대한 실증적 연구 - 직무교육과 전환손실의 조절역할을 중심으로 -)

  • Ahn, Kwang Ho;Moon, Chung Tae
    • 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.

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Practical Project Behavior Management Methods for Large-scale IT Projects (대규모 IT 프로젝트를 위한 실용적 행태관리 방안)

  • Kim, Min-Seon;Song, Sung-Hwan;Kim, Yong-Sik
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.16 no.7
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    • pp.4897-4911
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    • 2015
  • Technology developments accelerate the change of the society and companies with unparalleled pace, so large scaled projects are in progress urgently. Large scaled projects deal with high technologies and massive tasks, and these need enormous labor force and costs, it is necessary to manage strategic conflicts based on human psychology and complex system theory. However, traditional management plan fails to suggest practical mechanism for successful projects. We study failure cases and key elements, leadership for projects, and suggest project management plan with psychological and behavioral economy approach by focusing on complexity and conflict structure on large scaled projects. Project behavior management plan, suggested in this study, is designed with phased strategy and practice to solve the failure of large scaled IT projects originally and preemptively. We verified the effectiveness of behavior management plan suggested by investigating experts and working groups, and stable projects are to be progressed with introducing this plan on large-scaled projects.

An Empirical Study on the Relationship between Role Stress and Personal Creativity: The Mediating Roles of Creative Self-Efficacy and Personal Initiative (역할스트레스와 개인 창의성 간의 관계에 대한 실증연구: 창의적 자아효능감과 자기주도성의 매개역할)

  • Heo, Myung Sook;Cheon, Myun Joong
    • The Journal of Information Systems
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    • v.22 no.2
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    • pp.51-83
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    • 2013
  • Personal creativity is critically important for organizations seeking to survive and thrive in today's highly turbulent business environments. Organizations must effectively identify and mobilize the creative resources of their members. When organizational members perceive a work environment that restricts or fails to encourage individual creative expression, a gap may exist between the level of individual creative potential and the actual amount of individual creativity practiced within the organization. In this situation, this paper will examine the impact of role conflict, role ambiguity, creative self-efficacy, and personal initiative on personal creativity. Creative self-efficacy is the subjective belief in one's personal ability to be creative, that is, a personal assessment of one's own creative potential. A strong internal belief in one's ability to successfully engage in creative behaviors is generally considered an important part of the creative process. Personal Initiative refers to behaviors, mainly directed toward work and organizational issues, that are characterized by the following aspects: self-starting, proactive, and persistent in overcoming barriers. Creativity-related creative self-efficacy and personal initiative are critical components to understand motivation that coordinates the relationship between perception and behavior of individual employees. Based on role theory, researchers have focused on role conflict and role ambiguity as the two key ingredients of role stress. Role ambiguity is defined as an evaluation about the lack of salient information needed to perform a role effectively. Role conflict results from two or more sets of incompatible demands involving work-related issues. Employees are usually pursued work-roles more than one in work-focused organization. Too many work-roles and perceived uncertainties at employee's work can be obstacles to personal creativity. In an analysis of results, while role conflict is not negatively related significantly to creative self-efficacy, role ambiguity is negatively related significantly to creative self-efficacy. While role conflict is significantly related to personal creativity, role ambiguity is negatively related significantly to personal creativity. Creative self-efficacy mediates the relationship among role conflict, role ambiguity, and employee creativity. Personal initiative mediates the relationship between creative self-efficacy and employee creativity. This paper shows that creative self-efficacy and personal initiative are the driving force behind personal creativity. Organizations can get some implications of creative-related role conflict and role ambiguity that employees have experienced. As a result, organizations must not only encourage creativity of employees by greater involvement but also encourage their input towards their-focused own works and tasks. And employees should be developed to pace with the organizational needs and development. Management must enable employees to think of new ideas and practices that promotes personal creativity.

Adolescents' Moral Reasoning & Attribution about Peer Violence (청소년의 또래폭력 귀인양식과 도덕적 판단에 대한 삽화연구)

  • Lee, Sang-Gyun
    • Korean Journal of Social Welfare
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    • v.42
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    • pp.314-339
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    • 2000
  • To identify adolescents' moral reasoning and attribution about peer violence, vignette study was conducted. 178 subjects selected from 4 inner city schools were asked to evaluate provoked violent situations. 4 situations depicting the provocation/retribution condition and 3 short vignettes depicting peer violence were presented, and adolescents were asked to judge the violent behavior and the morality of story characters. Analyses revealed that many adolescents focused more on the immorality of the provocation and perceived "hitting back" as a form of reciprocal justice. And a number of adolescents attributed the responsibility to the both of prosecutors and victims with situations which have obscure informations to judge the violent behaviors. In addition, adolescents having more violent characteristics were more likely to attribute the responsibility of violence to the victims than non-violent adolescents. Several suggestions based on these results are as follows: First, school or class-based conflict resolution program should be implemented to intervene in a dispute between peers. Second, it is necessary for comprehensive program such as Aggression Replacement Training including moral education as well as behavior modification to resolve peer violence.

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A Study on the Social Workers' Attitude Toward Social Activism and Their Actual Behavior (사회복지사들의 사회행동에 대한 태도 및 행위 조사연구)

  • Lee, Tae-Young
    • Korean Journal of Social Welfare
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    • v.49
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    • pp.62-94
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    • 2002
  • The purpose of this study is to understand the current state of social activist behavior of social workers, and to confirm the historic concern within social work that the continued striving to become more professionalized will decrease or destroy its commitment to social activism and to serve for the poor. Concerned with first question, this study, based on survey data, finds that social worker's activist orientation is not low, but their level of actual participation is not high, and they favor a consensus strategy rather than conflict one. In regard to the relationship between professionalization and social activism, it is found that professionalization variables are not a consistent predictor in explaining social workers' activist behavior. Rather social workers' socio-economic characteristics variables and the kinds of agency and client they are working for are found to be more important factors. So it cannot be said that professionalization is not compatible with social activism as far as this study is concerned.

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Development and Evaluation of the Family Relations Enhancement Program - Applied to Rural Women in Gyeonggi do - (가족관계 증진 프로그램 개발 및 효과검증 - 경기지역 농촌여성을 대상으로 -)

  • Choi Kyu-Reon
    • The Korean Journal of Community Living Science
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    • v.17 no.2
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    • pp.31-48
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    • 2006
  • The purpose of this study is to develop and evaluate the program which aims at providing a better understanding of family role, establishing a desirable value of being good spouse and good parent, and good daughter/mother in-law and determine effects of the program on rural women in Gyeonggi do. Based on the strong & healthy family perspective, personality types theory, coping stress theory, anger control method, communication & conflict solution theory(eg; Minnesota Couple Communication Program), cognitive behavior theory, and relations enrichment theory, 6 session program was developed. The title of 6 sessions were 'Making happy family', 'Family communication', 'Coping parent-child relation stress', 'Coping conjugal personality difference', 'Becoming a good mother/daughter in-law', and 'Dissolving family conflict'. 188 women surveyed were asked to participate in the program held at 5 city located in Gyeonggi do from Jun. 22 to July, 15. 2005, with two days(3 session a day and 120 minutes per session based). The effectiveness of this program was evaluated by pre-test, post test through 188 rural women and it was analyzed by paired t-test and program evaluation questionnaire was also investigated. The major results were as follows: This program was effective in improving spouse relation satisfaction, child relation satisfaction, daughter/mother in-law relation satisfaction, their effort for making happy family, self-esteem, and depression tendency. Future research and practical implications were added.

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Impact of IS Employees' Interpersonal Conflict on Turnover Intention (IS 인력의 조직내 갈등이 이직의도에 미치는 영향에 관한 연구)

  • Kim, Young-Kyun
    • Journal of Korea Society of Industrial Information Systems
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    • v.15 no.4
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    • pp.71-81
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    • 2010
  • The purpose of this study is to examine the moderating effects of the Leader-member exchange(LMX) on relationship between the interpersonal conflict and turnover intention. Since effective management of IS personnel is important issue for the IS related researchers and practitioners since their turnover rate has been known to be high and skilled personnel have been in short supply. We develop the hypotheses from the prior studies and empirically testing them in the context of IS personnels from various companies located in vicinity of capital city of Korea. This empirical study show interesting results. Good leader-member exchange has the moderating effect on the management of interpersonal conflict level and drastic reduction of the turnover behavior. Based on the analyzed results, we discussed the theoretical implications and limitations.

Development and Evaluation of Traffic Conflict Criteria at an intersection (교차로 교통상충기준 개발 및 평가에 관한 연구)

  • 하태준;박형규;박제진;박찬모
    • Journal of Korean Society of Transportation
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    • v.20 no.2
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    • pp.105-115
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    • 2002
  • For many rears, traffic accident statistics are the most direct measure of safety for a signalized intersection. However it takes more than 2 or 3 yearn to collect certain accident data for adequate sample sizes. And the accident data itself is unreliable because of the difference between accident data recorded and accident that is actually occurred. Therefore, it is rather difficult to evaluate safety for a intersection by using accident data. For these reasons, traffic conflict technique(TCT) was developed as a buick and accurate counter-measure of safety for a intersection. However, the collected conflict data is not always reliable because there is absence of clear criteria for conflict. This study developed objective and accurate conflict criteria, which is shown below based on traffic engineering theory. Frist, the rear-end conflict is regarded, when the following vehicle takes evasive maneuver against the first vehicle within a certain distance, according to car-following theory. Second, lane-change conflict is regarded when the following vehicle takes evasive maneuver against first vehicle which is changing its lane within the minimum stopping distance of the following vehicle. Third, cross and opposing-left turn conflicts are regarded when the vehicle which receives green sign takes evasive maneuver against the vehicle which lost its right-of-way crossing a intersection. As a result of correlation analysis between conflict and accident, it is verified that the suggested conflict criteria in this study ave applicable. And it is proven that estimating safety evaluation for a intersection with conflict data is possible, according to the regression analysis preformed between accident and conflict, EPDO accident and conflict. Adopting the conflict criteria suggested in this study would be both quick and accurate method for diagnosing safety and operational deficiencies and for evaluation improvements at intersections. Further research is required to refine the suggested conflict criteria to extend its application. In addition, it is necessary to develope other types of conflict criteria, not included in this study, in later study.

A Study on the Role of Locomotion Orientation as an Antecedent of Salespeople' Selling Behavior

  • Lee, Ihn Goo;Ji, Seong Goo
    • Asia Marketing Journal
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    • v.15 no.2
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    • pp.175-194
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    • 2013
  • The purpose of this study is to investigate the effects of the locomotion orientation on salespeople' sales performance with the mediating effect of selling behavior(adaptive selling behavior, SOCO). And we figure out the relationship between customer-oriented selling behavior and adaptive selling behavior because those relationships are not clear. The authors infer research hypotheses based on literature review. We have confirmed the reliability and validity test and those results can be acceptable. Hypotheses test were conducted with structural equation modeling, AMOS. All paths in the research model reasoned by authors have been supported statistically at the significant level. This study with the theoretical implications is as follows. First, this study is the first attempt to investigate the path between locomotion orientation and adaptive selling behavior and SOCO. Secondly, there is an empirical conflict between our study and Franke and Park(2006)'s study. Our study was contradictory to Franke and Park(2006)'s consequences. And so, figuring out clearly those causal paths remains. This study with practical implications are as follows. First of all, the salespeople' selling performance was affected by adaptive selling behavior, customer-oriented selling behavior, and sales-oriented activities, such as the importance of selling behavior once again proven. It is necessary to enhance the capabilities that can be transformed into action appropriate to the needs of customers each sales step-by-step in the process of salespeople for various system through education and incentives, and to interact with customers and understand their customers relative to salespeople will. In order to enhance adaptive selling behavior, the company needs to do educational program and monitoring system with the positional promotion when salespeople get the high adaptive selling behavior. Secondly, the locomotion orientation of the salespeople is to cause this selling behavior. Management style to increase locomotion orientation is needed, which means, salespeople' superior about something should be conducted. In order to stimulate the selling behavior of the salespeople, most supervisors should use some managerial tools such as feedback, engagement, and rewards.

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