• Land and Housing Review
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• v.2 no.3
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• pp.239-247
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• 2011

Such factors as living space, living environments, etc. are considered to have influence on housing satisfaction. Recently, increased residents' participation and residents' conflict in apartment management emerge as the important factors to influence it. They are more important in a social-mix housing complex of sales apartment and rental apartment, which is provided as a part of social mix. Therefore, a study hypothesis is established with a study model based on the precedent studies. The results from investigation the hypothesis are; First, the factor of living environment has meaningful influence on the factors of residents' participation and conflict. Second, residents' participation and conflict significantly affect housing satisfaction. Third, the factor of residents' participation shows a full mediated effect, and the factor of residents' conflict, a partial mediated effect. This study has a meaning as an exploratory one to identify a variable of residents' participation and conflict in social-mix apartment complex, and to verify their influence on houisng satisfaction empirically.

• The Journal of the Convergence on Culture Technology
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• v.7 no.3
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• pp.269-276
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• 2021

The purpose of this study is to investigate the relationship between always being on call and the conflict factors between work and life balance among employees' in the IT relative industry. The results are as follows: always being on call factor perceived by employees' in the IT relative industry influences to conflict factor between work and life balance. Moreover, always being on call factor negatively effects on all factors of job insecurity which are impotent feeling and possibility of job loss. From the analysis of relation between job insecurity and conflict between life and work balance showed that the factor of impotent feeling influence on conflict between life and work balance while the factor of job loss does not. In addition, job insecurity(impotent feeling and possibility of job loss) partially mediated between always being on call and the conflict factors between work and life balance among employees' in the IT relative industry.

• The Korean Journal of Health Service Management
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• v.9 no.3
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• pp.107-114
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• 2015

Objectives : The purpose of this study was to understand how work environment and conflict level of dental hygienists affect turnover for the efficive manpower management of dental hygienists. Methods : Dental hygienists in dental (hospital)clinics near Daegu were randomly selected as the subjects of this study, and the followings analysis results are from 249 questionnaires: which were collected from March 2 to March 31 2011. Results : Among the 249 dental hygienists surveyed, 33.7% experienced turnover and 59.0% had turnover intention. From the analysis of the demographic, working environment and levels of conflict, dental hygienists had significantly higher turnover experiences based on following factors: older age, employment at a dental clinic rather than a dental hospital, longer working hours, longer total career as a dental hygienist, and longer of length of time at their current job. Furthermore, dental hygienists had significantly higher turnover intentions based on the following factors: younger age, more ignorant and higher level of discomfort due to conflict levels. Conclusions : Therefore, the working environment of dental hygienists has to be improved to inspire motivation, and conflict management has to be taughht within an organization to allow free communication and active participation in decision-making.

• The Journal of Korean Academic Society of Nursing Education
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• v.23 no.3
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• pp.290-299
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• 2017

Purpose: The purpose of this study is to investigate nurses' role conflict and intention to remain and to identify factors that may influence this intention. Methods: Data were collected from 172 nurses in a 600-plus bed hospital on nurses' intention to remain, which included 47 items and nurses' role conflict, which included 82 items from a self-reported questionnaire. Data were analyzed by descriptive statistics and stepwise multiple regression using SPSS 22.0 Results: The mean of the role conflict frequency was 2.71(${\pm}.39$) and the mean severity was 2.86 (${\pm}.47$). The most significant item among the items of intention to remain was "a nurse's job is to help people." The intention to remain employed showed a significant difference in the duration of desired working period and subjective job satisfaction. The subjective job satisfaction of nurses was the most influential variable as a factor affecting the intention to remain, followed by frequency of role conflict in nursing practice. Conclusion: These results suggest that inadequate nursing environments in nursing practice require improvement and support the idea that nurses with positive attitudes of the nursing organization and theirs leaders reduce nurses' related fatigue.

• The Journal of the Korea Contents Association
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• v.6 no.2
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• pp.127-135
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• 2006

The object of this study is to improve the police administration service and the work performance of police officers, through the analytic ground to increase job satisfaction and to solve the role conflict by setting the role conflict as a main factor among many factors to influence the job satisfaction between the role conflict and the job satisfaction of police officers and explaining the factors of the role conflict.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.26 no.4
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• pp.426-435
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• 2016

Objectives: The major objective of this study was to analyze stress response after a change to consecutive day shifts from day and night shifts in a motor assembly factory. Methods: Using a survey conducted by a labor union, we collected data on stress response index(SRI), lifestyle factors, work-family conflict and job stress before and after a shift system change. We analyzed the transition on the SRI among 222 workers. The cut-off point for the SRI was a T-score over 60. Results: The high risk stress response group was 20.3% of the population before the shift system change. After the shift system change it decreased to 11.3%. After the shift system change, social support improved, leisure time became more sufficient, work-family conflict declined, and sleep quality in the night shift week improved. In multivariable linear regression, among workers under 40 years old sleep quality on night shift, leisure time sufficiency, social support and work-family conflict contributed to the improvement of stress response. Among workers over 40, work-family conflict contributed to the improvement of stress response. Conclusions: The change to consecutive day shifts improved stress response and mediated with improved nighttime sleep, decreased work-family conflict, increased leisure time and improved work-family conflict.

• Journal of Families and Better Life
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• v.31 no.2
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• pp.109-126
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• 2013

This study seeks to determine how personality patterns on marital adjustment are influenced by interacting with conflict resolution styles. Data for this study were collected from intermarriage couples comprising 293 pairs (586 patients) who lived in Korea for at least 5years. Snowball sampling was carried out from August to October 2011. SPSS 18.0 was used to analyze the collected data. The results of this study are as follows: (a) The conscientiousness and openness of personality patterns turned out to be common personality factors that represent a positive affect on the intermarried couples' effort to adapt. (b) The extroversions, agreeableness, and neuroticism shown significantly increase and decrease the intermarried husband's marital adjustment, but the same did not have a significant influence on the intermarried wife's marital adjustment. (c) Factors that affect marital adjustment, the conflict resolution styles of intermarriage couples showed different results depending on the gender. (d) The Intermarried wife's personality patterns represented a positive affect on her marital adjustment by interacting with her husband's conflict resolution styles, while the intermarried husband's personality patterns represented a positive affect on his marital adjustment by interacting with his wife's conflict resolution styles. The implications of this study will be discussed in the conclusion.

• Journal of Arbitration Studies
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• v.31 no.1
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• pp.173-194
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• 2021

This study was conducted to investigate the effect of the factors of delivery app service failure on consumption well conflict emotion and complaining behavior targeting consumers with experience using delivery apps, and the results of the study are summarized as follows. First, when looking at the demographic analysis, the proportion of men was 58.1% and women were 41.9%, and the age group was the highest with 91.9% in their 20s. Second, as a result of testing hypothesis 1 that the factor of delivery app service failure will have a significant influence on consumer conflict emotions, failure to provide app information and failure to deliver/food service showed a significant positive (+) relationship. Third, as a result of the verification of Hypothesis 2, that consumer conflict emotions will have a significant effect on the consumer's continued use intention, it was found to be insignificant and rejected. Lastly, hypothesis 3 that consumer conflict emotions will have a significant effect on consumer complaints behavior is that negative word of mouth behavior, complaint behavior from service providers, and complaint behavior from service managers were adopted, but the complaint behavior was rejected by third parties.

• The Journal of Korean Society for School & Community Health Education
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• v.22 no.3
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• pp.41-54
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• 2021

Objectives: This study aimed to confirm the degree of gender sensitivity, gender role conflict, nursing professionalism of nursing students and the factors that affect nursing professionalism. Methods: During Jan. 19 to Feb. 5 in 2021, the structured questionnaire was used for 187 nursing students by on-line research methods. Data were analyzed by descriptive analysis, mean comparison(t-test, ANOVA), correlation analysis(Pearson's correlation coefficient) and multiple regression using SPSS/WIN 25.0. Results: The gender sensitivity had positive relationship with nursing professionalism, and gender role conflict had negative relationship with nursing professionalism. And the prediction factors influencing nursing professionalism were major satisfaction, gender sensitivity and gender role conflict. The total variance was 8.2% by predictors. Conclusions: In order to improve the nursing professionalism of nursing students, various ways to increase the satisfaction level of major should be sought, and program should be prepared to improve gender sensitivity and reduce gender role conflict.

• Journal of Agricultural Extension & Community Development
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• v.11 no.1
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• pp.21-36
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• 2004

The objectives of this study were to explore theoretically the factors that were associated with role conflict of rural extension educators, to investigate the consequences of this conflict, and to suggest possible solutions to the role conflict. This study was carried out through literature review. The findings from this study were as follows : 1) The causes of role conflict were divided into individual characteristics and social or organizational characteristics. Existing research papers examining the cause of rural extension educators' role conflict had focused mainly on individual characteristics. Therefore, social characteristics of the role conflict should be included in future research activities. 2) The consequences of role conflict were made up of individual dimensions and organizational dimensions. However, pervious researches on rural extension educators' role conflict had dealt with the individual dimensions only. Therefore, the consequences of organizational dimensions should be added to future researches. 3) Revision of roles and job specifications, developing professional competencies, and raising achievement motivation were some of the possible solutions to rural extension educators' role conflict. These solutions, if managed effectively, may improve the performance of extension organizations, as well as that of the individuals by solving the role conflict of rural extension educators.