• Journal of Families and Better Life
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• v.25 no.5
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• pp.65-82
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• 2007

This study investigated the moderating effects of conflict-coping strategies between marital conflict and satisfaction according to gender and marital period. The subjects of this study were 178 couples from Cheongju who have been married less than fourteen years. For husbands and wives who have been married less than 7 years, nothing moderated the interaction between marital conflict and satisfaction. However, for husbands who have been married between 8 and 14 years, their conflict withdrawal moderated the interaction between marital conflict and satisfaction. For their wives, their conflict-expression strategy and their husbands' conflict-expression strategy moderated the interaction between marital conflict and satisfaction.

• Journal of the Korean Home Economics Association
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• v.41 no.1
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• pp.139-153
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• 2003

The purposes of this study were to find the general trends of aged couples' marital conflict, life satisfaction, and to examine relationships between husbands' marital conflict, life satisfaction and those of wives, and to investigate effective variables influencing on their life satisfaction. The subjects were the 218 couples over 60 years old living in Gwangju. Trained researchers interviewed the subjects with structured questionnaires. Data were analyzed with mean, sd, Cronbach' α, paired-t test, Pearson's correlation and Hierarchical Regression using SAS program. The major findings were as follows; 1. The marital conflict scores of husbands and wives were lower than median and wives' marital conflict scores were higher than those of husbands. The average scores of life satisfaction were higher than median and Husbands achieved higher scores in life satisfaction than wives. 2. Husbands' marital conflict and life satisfaction were positively related to those of wives. 3. Husbands' life satisfaction was influenced by health, self-esteem, filial support, acquaintances' support, marital conflict. Wives' life satisfaction was influenced by income, health, marital intimacy, filial support, acquaintances' support, marital conflict. Spouses marital conflict was significantly effective variable to wives' life satisfaction, but no significant to husbands'.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.18 no.1
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• pp.107-115
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• 2011

Purpose: The purpose of this study was to investigate the relationship between professional self-concept, role conflict and job satisfaction of emergency department (ER) nurse. Method: Data were collected from a convenience sample of 200 ER nurses who worked in one of 9 hospitals in 5cities. The instrument for this study was a structured questionnaire on professional self-concept, role conflict and job satisfaction. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Results: The mean score for professional self-concept was 2.52 (0.28), for role conflict, 3.37 (0.55), and for job satisfaction, 2.71 (0.35). There were significant differences on three variables according to total career, and satisfaction with nursing. There was a significant positive correlation between professional self-concept and role conflict, job satisfaction. Role conflict showed a significant negative correlation with job satisfaction. Conclusion: The results of this study indicate that the important role-related variables of professional self-concept, role conflict and job satisfaction of ER nurses are significantly related, and that as, role conflict is an important factor for job satisfaction of ER nurses, strategies to decrease role conflict need to be developed.

• The Korean Journal of Community Living Science
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• v.12 no.2
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• pp.75-87
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• 2001

This study examines the impact of marital conflict and conflict-coping type on the marital satisfaction of rural married person. Data were obtained from 476 who married living in rural area. The major finding of this study are as follows. First, marital conflict were shown to be low, while in terms of degree of seriousness, envirnmental, interpersonal and intrapersonal are in descending order. Also, husband perceived marital conflict higher than wife. On the whole husband and wife used more reasoning coping type. And marital satisfaction was higher in husband's side. Second, living standard and conflict-coping types influence on marital satisfaction of rural men and women who married. That is, the higher husband perceived living standard and the less they used verbal aggression behavior and physical violence behavior and then the higher they perceived marital satisfaction. And the higher wives perceived living standard, they used more reasioning behavior and then the higher they perceived marital satisfaction.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.4
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• pp.421-430
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• 2007

Purpose: The objective of this research is to explore the degree of conflict of nurses, and the relationships among conflict, job satisfaction, and organizational commitment for providing effective management of nurses. Methods: The research was conducted from July 1 to 31, 2006, with a survey of 280 nurses at seven general hospitals in Seoul. The survey tools were used Rizzo et al(1970)' tool for role conflict and role ambiguity Park(1988)'s tool for vertical conflict, and horizontal conflict, Park-Yoon's tool for job satisfaction(1992) and Mowday et al(1979) for organizational commitment. The acquired data were analyzed with SPSS using descriptive methods, t-test, ANOVA, LSD, Pearson correlation coefficient. Results: Overall conflict of nurses showed 3.00 .Job satisfaction of nurses revealed 3.12, and organizational commitment showed 3.34. The relationships between conflict and job satisfaction showed -65.6%. The relationships between conflict and organizational commitment revealed -56.2%. Conclusion: Conflict management is important factor of management for increasing job satisfaction and organizational commitment. It is needed that orientation and education program of detailed job description for nurses.

• Journal of Family Resource Management and Policy Review
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• v.14 no.4
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• pp.57-75
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• 2010

This study examined the effects of self-differentiation on family-life satisfaction and job satisfaction, and investigated the mediating effects of conflict-managing behavior. The participants in the present study were 196 married employees. LISREL was employed to test this hypothetical structural model. The results of this empirical study demonstrated that self-differentiation had positive effects on both family-life satisfaction and job satisfaction, which was mediated by the conflict-managing behavior but did not have a direct effect on either family-life satisfaction or job satisfaction. This study verified that conflict-managing behavior had mediating effects on the relationships among self-differentiation, family-life satisfaction, and job satisfaction. The results indicated that the higher the level of self-differentiation was, the more effective conflict-managing behavior was. And the more effective conflict-managing behavior was, the higher the levels of family-life satisfaction and job satisfaction were.

• International Journal of Advanced Culture Technology
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• v.8 no.2
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• pp.68-75
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• 2020

The purpose of this study was to investigate the effect of police officers' participatory decision-making, supervisory quality and attitude, organizational justice on job satisfaction focused on mediating effect of work-life conflict. As a result of analysis of 185 police officers, the results were as follows. The causal relationships between participatory decision-making, organizational justice and work-life conflict, the ones between supervisory qualities and attitude, organizational justice, work-life conflict and job satisfaction, all of them reached the significance levels, not the causal relationship between supervisory qualityand attitude work-life conflict. Thus, the results for the interaction have shown, participatory decision-making and organizational justice and work-life conflict have negative influences on work-life conflict respectively, and supervisory qualities and attitude conflict, organizational justice conflict, work-life conflict have effect on job satisfaction with positive and negative effect. The Sobel-test showed that the Sobel-test statistic of the mediating effect of work-life conflict on causal relationships between organizational justice and job satisfaction is significant, but not in the mediating effect of work-life conflict on causal relationships between supervisory qualities and attitude and job satisfaction. According to the analytical results, work-life conflict is an important factor that can improve police officers' job satisfaction in the public organizational context with an open-oriented- system and culture for employees' participation in the process of decision making and equality and fairness for organizational management. It is also noted that work-life harmony for employees may be incompatible with the supervisor's perception of the work-oriented or prioritized-way in hierarchical organizations like police agencies.

• Korea Journal of Hospital Management
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• v.14 no.3
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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 Korean Academy of Fundamentals of Nursing
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• v.10 no.3
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• pp.316-325
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• 2003

Purpose: This study was done to identify role conflict and job satisfaction in nurses in oriental medicine hospitals. Method: Study participants were 128 nurses employed in oriental medicine hospitals. The data were collected using a survey questionnaire. The instruments included a 37-item role conflict scale and 20-item job satisfaction scale. The data were analyzed using frequencies, means, percentages, t-test, ANOVA, and Pearson correlation coefficient with the Window's SPSS program. Result: There were significant differences in job satisfaction according to marital status, motivative for being a nurse and length of work time. The mean score for role conflict was 3.69 and for job satisfaction, 2.96. Job satisfaction had a significant inverse correlation with role conflict in these nurses. Conclusion: It is suggested that further studies are needed to identify factors affecting role conflict and job satisfaction in oriental medicine nurses, which will help to identify strategies to decrease the role conflict and increase job satisfaction in nurses employed in oriental medicine hospitals.

• Journal of the Korean Home Economics Association
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• v.43 no.7 s.209
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• pp.93-107
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• 2005

The purposes of this study were firstly to investigate how the conflict-coping methods of husbands and wives relate to their cognition of their own conflict-coping methods and those of their spouse and secondly to investigate how the interaction patterns of the conflict-coping methods between husbands and wives affect their marital satisfaction in the early stage of marital life. The main findings of this study were as follows: Firstly, this study indicated that both husbands and wives recognized that they themselves use the more reasonable conflict-coping method than their spouse. Both thought that husbands use the more avoidant, conflict-coping method than wives. Secondly, the study showed that both husbands and wives are tend to use the same conflict-coping method as their spouse's conflict-coping method as perceived by them. All the conflict-coping methods of husbands were related to their perception of their wives' conflict-coping methods. In the can of wives, however, there was no significant correlation between their aggressive conflict-coping method and the husbands' avoidant conflict-coping method, or between their avoidant conflict-coping method and the husbands' reasonable conflict-coping method. These results indicated a gender-difference in the conflict-coping methods between husbands and wives. Thirdly, the study showed that when husbands and wives regarded the interaction pattern of the conflict-coping method between themselves and their spouse as the reasonable$\ast$reasonable pattern, both of them had the highest marital satisfaction. When husbands regarded the interaction pattern of the conflict-coping method as the aggressive$\ast$aggressive pattern, they had the lowest marital satisfaction. On the other hand, when wives regarded the interaction pattern of the conflict-coping method as the aggressive$\ast$avoidant pattern, they had the lowest marital satisfaction.