• Asia pacific journal of information systems
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• 제33권3호
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• pp.831-862
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• 2023

The rapid adoption of smartphones and tablets among employees has recently forced organizations to proactively embrace bring your own device (BYOD). The situation of COVID-19 makes the concept of BYOD even paramount. Allowing employees to bring their own mobile devices to the workplace has helped companies realize productivity gains and cost benefits. However, BYOD has also blurred the boundaries between work and personal life, thereby creating a stressful environment for employees (Doargajudbur and Hosanoo, 2023). This study explores the relationships between several BYOD attributes and investigates the effects of these attributes on work-to-life conflict. It contributes by introducing workplace connectivity after hours as a new dimension of BYOD attribute to influence work-to-life conflict. Based on boundary theory, a theoretical model is developed and tested with an online survey. The results reveal that flexibility and workplace connectivity after hours positively influence productivity, and flexibility helps to relieve instead of increase work overload. Meanwhile, a higher level of flexibility and productivity can help reduce work-to-life conflict, and a higher level of work overload induces a higher level of work-to-life conflict.

• 한국언론정보학보
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• 제31권
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• pp.295-325
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• 2005

이 연구는 방송과 통신의 융합과정에서 나타나고 있는 갈등이 과거의 사업자간 갈등이나 규제기구 간 갈등 혹은 사업자와 규제기구 간의 갈등과 같은 단면적 갈등을 넘어서서 사업자간 갈등과 규제기구 간 갈등이 복합되는 <복합적 갈등>의 양상을 보이고 있음을 보여주고자 하며, 이와 같은 상황에서 갈등 관리는 어떻게 이루어지고 있는지 알아봄으로써, 향후 신매체 도입과정에서 재현될 수 있는 갈등해결을 위한 바람직한 대안을 제시하는데 연구목적을 두고 있다. 이를 위해 IPTV 도입을 둘러싼 정책갈등을 사례 분석하였다. 방법론으로는 IPTV에 대한 정부의 입장 표명 등이 이루어진 시점인 2004년 12월부터 2005년 8월까지 관련 정책주체들이 공식, 비공식적으로 발표한 문헌을 분석하였으며, 이와 함께 정책주체들 간의 갈등관계를 파악하기 위해 관련 주체 10인에 대한 심층인터뷰를 실시하였다.

• 한국산학기술학회논문지
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• 제15권5호
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• pp.2758-2768
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• 2014

과업 및 관계갈등의 차별적 효과에 대한 연구에 따르면, 과업갈등이 혁신적 성과에 긍정적 영향을 주는 반면, 관계갈등이 혁신적 성과에 부정적 영향을 준다고 주장하고 있다. 하지만, 과업갈등과 관계갈등 간의 밀접한 상호관련성을 고려해 본다면, 혁신적 성과에 긍정적 영향을 주는 과업갈등은 관계갈등으로 전이되면서, 혁신적 성과에 부정적 영향을 줄 수 있다. 따라서 과업갈등이 관계갈등으로 전이되는 것을 약화시키는 경영관리 방식이 필요하며, 개인이 보유한 사회 정체성이고, 팀에 대한 감정적 인지적 유대인 팀 정체화는 효과적인 갈등관리 방안일 수 있다. 본 연구는 213명의 종업원들을 통해 수집한 자료를 토대로, 이러한 논리가 기업현장에서 실제로 성립되고 있음을 확인할 수 있었다. 연구결과를 토대로 연구의 시사점과 향후 연구방향을 제시하였다.

• 가정과삶의질연구
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• 제10권1호통권19호
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• pp.53-74
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• 1992

The purpose of this study was to analyse the factors that influence marital conflicts and family life statisfaction, and to predict the future stage of establishment family and extending family, bsed on the theretical model by system approach. For this pourpose, 336 couples of urban households in Seoul were selected. The data were analysed through statistical methods such as, Frequency, percentile, T-test, F-test, ANOVA, Pearson's correlation analysis. The results were as follow : The Martial Conflict and family life satisfaction of surveyed couples were above middle level. It had significantly differences according to family life cycle, husband and wife's educationed levels, husband and wife's occupations, and family income. And Family life satisfaction had significantly differences according to marital conflict. The marital conflict is higher, life satisfaction is lower. In this study, it were appeared that the amount of marital conflict and life satisfaction had differences according to life cycle stages, husband and wife's educational level, husband and wife occupations, and family income, and so that the conflict of phsycho-social system was more affected on family life satisfaction that of managerial system. Such results were indicated that the birth of children was the critical family event affecting on family life satisfaction on and the marital conflict. But the conflict by family's given resources and situational differences also as an environment affection on the family system.

• 한국병원경영학회지
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• 제23권2호
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• pp.67-81
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• 2018

Purposes: The purpose of this study was to investigate the relationship between male nurse's gender stereotype, role conflict and organizational commitment. Methodology: Data were collected from 169 male hospital nurses from August, 2016 until September. The Male nurse's gender stereotype, role conflict and organizational commitment were measured using a structured questionnaire. Collected data were analyzed using SPSS/win 23.0 for windows. Descriptive statistics, t-test, ANOVA and Pearson's correlation were used. Findings: There were statistically significant differences in the gender stereotype by general characteristics such as age and military duty. There were statistically significant differences in the role conflict by general characteristics such as education level and position. There were statistically significant differences in the organizational commitment by general characteristics such as the hospital's location and hospital type. Gender stereotype and role conflict had no significant correlation (r=-0.050, p=.516). A statistically significant positive correlation was detected between male nurse's gender stereotype and 'continuance commitment' (r=0.272, p<.001). A statistically significant positive correlation was detected between male nurse's role conflict and 'continuance commitment' (r=0.178, p=.021). Practical implications: The result of this study indicate that to reduce role conflict of workplace environment and induce the affective commitment of male nurses within a female-centered nursing organization should be sought.

• 한국식생활문화학회지
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• 제33권1호
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• pp.26-35
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• 2018

This study conducted an empirical analysis of the effects of job characteristics on work-family conflict relation and quality of life, as well as moderating effects in accordance with operation type, by targeting 245 dietitian/cooks working for contract foodservice companies. The results of this study are as follows. First, the autonomy and feedback had negative (-) effects on work-family conflict while functional diversity had positive (+) effects on work-family conflict. Job identity and job importance had no relation with work-family conflict. Second, work-family conflict had negative (-) effects on job satisfaction, work-family relation, job support, general happiness, and job environment while having positive (+) effects on job stress. Third, in all paths except for the path with effects of work-family conflict on job stress, there were no differences between the group of shops operating 365 days and the group of shops operating 5 days a week. It would be helpful to the effective operation of human resources by emphasizing the necessity of differentiated management for companies with shops operating 365 days and shops operating 5 days a week, as well as managing employees' job characteristic factors, work-family conflict, and even quality of life.

• 한국병원경영학회지
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• 제14권3호
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• pp.104-131
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• 2009

This study analysed what effects conscious role conflict and conscious self-efficacy have on job satisfaction for hospital coordinators working in medical institutions. In order to study this issue, questionnaires were distributed to 154 hospital coordinators. The results from analysing the effects of role conflict and self-efficacy on job satisfaction are as follows: 1) Role conflict and job satisfaction are negatively correlated. The mean score for hospital coordinators' role conflict was 2.82, which was lower than average. Among subfactors for role conflict, personal role conflict had a significant effect on job satisfaction, while role ambiguity had no effect on job satisfaction. 2) The mean score for hospital coordinators' self-efficacy was 3.42, which was slightly higher than average. Other mean scores were as follows: job attitude 3.83, interpersonal skills 3.54, administrative knowledge 3.30, and medical treatment knowledge 3.02. Among subfactors for self-efficacy, job attitude and adminstrative knowledge had significant effects on job satisfaction, while interpersonal skills and medical treatment knowledge had no effect on job satisfaction (p < 0.01). In conclusion various hospital administration techniques, related job training and education needs to be given when introducing a hospital coordinator in order to strengthen the competitiveness of medical institutions. The hospital coordinators need to clearly understand their role so that they can settle into the system at the hospital and develop their job environment.

• Journal of Information Technology Applications and Management
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• 제18권1호
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• pp.101-123
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• 2011

Considering how an organization is timely competitive for survival in the rapidly changing environment of today, it is more important to get new information and knowledge continuously by teams. However team system provides organization with opportunities and, at the same time, is provoked into conflict by the diversity of team members. This study examines the effect of team diversity on knowledge creation and investigates the influence of absorptive capacity and conflict as mediators. The sample population consisted of officials who work in teams at two business corporations that have successfully achieved knowledge creation. The result presents team diversity serves as an effective factor for absorptive capacity and absorptive capacity also serves as an effective factor for knowledge creation. In contrast, team diversity brings team members into conflict and conflict has a negative effect on knowledge creation. Another significant finding of this research is the fact that a positive effect of absorptive capacity on knowledge creation is greater than a negative effect of conflict on it. It clearly demonstrates that team diversity can be an important determinant of knowledge creation if an organization tries to reduce team member's conflict.

• 토지주택연구
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• 제2권3호
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• pp.239-247
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• 2011

주거단지에서 주거공간을 비롯한 생활환경 등의 요인은 주거만족에 영향을 미치는 요인으로 간주되고 있다. 최근 참여 의식의 증대로 입주자 참여요인의 중요성이 부각되고 있으며, 입주자간 갈등에 대한 요인이 주거만족에 영향을 미치는 주요 요인으로 대두되고 있다. 이러한 현상은 사회적 통합의 일환으로 공급되고 있는 분양과 임대주택의 혼합단지에서 더욱 그럴 것으로 보고 선행연구를 근거로 개념적 연구모형을 수립하고, 연구가설을 설정하였다. 가설검증 결과는 다음과 같다. 첫째, 주거환경 요인은 입주자 참여요인과 입주자간 갈등요인에 유의한 영향을 미치는 것으로 나타났다. 둘째, 입주자 참여 요인과 입주자간 갈등 요인은 주거만족에 유의한 영향을 미치는 것으로 나타났다. 셋째, 입주자 참여 요인은 완전매개효과를 보이고 있으며, 입주자간 갈등 요인은 부분매개효과를 보이는 것으로 나타났다. 본 연구는 혼합단지에서 입주자 참여와 입주자간 갈등 요인의 변수를 확인하고 이 두 요인이 주거만족에 미치는 영향을 실증적으로 검증한 탐색적 연구라는데 그 의의가 있다고 할 수 있다.

• 해양환경안전학회지
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• 제22권6호
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• pp.688-693
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• 2016

이 연구에서는 해양경찰조직 내에서 발생하는 다양한 갈등을 진단하고 더불어 갈등을 유발시킬 수 있는 해양경찰조직의 지배적인 주류문화와 다르게 형성되어 있는 하위문화에 대해 살펴보고자 한다. 아울러 해양경찰조직 자체가 가지고 있는 관료제적 가치와 민주적 가치와의 균형이나 대립 그리고 모순으로 인한 보편화된 갈등과 마찰에 대해 논의하고자 한다. 해양경찰의 하위문화가 조직 갈등에 미치는 영향에 대한 분석결과를 살펴보면 다음과 같다. 첫째, 냉소주의가 기능적 갈등에 미치는 영향 중에는 피조사자의 거짓말과 경찰에 대한 비신뢰성이 강할수록 기능적 갈등을 겪는 것으로 나타났고, 계층적 갈등에서는 경찰업무에 대한 비협조와 비신뢰성이 강할수록 계층적 갈등을 겪는 것으로 나타났다. 둘째, 남성주의가 기능적 갈등에 미치는 영향에서는 여자경찰관들은 남자경찰관들에 비해 직무수행 능력이 저조하기 때문에 갈등을 겪는 것으로 나타났고, 계층적 갈등에서는 여성경찰관의 직무범위를 축소하고 직무수행능력이 저조하여 갈등을 겪는 것으로 나타났다. 셋째, 변화거부주의가 기능적 갈등에 미치는 영향은 통계적으로 유의미하지 않으며, 상대적인 범죄통제 지향주의에서는 범죄의 통제를 위한 공격적인 태도와 범죄와 무관한 업무를 지양할 경우에 기능적 갈등에 영향을 미치는 것으로 나타났고, 계층적 갈등에서는 공격적인 태도와 범죄와 무관한 업무를 수행할 때에 계층적인 갈등을 겪는 것으로 나타났다.