• 경영과정보연구
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• 제26권
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• pp.181-204
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• 2008

This study is to categorize five types of conflict handling styles that employees can take when conflict occurs. The five types are integrating, avoiding, dominating, obliging, and compromising. I found these factors that explain conflicts handling styles divided them into organizational structure, task group functioning and need styles and how certain factors explain different kinds of conflict handling styles without other factors. To measure conflict handling styles, this study used the scale of conflict style devised Rahim. Data were collected by the survey method from employees engaged in the service industry located Seoul, the Province of Gyeonggi, and the Province of Gangwon. In addition, in order to prove my hypothesis, I used hierarchical regression analysis method to find the pure explanation that each factors have without multicollinearity. According to the study's result, in a person's type of needs, if the need for achievement is high, they prefer integrating style. In contrast, if the need for achievement is low, they prefer avoiding style. Also, if the need for affiliation is high, the employees prefer compromising style. But if the need for affiliation is low and the need for dominance is high, the employees favor dominating style. However, in task group functioning, group homogeneity, group cohesiveness, and group goal clarity are high, or the confidence in peers and management is high, the employees prefer obliging style to other conflicts handling styles. As well as if group homogeneity, group cohesiveness, and group goal clarity are high, it was found that they prefer compromising style. Also, if the role conflict that is related to organizational structure is serious, employees prefer obliging style, but they have weakenss in explanation. To sum up these results, if the employees have obliging style that shows lack of concerns over themselves and at the same time, have high concerns to others, is affected by task group or organization. And we can infer that the other conflicts handling styles are effected by personal characteristic.

• 한국건설관리학회논문집
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• 제6권6호
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• pp.193-204
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• 2005

Conflict is aroused when different people having different interest work together for fulfilling same the objectives. As the construction field is large, complex, volatile and requires tremendous capital, there are always greater challenges and possibility of risks of conflicts. Poor management practices in construction site and trying to protect risks and threats by contracting parties are the cited sources of the construction conflicts. The best management practice is to resolve the problems before these cultivate as conflicts. This paper has identified six dispute avoidance factors-Convince, Coordination, Consideration, Compromise, Consolation and Coercion. Six 'C' factors described in this paper are the mantra (formula) to execute a conflict free construction project. The conflict avoidance factors have been verified through a successfully executed project called TEVT development project (Technical Education and Vocational Training) during 1993-1998 in Nepal. The results show that the six 'C' factors 'C' considered during the implementation of the project, construction conflicts would be controlled or minimized effectively.

• 대한건축학회논문집:계획계
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• 제34권12호
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• pp.95-102
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• 2018

The purpose of this study is to investigate the causes of conflict that arise from public pedestrian passages installed in apartment complexes through a survey of residents' perceptions and to investigate the effects on the satisfaction with and necessity of the public pedestrian passage. This has significance as a preliminary research into determining solutions to conflict related to public pedestrian passages that are open spaces, accessible 24 hours a day to pedestrians including people who live outside of the apartment complex. The result of the residents' perception survey showed that there is conflict due to the public pedestrian passage. The main problem was the noise-related variables. While management and safety variables were also perceived as problems, privacy and ownership infringement variables were not. These problems were reduced to four factors through a factor analysis: unfavorable incidents, environment management, ownership infringement, and safety crimes. Analyzing the effects of the above factors on the satisfaction with the apartment complex, satisfaction with the public pedestrian passage and the necessity of the public pedestrian passage, demonstrated that the unfavorable incidents factor influenced all the variables. The safety crimes factor, which is an extended concept of the unfavorable incidents, affected both the satisfaction and necessity of the public pedestrian passage. The ownership infringement factor was found to affect the satisfaction of the public pedestrian passage only, and the environment management factor did not affect all the variables. In planning and managing public pedestrian passages, avoiding incidents and crimes should be considered as a priority to increase the satisfaction of residents and solve conflicts.

• 경영과정보연구
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• 제24권
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• pp.125-154
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• 2008

The purpose of this study is to analyze how the organizational structure, task group functioning and need styles have influence on the conflicts handling styles such as integrating, avoiding, dominating, obliging and compromising as the employee's personality engaged in the service industry. This study uses the hierarchical regression analysis method. Data were collected by the survey method from employees engaged in the service industry located Seoul, the Province of Gyeonggi, and the Province of Gangwon. The study result shows that to the employees with the type A style, need styles are significantly related to the conflicts handling styles such as avoiding. But to the employees with the type B style, need styles are significantly related to the conflicts handling styles such as integrating and avoiding. On the other hand the result shows that the higher the need for achievement and the lower the need for autonomy, employees with the type B style prefer integrating styles to other conflicts handling styles. Or the higher the need for dominance, employees with the type B style prefer dominating styles to other conflicts handling styles. And the higher the need for dominance, employees with the type A style prefer dominating styles to other conflicts handling styles. The study result shows that to the employees with the type A and type X style, task group functioning are significantly related to the conflicts handling styles such as obliging and compromising. But to the employees with the type B style, task group functioning are significantly related to the conflicts handling styles such as obliging and dominating. On the other hand the result shows that the lower faith in peers and management and the higher confidence in peers and management, employees with the type B style prefer obliging style to other conflicts handling styles. But the higher group homogeneity and group cohesiveness, the lower faith in peers and management and the higher confidence in peers and management, employees with the type X style prefer obliging style to other conflicts handling styles. And the higher confidence in peers and management, employees with the type A style prefer compromising style to other conflicts handling styles. The study result shows that to the employees with the type A, organizational structure functioning are significantly related to the conflicts handling styles such as avoiding, obliging and compromising. But to the employees with the type X style, organizational structure functioning are significantly related to the conflicts handling styles such as dominating. On the other hand the result shows that the higher role conflict, the lower role ambiguity and the higher communication system, employees with the type A style prefer avoiding style to other conflicts handling styles. But the lower role ambiguity, employees with the type X style prefer compromising style to other conflicts handling styles. To conclude from these results, employees with the type A style have influence on the organizational structure functioning to other factors on the preference of the conflicts handling styles. And employees with the type B style have influence on the needs styles to other factors on the preference of the conflicts handling styles. Or employees with the type X style have influence on the task group functioning to other factors on the preference of the conflicts handling styles. Although this study provides several managerial implications, this study has some limitations. Specifically data were collected from only the service industry in Seoul, the Province of Gyeonggi, and the Province of Gangwon. In spite of the limitations, the study results could be used valuably in case of the personnel managers which manage the employees under the conflict situations.

• 한국프랜차이즈경영연구
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• 제8권3호
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• pp.29-37
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• 2017

Purpose - In recent years, research has been conducted on the conflict resolution strategies of the franchise headquarters and the franchisees, but there is a lack of research on the factors of conflict due to the intrinsic structure, such as interdependence or hierarchical relationship, and behavioral analysis to reduce the conflict. In this study, we analyze the relationship between satisfaction and trust formed in the process and result of the business, and the result of action to dissolution intention. Research design, data, methodology - For these purposes, the author developed the proposed model and several hypotheses. In this model, conflict resolution strategies consist of five dimensions such as avoiding, forcing, cooperating, obliging, and compromising strategy. And, this model proposed that onflict resolution strategies are antecedents of procedure quality, behaviour quality and dissolution intention are consequences of conflict resolution strategies. The data were collected from April 1 to April 15, 2013. Because this study examined franchise industries from the franchisee perspective, we contacted franchisee store owner and managers located in Seoul and Gyeonggi Province. Interviewers trained contacted a total of 483 franchisees, and 400 franchisees responded. Out of 400 respondents, 2 respondents were deleted due to missing information. Thus, a total of 398 franchisee were used for this study. he data were analyzed using frequency analysis, confirmatory factor analysis, correlation analysis, and structural equational modeling with SPSS 24.0 and Amos 23.0 statistical program. Results - The findings can be summarized as follows: First, franchisor conflict resolution activities have significant effects on procedure quality. Second, procedure quality has a significant effect on behavior quality. Finally, behavior quality has a significant effect on dissolution intention. Conclusions - In this study, we investigated the relationship between conflict resolution behavior, procedural quality, behavior quality and dissolution intention. As a result, the franchisers should strive to resolve conflicts not only in solving simple problems with franchisees, but also in a longer term perspective. We also found that the procedural aspects of resolving conflicts should not be ignored. If the trust and satisfaction of each other increase during the process of resolving the conflict, it will positively affect the satisfaction and trust in resolving the conflict. This is also because it serves to lower the intention of termination. However, there is a limitation that it is targeted only to the restaurant franchise, and it is necessary to study the conflict resolution behavior depending on the type of conflict.

• 대한간호학회지
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• 제32권3호
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• pp.295-304
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• 2002

The purpose of the study was to describe the essential structure of the lived experience of clinical nurses' interpersonal relations among nurses, patients, and others in the ward setting of the hospital. Method: Six nurses who have experienced from 4 to 7 years on the same ward setting, were interviewed. The data were collected from September, 2000 to May, 2001 and analyzed using Colaizzi's (1978) method of phenomenology. Result: In this study, 7 themes were extracted: difficulty of interpersonal relations after being familiar with work, developing good relations with doctors, patients, and their significant others as experience increased, generation gap among individual nurses, evaluating other nursing colleagues on their past experience in ward settings, avoiding nurses with whom one was in conflict, sometimes, resolving conflict through getting together with colleagues informally, having a limited interpersonal network, experiencing becoming mature through struggling with the difficulty of interpersonal relations. Conclusion: Nurse managers need to provide resources, opportunities, and information to clinical nurses through fully understanding the characteristics of nurses' interpersonal relations. In addition, they should minimize the factors which intervene with good interpersonal relations among clinical nurses.

• Child Health Nursing Research
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• 제23권3호
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• pp.364-374
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• 2017

Purpose: The purpose of this study was to describe feelings and actions of nurses following withdrawal of life-sustaining treatment from children being cared for by the nurses. Methods: Data were collected by in-depth interviews with 7 nurses from different hospitals where children receiving nursing care had life-sustaining treatment withdrawn. The interviews were conducted from August 2016 to February 2017 when all data were saturated. Interviews lasted 30~90 minutes and were conducted 2~3 times per participant. Data were analyzed using Giorgi's phenomenological research methodology. Results: The following factors constituted experiences of nurses working in pediatric wards when life-sustaining treatment was withdrawn from children: "agony and conflict in the aspects of care", "heavy mind and regret for exhausting care", "intentionally avoiding parents' sadness", "comforting sadness in the heart" and "orientation in the role of caring for children undergoing withdrawal of life-sustaining treatment." Conclusion: Findings indicate that support systems and intervention programs need to be developed so that nurses can understand and wisely deal with experiences of withdrawal of life-sustaining treatment from children who receive care from nurses.

• 한국노년학
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• 제39권3호
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• pp.485-515
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• 2019

본 연구는 경로당을 이용하는 여성 노인들 사이에 친구·이웃 집단따돌림 현상이 어떠한 모습으로 나타나는지를 살펴보았다. 문화기술지를 연구방법으로 선택하였으며, 집단따돌림 현상이 나타나는 A 경로당을 이용하는 여성 노인 16명을 연구참여자로 선정하였다. 참여관찰과 면접을 통해 자료를 수집하였고 Spradley(1979)가 제시한 문화기술지적 분석방법을 바탕으로 결과를 분석하였다. 분석 결과, 경로당 이용 여성 노인의 친구·이웃 집단따돌림 현상은 외톨이로 만듦, 피해를 줌, 대응함, 벗어나지 못함이라는 네 가지 영역으로 나타났다. 먼저, 호의적이지 않은 분위기 속에서 집단따돌림 피해자는 의지할 곳 없는 외톨이가 되었다. 가해자들의 '공격함', '차별함', '고립시킴', '경로당 이용을 저지함'으로 인해 피해자들은 불리한 상황에 처하였다. 둘째, 피해자는 피해를 입는 동시에 다른 사람들에게 해를 가하였다. 이는 경로당을 함께 이용하는 사람들을 배려하지 않고, 거짓말로 속이는 모습, 집단생활을 하는 데 능숙하지 못한 측면, 기여가 적거나 통제된 생활을 어려워하는 상황으로 드러났다. 셋째, 경로당 여성 노인들은 '회피함', '지지 않음', '개선하려 함', '다른 관계를 통해 따돌림에서 빠져나오고자 함' 네 가지 방법으로 집단따돌림 현상에 대응하고자 했다. 마지막으로, A 경로당은 지속적으로 집단따돌림 현상에 머물러있는 모습을 보였다. 끊임없이 새로운 따돌림 대상이 출현했으며, 따돌림은 경로당 안뿐만 아니라 경로당 밖까지 퍼져나갔다. 이러한 결과는 경로당 여성 노인의 집단따돌림 현상이 아동·청소년, 직장 집단따돌림과 유사한 역동을 보여주면서도, 상이한 개인적, 환경적 요인으로 인해 이들과 다른 독특한 측면이 나타남을 시사하고 있다. 따라서 경로당 이용 여성들의 집단따돌림 현상의 고유한 전개 양상들에 주목할 필요가 있다. 이와 같은 연구 결과는 한국 사회에서 나타나고 있는 집단따돌림 중 경로당 여성 노인의 집단따돌림에 대한 논의를 보다 구체화하고 확대시킬 수 있을 것이다.

• 한국심리학회지 : 문화 및 사회문제
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• 제12권5호_spc
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• pp.133-147
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• 2006

한국 사회가 빠르게 고령화 사회가 되고 있다. 한국인들은 자신의 부모들 세대보다 더 오래 살아야 한다. 기대 여명이 증가하고 사회구조가 변하면서 사람들은 삶의 질에 관심을 가지게 되었고, 한국 사회에는 웰빙 붐이 일었다, 그리고 한국인들에게 질 높은 삶을 위해서는 건강이 필수라는 인식이 자리 잡았다. 이런 건강에 대한 관심은 건강행동들로 이어진다. 한국인들의 건강관련지출은 다른 선진국들보다 훨씬 적지만 계속 증가추세에 있고, 앞으로의 초과 지출에 많은 부분이 질병예방과 장기요양시설의 확충에 투자될 것이다. 서양과는 다른 문화권에서는 사는 한국인의 삶의 질의 구성요인과 건강행동은 서양인과 다른 점이 있을 것이다 선행연구들에서 삶의 질에 대한 중요도로 건강이 최우선 순위로 나타나지 않은 것이 건강이 삶의 질에 결정적인 요인이 아니라는 것을 의미하지는 않는다. 건강은 삶의 질에 있어서 기본이다 .각종 질병에 의해 낮아진 삶의 질과 그것을 개선하기 위한 방법에 관한 다양한 연구들이 그것을 반증하고 있다. 건강 행동을 설명하는 모형들에서는 건강과 관련된 신념이나 태도 혹은 의도, 지각된 행동 통제력, 그리고 자기효능감 등이 중요한 요인으로 제시되었다. 나이가 들수록 신체적이고 생리적인 기능이 쇠퇴하고 만성질병에 걸릴 가능성이 높아지지만, 삶의 질은 그런 변화에 어떻게 반응하고 적응하느냐에 달려있다. 다른 어느 시기보다 노년기에서는 사회적 지원이 삶의 질을 위해 결정적인데, 특히 자녀로부터 지원이 중요하다. 자녀로부터의 지원은 한국 노인 개인의 자존감에 영향을 미치기 때문에 가정에서의 불화를 타인에게 노출하기 꺼려할 수 있다. 자기노출을 꺼리는 것은 다른 사회적 지원의 통로를 차단하기도 하고 그 자체가 건강을 해칠 수 있기 때문에 심리적 개입이 요구된다. 한국인의 기대 여명이 크게 증가하였기 때문에 정책적으로는 장기요양시설이 확충되어야 하겠지만 심리적 사회적 지원이 필요할 수밖에 없다. 그러나 한국에서는 개인 혹은 사회의 건강을 도모하고 삶의 질을 개선하는데 심리학자들이 크게 기여할 수 있다는 것이 국민들에게 충분히 알려져 있지 않다. 앞으로 심리학자들도 관심을 가지고 삶의 질과 관련하여 한국인의 건강에 적극적으로 개입할 수 있기를 기대한다.