• 제목/요약/키워드: Conflict Management

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주장훈련과 가치명료화훈련이 간호사의 갈등정도와 갈등관리 양식에 미치는 효과 (The Effects of Assertiveness Traning and Value Clarification Training on Nurse's Conflict and Conflict Management Mode)

  • 박상연
    • 근관절건강학회지
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    • 제2권1호
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    • pp.41-72
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    • 1995
  • The purpose of this study is to examine the effects of assertiveness training and value clarification training on nurse's conflict and conflict management mode. Fifty seven registered nurses participated in the study ; they were employed by three general hospital located in Daegu, Korea. The study employs two treatment groups. The assertiveness training group consisted of subjects who participated in 90-120 minutes sessions of assertiveness training nine times over five weeks. The other treatment group, was adiministed nine, 90-120 minutes sessions of value clarification during the same period. For the control group, nursing subjects were appointed the training after five weeks. Pre-test evaluation were administered to all subjects in three groups prior to one week of the treatment. Role conflict Inventory-general(RCI-G) and Communication Conflict Inventory-general (CCI-G) measure nurse's conflict management mode. Post-test evaluation were administered to all subjects in three groups two weeks after the last session by Role Conflict Inventory-Specific(RCI-S), Communication Conflict Inventory-Specific (CCI-S), Management Model-Specific(CMMI-S). The analysis of variance(ANOVA) and covariance(ANCOVA) on gain scores were running the SPSS program. In order to test statistical differences among mean scores of the scales obtained after treatment, multiple comparisons were carried out by Turkey method. Conclusions obtained from the results are as follows. 1. The assertiveness training and the value clarification training were effective in decreasing the nurse's role conflict. The value clarification was more effective than the assertiveness training in decreasing the nurse's role conflict. 2. Both assertiveness training and value clarification training were effective in decreasing nurse's communication conflict. There was, however, no differences between assertiveness training and value clarification training in decreasing the nurse's communication conflict. 3. The assertiveness training and the value clarification training were quite effective in compromizing and collaborating conflict management mode, to reducing the withdrawl and accomodate, force and accomodate conflict management mode to conflict. There was no difference in the effectiveness of assertiveness training and value clarification. In assessing the effects of the treatments, this study employed different measurements. It is unclear whether the measurement affected the test results. It is worth conducting a further test using the same measurements. The results of future studies can be compared with those of this study. The homogeneity of the control group and treatment group is questionable. Futher studies may employ homogeneous sample group to evaluate whether the sample characteristics bias the test results. Assertiveness training or value clarification training for nurses can be utilized in nursing intervention.

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Inter-partner Fit Mechanisms for Sustainable Joint Ventures: Evidence from Japanese Firms in Korea

  • Kim, Jang-Hyun;Yoshimoto, Koji;Bae, Il-Hyun;Yoon, Ki-Chang
    • Journal of Korea Trade
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    • 제25권3호
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    • pp.134-152
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    • 2021
  • Purpose - Our study aimed to examine the roles of conflict management in maintaining a sustainable good relationship between joint venture (JV) partners. Although the concepts of relational capital, mutual commitment, and cultural adaptation have been neglected in previous research on interorganizational relationships, we treated them as inter-partner fit mechanism capabilities of affecting the level of satisfaction in a relationship with a JV partner. Design/methodology - In order to test hypotheses, we sent a questionnaire to Japanese firms operating JVs in South Korea and asked whether their levels of satisfaction with their JV partners increase when conflict management techniques are used to reduce the conflicts that usually arise between partners. Findings - The results of our study suggested that it is important for firms participating in a JV to construct and reinforce an inter-partner fit mechanism that enables them to maintain a favorable partnership. In addition, we suggested that relational capital, cultural adaptation, and mutual commitment influence conflict reduction and the level of satisfaction experienced in JVs. Moreover, the results showed that conflict management has a significant effect on developing soild partnerships and performance in JV situations. Originality/value - We advanced a new paradigm about conflict management and suggested methods of research propositions that are well grounded in the latest findings in conflict management research pertaining to JVs.

가족구매의사결정에서의 갈등관리 전략에 관한 연구 (Conflict Management in Family Pruchase Decision Making)

  • 윤숙현;김순미
    • 가정과삶의질연구
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    • 제9권2호
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    • pp.253-265
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    • 1991
  • The purpose of this study was to investigate conflict management in family purchase behavior of urbanite by applying a systems approach. For this purpose, 230 questionnaire were distributed to the married men and women in Seoul. The 216 data were analyzed by Frequency, Percentile, Mean, t-test, ANOVA, Duncan's Multiple Range Test. The result were as follows. 1) According to the type of goods, the level of marital conflict in purchase decision making had differences significantly 2) According to the type of goods and the level of conflict, conflict management had differences significantly. 3) According to the level of conflict and the basic environmental characteristics, purchase management satisfaction had differences significantly. Through these results, the applicability of systems approach to family purchase behavior was shown. Family purchase behavior could be understood in environmental suprasystem, with considering the relationship of subsystem's components.

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군 병원 부서간 갈등에 관한 연구 (A study on the Interdepartmental Conflict in Military Hospitals)

  • 장준연;김한중;진기남
    • 보건행정학회지
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    • 제6권2호
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    • pp.43-57
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    • 1996
  • The purpose of this study is to examine the factors influencing interdepartmental confilict in the military hospitals. Relatively little attention has been given to the conflict in the hospitals, especially within military hospitals. Delving into the realities of organizational conflict would provide us an insight of how to handle it. The questionnair survey was conducted for the 254 officers working in 8 military hospitals nationwide. The mean index score of interdepartmental conflict was 14 on the 5-25 point scale, indicating the conflict level was modest. Using t-test and ANOVA, we found that interdepartmental conflict was different by marital status of physicians or educational level of nurses. Next, we examined a causal model using multiple regression method. The personal characteristics of the respondents and the organizational characteristics - intradepartmental relation and interdepartmental relation - were included in the model as the independent variables. From the analysis, we found that working years at the organizations, type of work term, intradepartmental reliance or cooperation, interdepartmental redliance or resource management were significantly related to interdepartmental conflict. The effect from these variables, however, was different across three departments.

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The Influence of Dental Hygiene Student's Communication Ability and Conflict Management Types on Adaptation to College Life

  • Shin, Myong-Suk;Han, Ji-Hyoung;Hwang, Ji-Min
    • 치위생과학회지
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    • 제21권1호
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    • pp.19-27
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    • 2021
  • Background: The purpose of this study was to investigate the effects of dental hygiene students' communication ability and conflict management types on adaptation to college life improve adaptation to college life and to suggest strategies to play a role as a professional dental hygienist in clinical practice. Methods: The subjects of this study were selected by random sample extraction of dental hygiene students from two colleges in Gyeonggi and one Chungcheong area. The survey was conducted online for dental hygiene students from July 20 to October 31, 2020. In order to comply with research ethics, this study was investigated with the consent of the subjects. The sample was analyzed for the final 351. Results: Dental hygiene students' communication ability was 3.74 points, conflict management types was 3.01 points, and adaptation to college life was 3.30 points. In the type of conflict management according to the general characteristics, the problem-solving method, the avoidance method, the compromise method, and the concession method showed statistically significant differences in major satisfaction. Among the types of conflict management, the highest positive correlation (r=0.613) was shown in the relationship between the problem-solving method and the compromise method. Factors influencing the adaptation to college life were concentration, forced method, self-disclosure, conversational coherence, and social relaxation. Conclusion: This study is significant in that it derives sub-areas of communication ability and conflict management types that influence adaptation to college life. In the future, there is a need to improve the quality of dental hygienists by continuously conducting research on the types of conflict management targeting dental hygienists, and responding more proactively and actively to conflict situations in the clinical field.

프리셉터 간호사의 갈등관리 유형이 프리셉터 역할인식 및 핵심역량에 미치는 영향 (The Effect of Preceptor Nurses' Conflict Management Type on Preceptor Role Recognition and Core Competency)

  • 김은정;박보현
    • 임상간호연구
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    • 제29권3호
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    • pp.337-347
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    • 2023
  • Purpose: The objectives of this study were to categorize the conflict management types of preceptor nurses and determine the effects of these types on preceptors' role perception and core competencies. Methods: Data was collected from 192 preceptor nurses with at least two years experiences in general hospitals, from July 1 to July 31, 2022. Conflict management type, preceptor role perception, and core competency were investigated using structured instruments. The data was analyzed using K-means cluster analysis, Independent samples t-test, One-way ANOVA with Scheffé's test, and multiple regression analysis. Results: The conflict management types were categorized into four types; comprehensive type (cluster 1), integrating, obliging, compromising type (cluster 2), undifferentiated type (cluster 3) and obliging, avoiding type (cluster 4). The effect of conflict management types on preceptors' role recognition occurred in the following order of cluster 2 (integrating/obliging/compromising type), cluster 1 (comprehensive type), and cluster 4 (obliging/avoiding type). Next, cluster 1 (comprehensive type), cluster 2 (integrating/obliging/compromising type), and cluster 4 (obliging/avoiding type) were shown in the order of the impact on the core competencies of the preceptor. Conclusion: When preceptor nurses use a mixture of various attributes of conflict management evenly, they have been shown to demonstrate effective preceptor role recognition and core competencies. Therefore, it is proposed that future development of conflict management training programs for preceptor nurses should begin with identifying their conflict management type, followed by creating a program that addresses any deficiencies.

집단갈등이 집단창의성에 미치는 영향 : 리더십 스타일과 커뮤니케이션의 조절효과 (The Effects of Group Conflict on Group Creativity : Moderating Effects of Leadership Style and Communication)

  • 백윤정;한상숙
    • 지식경영연구
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    • 제9권3호
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    • pp.1-19
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    • 2008
  • This study explored the influence of two types of conflict(task and relationship conflict) on group creativity and tested this model with a sample of 58 teams. Relationship conflict negatively influenced group creativity but, task conflict did not show the effects on group creativity. Specifically we found the moderating effects of supportive leadership and communication. Supportive leadership style moderated positively both task conflict and relationship conflict on group creativity. But controlling leadership styled moderated negatively relationship conflict and group creativity. Finally the relationship between task conflict and group creativity was moderated by communication. Overall, we suggest conflict is one of the important group process to boost group creativity and supportive leadership and communication are the important moderators to manage conflict successfully and effectively.

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지방자치단체 갈등관리 분야 법규 분석 (An Analysis of the Local Laws and Regulations in Conflict of the Local Government)

  • 변성수;류상일;최호택
    • 한국콘텐츠학회논문지
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    • 제9권12호
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    • pp.797-804
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    • 2009
  • 이 연구는 지방자치단체의 효율적인 갈등관리를 위한 기초연구로서, 갈등관리 분야의 법규에 관한 내용을 분석하였다. 이를 통하여 효율적인 갈등관리를 위한 법규의 개선방안을 모색하고자 하였다. 이 연구의 주요 분석내용은 법규의 기초 사항, 목적 및 갈등당사자, 용어, 심의기구, 조정기구, 중요 특이 사항 등을 포함하고 있다. 그리고 이 연구는 갈등관리 분야 법규의 개선방안으로서 자치단체장의 갈등관리에 대한 인식 전환 및 의지 강화, 갈등관리기구의 역할과 심의 조정 내용의 반영 및 이행 강화, 행 재정적 지원 규정의 확산 등을 제시하고 있다.

SI 프로젝트팀 내 발생 갈등현상에 관한 비교사례연구

  • 박상희;조남재
    • 한국데이타베이스학회:학술대회논문집
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    • 한국데이타베이스학회 2010년도 춘계국제학술대회
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    • pp.109-123
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    • 2010
  • Compared to research on the success of IT projects In general, research on the management of conflict in IT teams and its impact on project success is insufficient. This research performed a comparative study to analyze the nature and evolving phenomenon of conflicts in IT project teams. This study aimed at; First, Why a conflict is created within and around an IT project team. Second, What is the phenomenon of conflict evolution, diffusion, and/or resolution? Third, How the differences in conflict management style affects the IT project performance? Three propositions were drawn from the analysis of two intensive analysis of conflict cases and their comparison. Proposition 1 : Both 'the method of pointing out a problem' and 'the pointed-out contents' can be the trigger of conflicts around an IT project. Proposition 2 : While the focus of attention of one party is 'the method of pointing out a problem', if the other's and focus of attention of one party is 'the pointed-out contents', that is, if the focus of attention mismatch, the conflict can be amplified. Proposition 3 : According to the temporal nature of the relationship, e.g., short-term versus long-term, the way people approach and deal with the conflict differs.

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교사들의 갈등관리 유형에 따른 직무만족의 차이 (The Difference of Teachers' Job Satisfaction according to Their Conflict Management Styles)

  • 장한기;조영주
    • 수산해양교육연구
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    • 제18권3호
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    • pp.379-389
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    • 2006
  • This study was to investigate the difference of teachers' job satisfaction according to their conflict management styles. The result of the study showed that accommodating was most prevalent conflict management style and avoiding, compromising, competitive, collaborating styles followed. Overall teachers' job satisfaction was relatively high, but competitive style teachers' satisfaction was lowest.