• 공학교육연구
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• 제14권1호
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• pp.40-45
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• 2011

본 연구는 협동학습에서 팀 프로젝트를 수행하는 공대생들을 대상으로 창의적 문제해결스타일 및 갈등관리유형이 팀 수행 성적과 어떤 관련성이 있는 지를 파악함으로써 공대생들의 문제해결능력과 갈등관리를 위한 커뮤니케이션능력 증진프로그램을 구성하는데 도움이 되는 기초정보를 제공하기 위해 수행되었다. 팀 수행 성적이 상, 하위 30%에 해당하는 집단 간에 창의적 문제해결스타일의 두 가지 차원(변화에 대한 지향, 의사결정의 중심)에서 유의미한 차이가 나타났다. 상위권은 대개 개량스타일(76.7%)과 과제중심스타일(65.1%)에 해당된 반면, 하위권은 혁신스타일(72.2%)과 사람중심스타일(86.1%)에 해당되었다. 갈등관리유형의 경우, 상위권은 경쟁논리형(22.8%)과 순응타협형(17.7%), 하위권은 순응타협형(20.3%)과 방임체념형(12.7%)이 가장 많았다. 마지막으로 본 연구의 제한점과 후속연구를 위한 제언이 논의되었다.

• 한국콘텐츠학회논문지
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• 제14권5호
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• pp.468-479
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• 2014

본 연구에서는 논쟁성향과 언어적 공격성, 그리고 커뮤니케이션 불안감 등 커뮤니케이션 관련 변인들이 갈등관리 방식에 어떠한 영향을 미치는지 조사하였다. 총 404명의 대학생들을 대상으로 설문 조사가 이루어졌으며 연구 결과는 다음과 같다. 우선 논쟁 성향이 높은 사람일수록 갈등상황에서 통합, 경쟁, 타협 방식을 사용하며, 회피나 양보방식은 사용하지 않는 것을 알 수 있었다. 두 번째로 언어적 공격성이 높은 사람일수록 경쟁 방식을 사용하며, 회피하지는 않는 것으로 나타났다. 마지막으로 커뮤니케이션 불안감이 높으면 회피나 양보 방식을 사용하게 되며, 통합이나 경쟁은 사용하지 않는다는 것을 알 수 있었다. 본 연구에서는 이러한 결과에 대한 논의 및 함의 또한 다루었다.

• 가정과삶의질연구
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• 제9권1호통권17호
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• pp.27-44
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• 1991

The purpose of this study is to investigate the relationship between communication pattern and conflict between old parents and their adult children. For this purose, 380 adult children are surveyed therefore the answers of survey are described by adult children only. The number of old parents turn to be 230 old fathers and 301 old mothers respectively, there numbers have included the case both parents are alive. The data were analysed several method with SPSS and the methods used for the analysis are Factor analysis, one way ANOVA, Scheffe-Test, Pearson's Correlation, Multple Regression. The results of this study are summarizd as follows ; 1) Old parents's communication patterns differ each other and under many variables. 2) In the conflicts between old parents and adult children differ each other and under many variables, too. 3) The relationship between communication patterens and conflict between old parent and adult children turn to be as follows : Two communication styles ie, the autoritarian style and insincere style increse conflicts. Frendly style have negatve affect to conflicts and decreses the conflicts. Sacrifice style is turn to have slightly affect the conflict.

• Journal of Construction Engineering and Project Management
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• 제7권2호
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• pp.45-53
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• 2017

Although much research has been conducted to identify the influence of culture on conflict management and resolution behaviours in organizational settings, no study has been done yet in the construction industry particularly in considering the influence of individual level individualistic and collectivistic values. Despite the key role of self-construal in explaining or predicting behaviour in interpersonal conflict, it has not received enough attention in construction management. Reflecting this necessity, the objective of this exploratory study was to establish, through the application of the Rahim Organizational Inventory (ROC II) instrument, how the cultural values of professionals of construction businesses relate to the application of different conflict-handling styles through self-construal. Data were collected using questionnaire surveys from construction professionals working in contracting firms. The findings illustrate the importance of self-construal type as an individual-level cultural variable in explaining the differences in the style of handling interpersonal conflict in the context of the construction industry.

• 대한간호학회지
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• 제36권5호
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• pp.681-690
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• 2006

Purpose: The purpose of this study was to investigate the effects of assertiveness training on nurses' assertive behaviors, interpersonal relations, communication conflicts, conflict management style and personnel turnover rate. Method: A non-equivalent control group pretest-posttest design was used in this study, Nurses were assigned into the experimental or control groups, each consisting of 39 nurses. Data was collected between January to March 2004. An 'Assertiveness Training Program' for Nurses developed by Park was used for the study. To emphasize assertiveness practice, 5 practice sessions utilizing ABCDE principles were added to Park's program. To examine the effects of the program, differences between the two groups in assertive behaviors, interpersonal relations, communication conflicts, conflict management style and personnel turnover rate were analyzed using ANCOVA. Results: The assertiveness training was effective in improving the nurses' assertiveness behaviors, but was not effective in improving interpersonal relations, reducing the subjects' communication conflicts, changing the conflict management style or reducing their personnel turnover rate. Conclusion: There have been many studies about factors affecting nurses' personnel turnover rates, but few have been done about methods of intervention to reduce the personnel turnover rate. Thus, this study provides a significant contribution in attempting such an intervention from nursing management perspectives.

• Journal of Information Technology Applications and Management
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• 제16권4호
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• pp.109-134
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• 2009

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.

• 문화기술의 융합
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• 제9권5호
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• pp.453-462
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• 2023

본 연구는 학부모가 인식한 유아교사의 갈등관리 유형이 학부모의 행동의도에 영향을 미치는지, 유아교사의 갈등관리 유형과 학부모의 행동의도 간에서 학부모의 교사에 대한 신뢰가 매개역할을 하는지를 검증하였다. 경기도 남부 소재의 어린이집 학부모를 대상으로 설문조사를 실시하였고, SPSS 26.0을 활용하여 기술통계, 신뢰도 분석, 상관분석을 실시하였으며, AMOS 26.0을 활용하여 구조방정식 분석을 하였다. 그 결과 유아교사의 통합형, 회피형, 타협형 갈등관리는 학부모의 교사에 대한 신뢰에 영향을 미치고, 통합형 갈등관리는 학부모의 행동의도 중 재등록 의도에 영향을 미치는 것으로 나타났다. 또한 유아교사의 갈등관리 유형과 행동의도(재등록의도와 구전의도)의 관계에서 교사의 신뢰는 통합형, 회피형, 타협형 갈등관리에 있어 각각 매개효과를 가지는 것으로 나타났다. 따라서 유아교사의 갈등관리방식과 교사에 대한 신뢰 강화로 인한 학부모의 행동의도를 높이기 위한 실천적, 정책적 함의가 제시되었다.

• 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.

• 가정과삶의질연구
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• 제14권2호
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• pp.201-214
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• 1996

The purpose of this study was to investigate the social-psycholigcal marital conflict contents and marital conflict degree and find out how socio-demographic variables had an effect on marital conflict. For these pourposes 265 couples in the early marriage stage in seoul were randomly selected. The data were analysed through statistical methods such as frequency percentile paired t-test F-test Scheffe-test factor analysis. The major finding of this study were as follows: First the main social-psychological marital conflict contents was the attitude or habit of life communication sexual life personality and intimacy. Second the degree of marital conflict was relatively low. Taking a look at each conflict fact wives was higher than husbands in the degree of the conflict in intimacy factor. Third among socio-demographic variables level of family income wife's education and marriage style had influences on the the marital conflict degree.

• 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.