• Korea Journal of Hospital Management
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• v.3 no.1
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• pp.62-82
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• 1998

The purpose of this study is to assess the cause and level of conflict arising within and between departments among administration office workers who work in a recently established tertiary hospitals of a major cooperation or related non-profit cooperation: The study also aimed to find methods for resolution of such conflicts by comparing with other existing university hospitals. The subject population included 299 business administration office workers randomly selected from two cooperate related tertiary hospitals of less than 3 years in its existence and two university hospitals over 700 beds in Seoul and Kyong In area. Data were collected through a survey questionnaire. To define related factors for the level of conflict among departments in each hospitals multivariate regression analysis was conducted. Independent factors were characteristics of subjects, conflicting factors within and between the departments. The results are as follows: 1. Those in the 30-39 rears of age group demonstrated significantly higher level of conflict between departments. Those working in the new hospitals, who were older and had long-term tenure, and those with short-term job experience at current working hospital had higher level of conflict between the departments with statistical significance. 2. Concerning the involvement of conflicting factors and the level of conflict in the administration there was statistically significant positive correlation between reliability and job-related intra- and interdepartmental level of conflict in existing hospitals. There was a significant positive correlation between intradepartmental conflicting factors of mutual dependence, difference in goal/orientation and intra- and interdepartmental level of conflict. 3. In multivariate regression analysis, women more than men, and those who had worked for many years in hospitals had statistically significant influence on factors involved in interdepartmental level of conflict, explaining 51.0% of the model. 4. In existing hospitals, gender was a significant factor with women showing a higher level of interdepartmental conflict compared to men. Among the interdepartmental factors, mutual dependence had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the new hospitals, job position was a significant factor which showed that those in high position such as section chief or above, compared to those in managerial or general position had higher level of conflict. Among the interdepartmental characteristics, factors of mutual dependence and goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the new hospital setting efforts to reduce conflict in areas among workers with high position, old age, and long tenure and those in Purchasing, Material and Computer Department should be made and prudent management and planning for improved manpower and increased budget or efficient allocation and clear definition of job description are necessary to adequately assess and make improved efforts for rapid stabilization of the premature hospital system from its inception, In the existing hospitals a lack of conflict within and between departments may give rise to stagnation or inefficiency of the organization. Future study are needed with respect to the relationship between interdepartmental level of conflict and the effectiveness of the hospital organization for improved resolution of conflict in the organization and hospital management.

• Korea Journal of Hospital Management
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• v.5 no.1
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• pp.40-61
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• 2000

The purpose of this study is to promote the efficiency of the management of the controls organization in the university hospitals and general hospitals by evaluating the factors underlying organizational conflict. The subject population included 351 hospital workers randomly selected from two general hospitals of less than 200 beds and two university hospitals over 500 beds in Seoul area. Data were collected through a survey questionnaire. To define related factors for the level of conflict among departments in each hospitals multivariate regression analysis was conducted. Independent factors were characteristics of subjects, conflicting factors between the departments. The results are as follows: 1. Those in high job position group demonstrated significantly higher level of conflict between departments. Those working in the general hospitals, who were older and had long-term tenure at current working hospital had higher level of conflict between the departments. 2. Concerning the involvement of conflicting factors and the level of conflict in the employees' there was statistically significant positive correlation between reliability and job-related and intradepartmental level of conflict in university hospitals. There was a significant positive correlation between interdepartmental conflicting factors of mutual dependence, difference in goal/orientation and interdepartmental level of conflict. 3. In the university hospitals, among the interdepartmental factors, mutual dependence and difference in goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the general hospitals, job position was a significant factor which showed that those in high position such as section chief or above, compared to those in general position had higher level of conflict. Among the interdepartmental characteristics, factors of mutual dependence and goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the general hospitals setting efforts to reduce conflict in areas among workers with high position, old age, and long tenure and those in medical care department should be made and prudent management and planning for improved manpower and increased budget or efficient allocation and clear definition of job description are necessary to adequately assess. In the university hospitals setting efforts to reexaminitation of the organizational structure and efficiency conveyance of information and efforts to resolve conflict among young workers with lower level of education is need. This study has its own merit in comparing empirically the conflict among hospital workers in the university hospitals and general hospitals. Future study are needed with respect to the relationship between interdepartmental level of conflict and the effectiveness of the hospital organization for improved resolution of conflict in the organization and hospital management.

• Journal of Information Technology Applications and Management
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• v.19 no.3
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• pp.1-18
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• 2012

The present study highlights the conflict management levels in Indian manufacturing and Information Technology (IT) sectors. Nearly 110 samples from different organizations of manufacturing and IT have been collected using convenient sampling technique. Standardised scale on Organisational Conflict developed by Dhar U. and Dhar S. [2003] has been used which consists of twenty items on a four point scale. The study has shown that miscommunication at organizational level has been a reason for conflict in manufacturing organizations whereas intrinsic motivation at organizational as well as individual level has been found a reason for conflict in IT sector. The study bears implications for HR managers to develop policies and conflict management strategies so as to deal with the situations constructively at a particular level of conflict.

• Management & Information Systems Review
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• v.5
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• pp.227-247
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• 2000

This study is aimed at searching for the ways to effectively cope with the conflicts found among the members of the hospitals by analyzing the conflict control practiced differently depending on the scale of the organization and characters of its members. The result of analysis into the types of conflict control by the members of the hospital comprising a multitude of manpower is presented as follows. 1. The hypothesis 1 which assumes that the sex will determine the type of conflict control is adopted in part at the level of p<0.05. 2. The hypothesis 2 which assumes that the working position will determine the type of conflict control is adopted in part at the level of P<0.05. 3. The hypothesis 3 which assumes that the age will determine the type of conflict control is adopted in part at the level of p<0.05. 4. The hypothesis 4 which assumes that the size of hospitals will determine the type of conflict control is adopted in part at the level of p<0.05. 5. The hypothesis 5 which assumes that the career will determine the type of conflict control is adopted in part at the level of p<0.05. 6. The hypothesis 2 which assumes that the educational background will determine the type of conflict control is adopted in part at the level of p<0.05. This study requires extended follow-up study to cover the cause of conflict and job satisfaction of the medical manpower.

• Journal of Digital Convergence
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• v.7 no.1
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• pp.111-123
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• 2009

IT projects need engineers with various backgrounds to cooperate to build an IT system that satisfy the requirements of users given a limited expense and time. Such diversity of team members and the complexity of task naturally involve considerable amount of conflict among team members. High level of conflict among team members is known to be detrimental to the performance of the team. The purpose of this study is to examine the reasons for conflicts among team members in IT projects and to check how the level of conflict affects the performance of a project and the satisfaction of the members of the project team. To test the relationship, a survey on 166 participants in IT projects was conducted. The reasons for conflicts in IT projects were categorized into five types. The level of ambiguity was found to have a significant correlation with the level of conflict. And the level of conflict, in turn, is found to have a significant effect on the degree of satisfaction among team members and the project results. Based on the research results, it is suggested that a clear definition of tasks and their boundaries is required to reduce ambiguity and thus, the level of conflict and improve the level of satisfaction of IT project team members.

• Journal of Families and Better Life
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• v.8 no.2
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• pp.31-47
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• 1990

The purpose of this paper is to investigate the relationship between the married people's conflict level and coping behavior, and find out how independent variables(male or female, age, level of education, family income, religion, types of marriage, types of family) have an effect on two dependent variables. The research problems as follows: 1) How independent variables influence on the level of conflict. 2) How independent variables influence on the coping behavior 3) How related the level of conflict and th coping behavior. Two instruments wee administrated to 302 married man and woman in Seoul, in June, 1990 The first instrument, 25 items questionnaire, made by investigator, was developed based upon Lee Sun and Moon Sung Sun. The second instrument, 20 item questionnaire, based upon filed , and modified to be appropriate to Korean Culture, Data was analyzed by frequency, percentage, mean, t-test, F-test and pearson r. The results are summarized as follows; 1) Most husbands and wives how the middle level of conflict 2) Among independent variables, male or female(p<.05), level of education (p<.05), types of family (p<.05), were variables to have influence on the level of conflict. 3) Husbands and wives's coping behavior are relatively middle level. 4) Among independent variables, types of marriage(p<.05) was variable to have influence on the coping behavior. 5) There were very low positive correlation (r=.15, p<.01) between the level of conflict and the negative coping behavior, and very low negative correlation(r=-.21, p<.001) between the level of conflict and the positive coping behavior. Form this results, more objective methods and research are needed to develop the style of conflict and the coping behavior.

• Journal of Families and Better Life
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• v.23 no.4 s.76
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• pp.113-122
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• 2005

The purpose of this study is to examine the work-family conflict and work-family spillover of married working women. For this purpose, this study estimate the level of work-family conflict and spillover and investigate the related variables to then The results are as follows. The level of work-family conflict is ordinary. The level of role conflict as mother is highest and that of role conflict as wife is lowest. The level of work-family spillover is also ordinary and positive work-family spillover and family-work spillover are higher than negative ones. Work-family conflict of married working women have a significant difference according to woman's age, age of first child, number of children, household work time, career years, and support of family. Negative family-work spillover have similar trend with wok-family conflict in affecting variables. This study is meaningful in analyse the work-family spillover of married working women as well as work-family conflict to reveal the positive aspect with negative aspect of work-family. It is needed to eliminate the conditions which cause conflict to married working women and emphasize the positive effect of work-family.

• Journal of Korean Academy of Nursing
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• v.25 no.4
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• pp.741-750
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• 1995

The purpose of this study was to develop a role conflict scale for nurses in hospitals. The process of study was as follows. The first step was the study of selected literature on role conflict in general and to translate into Korean language the role conflict and ambiguity scale developed by House. From this process, a scale for role conflict inventory-general was made by consulting with two professors majored in educational evaluation and one professor who is an authory on educational administration. In the second step, 24 clinical nurses were asked to describe the situations having job-related role conflict. In the third step, the role conflict inventory-specific was derived from the role conflict inventory -general, and data selected from the step two. The confidence and clarity of this role conflict inventory-specific was strengthed by consulting one clinical psychologist, two professors of nursing college and ten doctoral students of nursing. With this tool being tested, the results are summarized as follows. 1. Reliability Internal consistency reliability was tested by cronbach alpha, corrected item total correlation and correlation matrix. The cronbach alpha level was .94 and one item among 37 items was below .35 and the rest items were .42 above in the corrected item total correlation. There was no negative correlation in the correlation matrix. 2. Construct validity In the construct validity test, four factors have an eigen value 1.0 over, Factor 1 represented role ambiguity, composed of 15 items with .90 reliability level. Factor 2 represented deficiency of ability and skill, composed of 11 items with .90 of reliability level. Factor 3 represented working environment, composed of 6 items with .85 of reliability level. Final factor represented deficiency of job-related collaboration, composed of 5 items with .69 reliability level. These results contribute to measuring the level of role conflict for nurses, and to the managment of the nurses' role conflict.

• Korean System Dynamics Review
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• v.6 no.2
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• pp.37-52
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• 2005

Conflict resolution in decision-making groups is studied using a System Dynamics model. The model is developed using a grounded-theory approach. Some preliminary results are shown. The results seem to be in line with much empirical research done in the management literature about conflict and conflict resolution at the group level of analysis. Ideas for further research are discussed.

• Human Ecology Research
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• v.53 no.6
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• pp.629-640
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• 2015

This study examined the effect of interparental conflict and parent-child conflict on overt aggression in upper elementary school students and investigates if children's father-child conflict or mother-child conflict mediated the effect of interparental conflict on overt aggression. The participants of this study were 532 of fifth to sixth graders from three elementary schools located in Seoul and Gyeong-gi province. Participants were asked to respond to a written questionnaire to measure research variables of the Peer Conflict Scale, the Conflict Tactics Scales, and the Conflict Behavior Questionnaire. Data were analyzed by descriptive statistics and hierarchical multiple regression. Mediating effects were examined using analysis procedures of Baron and Kenny. The major findings were as follows: first, the level of interparental conflict and parent-child conflict of both mothers and fathers in upper elementary school students increased the level of overt aggression. Second, parent-child conflict of both mothers and fathers in upper elementary school students partially mediated the relation between interparental conflict and overt aggression. Higher levels of interparental conflict resulted in higher levels of parent-child conflict, and the subsequently higher frequency of overt aggression in upper elementary school students.