• 가정과삶의질연구
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• 제28권5호
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• pp.1-12
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• 2010

This study investigates the mediation effects of affection-rejection parenting in the relationships between reports by mothers in regards to marital conflicts and the behavior and emotional control of preschoolers. The participants were 311 preschoolers and their mothers. A total of 311 preschoolers attended kindergartens or day care centers in Daegu or Gyeongbuk Province. The collected data were analyzed by Pearson's correlation, single and hierarchical multiple regressions, using SPSS Win 15.0. The results are as follows. (1) Mothers' marital conflicts exerted indirect effects on preschoolers' behavioral control mediated by affection parenting. (2) Mothers' marital conflicts exerted indirect effects on preschoolers' behavioral control mediated by rejection parenting. (3) Mothers' marital conflicts partly exerted indirect effects on preschoolers' emotional control mediated by affection parenting. (4) Mothers' marital conflicts partly exerted indirect effects on preschoolers' emotional control mediated by rejection parenting.

• 수산해양교육연구
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• 제22권1호
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• pp.67-78
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• 2010

The purposes of this study are to analysis correlations of teachers' developments, organizational conflicts, and school organizational efficiency, and to test the influences of teachers' developments and organizational conflicts on school organizational efficiency. The data were collected from 240 elementary school teachers in Busan. Pearson's correlation analysis among sub-factors and stepwised multiple regression analysis were applied. The research findings are as follows: First, most of the sub-factors of teachers' developments, organizational conflict, and organizational efficiency had statistically significant correlations, showing positive correlation between sub-factors of teachers' developments and organizational efficiency and negative correlation between sub-factors of organizational conflicts and organizational efficiency. Second, through stepwised multiple regression analysis at the significance level of 5%, 'conflicts against administrator' was the most significant predictor with 31.4% explanation of the variance of organizational efficiency. These results suggest the necessity of training to promote teachers' developments and administrators' leadership.

• Industrial Engineering and Management Systems
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• 제10권4호
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• pp.279-287
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• 2011

This research develops a framework for resolving time and worker conflicts in the Critical Chain Project Management (CCPM) method, expressed in the form of a Max-Plus Linear (MPL) system. Our previous work proposed a method for resolving time conflicts. However, in practical cases, both time and worker conflicts may occur. Hence, we propose a method for resolving both time and worker conflicts for a single project. We first consider how to detect a resource conflict. Then, we define an adjacency matrix to resolve the detected conflicts. Using the proposed method, we confirm that the resource conflict can be resolved through a numerical example.

• 한국과학교육학회지
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• 제28권3호
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• pp.227-240
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• 2008

Cognitive conflict is well recognized as an important factor in conceptual change and is widely used in developing constructivism-based curricula. However, cognitive conflicts can also contribute to student anxiety during learning, which, when not properly addressed, can have negative impacts on students' motivation and achievement. Therefore, instructors need to be aware of the impacts of introducing cognitive conflicts in their instruction. We need a practical instrument that can help identify the existence and features of cognitive conflicts introduced by the instruction and the resulting anxiety. Based on the literature on studies of cognitive conflicts and student anxiety, we developed a quantitative instrument, the In-class Conflict and Anxiety Recognition Evaluation (iCARE), and used it to monitor the status of students' cognitive conflicts and anxiety in Physics by Inquiry (PBI) classes. In this paper, we introduce this instrument and present the types of information that can be obtained. Research and pedagogical values of this instrument are also discussed.

• 가정과삶의질연구
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• 제24권5호
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• pp.17-35
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• 2006

The purpose of this study was to examine what characterized the family of origin among couples who had been married just for a few years, what types of conflicts they suffered, how they tackled their conjugal conflicts, what sorts of counseling services they needed in times of conjugal conflicts and how the characteristics of their families of origin and marital conflicts affected their needs for counseling. The findings of the study were as follows: First, regarding family rules and regulations, the biggest characteristic among the families of origin of the married couples investigated was that they were most aware of rules for living. The husbands were more conscious of them than the wives. Concerning their marital conflicts in each area, their conflicts were most triggered by their own personal characteristics, followed by communal life, a third person and their own conjugal relations. Second, as for their needs for counseling, the married couples were highly willing to ask for counseling in times of conflicting with each other. Third, concerning their perception of the rules of the family of origin, the husbands were more cognizant of then Fourth, regarding connections between needs for counseling and family rules, the group whose family of origin placed stronger emphasis on rules for living felt the higher needs for counseling. It's attempted in this study to provide information about counseling for married couples, on which few domestic studies have ever focused so far, and the effort to take a micro approach toward the counseling needs of married couples made it clear that their counseling needs might be different according to their family background variables and their own marital conflicts.

• 한국중재학회지:중재연구
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• 제21권1호
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• pp.87-107
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• 2011

There are two methods to resolve conflicts related to constructions which are through lawsuits and ADR (Alternative Dispute Resolution) just like any other conflicts. Along with the special characteristics pertaining to the conflicts related to constructions, the advantages that ADR is in possession of such as its cost, duration and professionalism, resolving conflicts through ADR has been considered to be more logical than any other options recently. In Korea's case at present, the resolution of conflicts regarding constructions through ADR is mostly dependent on administrative mediation or through arbitration. However, in the case of the administrative mediation, its usage rate is very low due to problems caused by problems in its running and effectiveness. In the case of arbitration, the services of the Korean Commercial Arbitration Board is comparatively used more but because of the fact that arbitration relies on a single trial system and the fact that its executive powers while having the same effectiveness as the final ruling does not get acknowledged leads to the phenomena of avoiding its usage. In addition, in relation to the selective arbitration clause, the problem of effectiveness of the arbitrative agreement is becoming a hindrance to the activation and promotion of the arbitration process. Furthermore, in the case where the ordering body is the government, the public servant involved in the case avoiding the arbitration process because of concerns of being penalized by the internal and external audit within the institution is becoming a problem as well. These problems are not only limited to conflicts regarding constructions and there needs to be actions taken to promote the activation of ADR by enacting a basic law. The more important issue at hand however is offering a resolution measure that would be the most appropriate for users and this could probably be done only through actions such as implementing the American partnering system or the dispute adjudication board system so that they can supervise the resolution of conflicts through mediation, arbitration, and assistance as well as offering consultations regarding conflicts related to constructions.

• 한국항만경제학회지
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• 제39권3호
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• pp.141-153
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• 2023

최근 갈등의 관리가 주요한 과제로 떠오르고 있다. 그 중 공공정책의 추진에 따라 발생하는 공공갈등은 사회적으로 부정적 효과를 가져올 수 있기 때문에 갈등을 효과적으로 잘 관리하는 것은 매우 중요하다. 이에 본 연구는 항만 관련 공공갈등의 특성을 면밀히 살펴봄으로써 항만과 관계된 공공정책의 원활한 추진을 위한 기반을 마련하고자 하였다. 본 연구는 항만 분야에서 발생한 갈등사례를 다양한 채널을 통해 수집하고 유형화를 실시하여 항만 관련 갈등의 특성을 보다 면밀히 살펴보고자 하였다는 점에서 의의를 지닌다. 본 연구의 결과를 요약하면 다음과 같다. 첫째, 본 연구는 주체별, 생애주기별, 쟁점별 특성을 고려하여 항만 관련 공공갈등을 유형화하였으며, 이를 통해 항만을 둘러싼 갈등은 다양한 쟁점을 지니고 있음을 확인하였다. 둘째, 지금까지 발생한 항만 관련 공공갈등은 강제력이 높은 방식으로 종결된 사례가 많다. 다만, 갈등 유형에 따라 합의로 종결되는 사례가 많은 경우도 있으므로 갈등발생시 조속한 종결유도를 위한 판단이 필요하다. 셋째, 항만 관련 공공갈등의 관리를 위해 사전예방, 사후대응의 이원적 체계를 마련할 필요가 있다.

• Journal of applied mathematics & informatics
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• 제8권1호
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• pp.181-197
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• 2001

A heuristic method TABU-CSP using Tabu Search (TS) is described for solving Constraint Satisfaction Problems (CSPs). The method is started with a complete but inconsistent solution of a binary CSP and obtained in prespecified number of iterations either a consistent solution or a near optimal solution with an acceptable number of conflicts. The repair in the solution at each iterative step is done by using two heuristics alternatively. The first heuristic is a min-conflicts heuristic that chooses a variable with the maximum number of conflicts and reassigns it the value which leads to the minimum number of conflicts. If the acceptable solution is not reached after the search continued for a certain number of iterations, the min-conflict heuristic is changed and the variable selected least number of times is chosen for repair. If an acceptable solution is not reached, the method switches back to the min-conflict heuristic and proceeds further. This allowed the method to explore a different region of search space space for the solution as well as to prevent cycling. The demonstration of the method is shown on a toy problem [9]which has no solution. The method is then tested on various randomly generated CSPs with different starting solutions. The performance of the proposed method in terms of the average number of consistency is checked and the average number of conflicts is conflicts is compared with that of the Branch and Bound(BB) method used to obtain the same solution. In almost all cases, the proposed method moves faster to the acceptable solution than BB.

• 한국정보처리학회논문지
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• 제5권9호
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• pp.2369-2377
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• 1998

고장 시뮬레이터는 생성된 검사패턴의 품질을 평가하기 위하여 사용된다. 지금까지 발표된 대부분의 고장 시뮬레이터는 버스구조를 갖는 회로를 취급하지 않고 있다. 버스구조를 갖는 회로는 검사패턴에 따라 버스충돌을 일으킬 수 있다. 이 논문에서는 버스구조를 갖는 회로에 검사패턴을 적용할 때 발생 가능한 모든 버스충돌을 분석하여 여러 유형으로 분류하고 버스충돌을 확인하는 효율적인 방법을 제안하였다. 제안된 버스충돌 확인 방법을 사용한 고장 시뮬레이터는 주어진 검사패턴의 품질을 평가함과 동시에 버스충돌을 일으키는 검사패턴의사용을 경고하여 버스충돌에 의한 버스구동기의 파괴를 막을 수 있다. 이러한 기능을 검사패턴 생성기와 연계하여 사용하면 버스충돌을 일으키지 않는 검사패턴을 생성할 수도 있다.

• 대한간호학회지
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• 제27권1호
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• pp.169-177
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• 1997

This study aims at empirically clarifying the relationship between power and the interpersonal conflict, including nurses' understanding of their relative power, the causes of interpersonal conflicts with the nurses, and strategies to resolve conflicts, in order to understand how nurses' relative power affect their conflicts. For the empirical survey, the population was defined as all the nurses working at a medical organization in Seoul, Korea. 1083 nurses were selected as the sample for the questionnaire survey and statistical analyses. For the sampling, 32 medical organizations were selected by a stratified random method and sub-samples were arbitrarily drawn from each organization to obtain the final sample of 1083 nurses who responded to the questionnaire designed by the reseacher. According to the result of the study, most nurses experience conflict more than once a month, and 70.4% of the respondents answered that interpersonal conflicts were directly or indirectly caused by power relations. which indicates that they perceive power relations as the main cause of interpersonal conflicts. Nurses experienced the most conflicts with interns and residents(29.7%), then patients and their families(24.3%), higher-positioned nurses(12.3%), nurse colleagues(7.7%), lower-positioned nurses(6.5%), and staff doctors(5.1%). If we classify these into three groups. the frequency of the conflicts, from most frequent to least. is in the order of doctors. nurses, and patients. In terms of relative power, nurses perceive that they have greater power than patients and their families, lower-positioned nurses, and nurse colleagues. In contrast, nurses perceive that they have less power than interns and residents, higher-positioned nurses. and staff doctors. Among these groups. nurses perceive that they have the most power over patients and the least over staff doctors. These results indicate that nurses tend to experience more conflicts with members of groups that are stronger than themselves in terms of relative power, Nurses use positive strategies such as the compromise strategy(32.3%) or the collaboration strategy (20.3%) to manage conflicts, more than other strategies. However, they use avoidance or competition strategy more at the earlier stage, compromise strategy more in the mid stage, and collaboration strategy more at the later stage of the interpersonal conflict. In relation to power, nurses use the collaboration strategy or the compromise strategy more when their perceived power is greater than or equal to their counterpart's, and they use the avoidance strategy or the accommodation strategy if their power is less. In terms of source of power, nurses' perceived relative power is greater in the order of referent power. expert power, reward power, legitimate power. and coercive power. where referent power is perceived as having the greatest power and coercive power is least. Most nurses(69.3%) used their power to resolve a conflict. with positive outcomes. Expert power was used most frequently. Overall. this study strongly indicates that the enhancement of power of nurses to have equal power relations with doctors would heighten the success of conflict resolution, since power is the main cause of conflicts. Specifcally. nurses experience most conflicts with doctors against whom they perceive the greatest gap in power. and the choice of a conflict management strategy depend upon their power relations.