• 한국병원경영학회지
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• 제2권1호
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• pp.114-136
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• 1997

This study was carried out to find out the effect of conflict between profession groups within medical institution. For the purpose, the questionnaire-based research was done with 605 persons consisting of specialists, residents, nurses, radiologic technicians, clinicopatholigic technicians, health record administrator, administrative employees who are working in a university hospital located in Taegu City from February 15, 1997 to March 2, 1997. The results of the study were summarized as follows. The subject profession group against which each profession group feels the most conflict in interprofession mutual recognition relation was found out as follows; Specialists(34%) against colleague specialists, residents(54.0%) against nurses, nurses(54.8%) against residents, radiologic technicians(44.0%) against residents, and clinicopathologic technicians(34.5%) against nurses, while it was shown that health record administrator felt even conflict against residents, nurses and administrative employees and administrative employees(48.1) did against nurses. Most employee group answered that medical specialists have a one-sided and individual attitude toward all affairs, while both medical specialists and administrative employees of hospital answered that nurses are one-sided. It was shown among such groups that radiologic technicians' conflict results from their thinking which mutual dependence and cooperation are lowest while individual difference is highest, clinicopatholigic technicians' conflict from the problem in mutual communication, medical specialists' conflict from difference in goals greater than other group, respectively lower than other group. The rate of vertical conflict between groups was highest for the health record administrators and then for the radiological technicians, while it was lowest for the medical specialists and then for the nurses. In addition, the rate of horizontal conflict was high for both medical specialists and nurses, but it was low for the health record administrations and clinicopathological technicians. The group with the highest job satisfaction was the medical specialists and nurses, and the group with the highest involvement in organization was the medical specialists and administrative employees. Also it was shown that both medical specialists and clinicopathological technicians show a favorable attitude toward patients. Factors having an effect on the vertical conflict included difference in goals, cooperation within group and leadership. It was shown among those factors, however, that only the leadership has an effect on all the groups evenly. The horizontal conflict was influenced by such factors as educational level, mutual dependence, difference in goals, cooperation within group, and individual difference, when an important factor was the difference in goals for all the groups. Their attitude toward patients was influenced by the vertical conflict and age, but the vertical conflict was the most significant factor for the medical specialists. In conclusion, it is required to control properly the conflict between employees as well as between profession group and to execute good leadership, so as to improve patients' satisfaction which is the key goal of hospital.

• 보건의료산업학회지
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• 제3권2호
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• pp.45-53
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• 2009

This study tried to examine the conflict relationships and solutions among the members of a hospital structure, a structure composed of various experts and professionals. As the situations causing conflicts are very different depending on the sizes or structural types of hospitals, the samples were collected from total 235 people of 17 medical specialists, 46 residents, 74 nurses and 74 medical technicians, 40 administrators in a university hospital for clearing conflict relationships. The result showed that a hospital had separately different the conflict causes according to all types of occupations. That is, there were various conflict relationships such as the conflict with the medical specialists, with residents, with nurses, and with administrators, and resulted in respectively different causes from those conflict relationships. In addition to, looking into the top of conflict causes, the respondents in all occupations attributed the conflict with medical specialists to "authoritative attitude" of medical specialists, and attributed the rest types of conflict relationships to "lack knowledge of the work". And then, in terms of the top of conflict solutions according to the occupational types in the hospital structure, medical specialists and administrators chose competition & cooperation, and the way for residents, nurses and medical technicians was situation-avoidance. The competition & cooperation type, negotiation type and situation-avoidance type, among solution types, were little difference regardless of occupations, but in case of work-avoidance type, there were significant differences according to residents, nurses, medical technicians, administrators, and medical specialists in the order.

• 가족자원경영과 정책
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• 제10권1호
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• pp.107-126
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• 2006

The purpose of this study was to investigate the relationships of married middle-aged men and women's gender-role identity, marital conflicts and psychological adjustment. Psychological adjustment was composed of mid life crisis, depression, and perceived happiness. The data of the study were collected from 397 married, middle aged men and women from 40 years to 59 years-old by using self-administered questionnaire method. The results showed that gender role identity was different according to sex. In addition, women's perceived level of marital conflict was found to be significantly different according to their gender role identity, indicating that androgynous women reported the lowest level of marital conflict. However, men's gender role conflict was not related to their marital conflict. Furthermore, men's psychological adjustment level was not different according to their gender role identity, while women's psychological adjustment differed, indicating that androgynous women reported the lowest level of psychological adjustment and the undifferentiated women the highest level of psychological adjustment. Finally, the result indicated that for both men and men, marital conflict were positively correlated with mid-crisis and depression, and negatively related with happiness.

• 국제학술발표논문집
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• The 1th International Conference on Construction Engineering and Project Management
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• pp.709-713
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• 2005

The conflict problems encountered in the construction projects led to prolonged delays in implementation, interruptions and sometimes suspension. This paper has described ten fundamental management principles to avoid conflicts in construction field and increase the productivity. They are: i) hire good (not cheap) construction professionals ii) set reasonable time and cost goals iii) recognize contractors and designers are in business to make profit iv) draft a clear contract document v) pick a suitable project delivery system vi) implement a front-end approach vii) accept construction project as a dynamic process viii) need of education and training of professionals ix) accountability and teamwork in construction site, and x) avoid negligence.

• 가정과삶의질연구
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• 제25권4호
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• pp.17-29
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• 2007

The purpose of this study was to investigate the effect of family of origin experiences on self-esteem and marital conflict among married men and women. For this purpose, a survey was conducted using self-administered questionnaires with 311 married men and women. The results of the study were as follows: First, men and women's family of origin experience(family of origin health, parents' marital conflict, triangulation) were correlated with self-esteem and marital conflict. Second, results of multiple regression analyses showed that men and women's self-esteem was most powerful predictors of marital conflict. Finally, men's family of origin experiences(family of origin health, parents' marital conflict, triangulation) had a direct effect on marital conflict, and family of origin health had a indirect effect through men's self-esteem on marital conflict. Women's parents' marital conflict, triangulation had a direct effect on marital conflict, and family of origin health had a indirect effect through women's self-esteem on marital conflict.

• 디지털융복합연구
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• 제12권1호
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• pp.71-80
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• 2014

본 연구에서는 세종시 설치의 입법갈등에 관한 문제를 주제로 하여 그 원인과 정치적 입법상의 문제점을 분석해 보고자 하였다. 세종시 설치과정에서 많은 국가적 행정비능률성과 사회적 자원배분의 비형평성등이 이미 입법과정에서 제기된 상황이라 이러한 공공갈등은 더욱 심화 되어 나타났다. 여기에 각 정당과 정치이익주체들의 조직 또는 개인적 이익과 연계되면서 세종시의 입법갈등은 지역갈등으로 더욱 확대되었다. 결국 정치적 이익이 연계되어 있는 사회잇슈의 경우 이를 사전에 해소 할 수 있는 입법장치의 필요성이 있다는 것이 본 논문이 시사하는 연구의 정책적 함의이다.

• 한국산학기술학회논문지
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• 제19권1호
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• pp.379-388
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• 2018

본 연구는 다양한 거리공연에서 관련 주체 간 야기되는 갈등요인을 분석하고 협력유도 방안을 모색하여 문화 창조도시를 지향하는 데에 도움을 주고자 하는 것에 목적이 있다. "문화예술의 섬"을 지향하는 제주지역의 거리공연에서 나타날 수 있는 문제점을 미리 파악하고 사전에 예방할 수 있는 메커니즘을 제안하고자 하였다. 이 연구를 위해 갈등주체들의 유형과 관계, 갈등의 성격, 해결을 위한 방법, 관용정도와 역할, 주체들의 대응형태, 갈등관리의 유형 등의 분석의 틀에 입각하여 조사하고 분석하였다. 이를 위해 심층면접조사방법을 사용하여 제주지역 거리공연시 유발되는 갈등 사례는 6가지로 구분할 수 있었다. 첫째는 시설미비에 의한 갈등이다. 둘째는 공연가능 장소 미지정에 의한 갈등이다. 셋째는 배타적인 분위기에 의한 갈등이다. 넷째는 주변 상가주민들이 직접 개입해서 생기는 갈등이다. 다섯째는 일반인 공연시 주민과 경찰과의 갈등이다. 여섯 번째는 기관과의 관계설정 미흡에 의한 갈등이다. 이러한 갈등을 체계적으로 해결하기 위해서는 다음과 같은 관리방법들이 필요하다. 첫째는 등록제 시행을 통한 행태적 접근인 사전교육이다. 둘째는 거리공연을 위한 버스킹 존의 설정과 등록 후 배정이다. 셋째는 거리공연을 체계적으로 관리할 수 있는 조력자(퍼실러테이터)양성과 역할 제고이다. 넷째는 제도적 접근인 조례를 통하여 거리공연 기준을 설정해 주는 것이다. 다섯째는 지역주민의 관용의 확보를 위한 교육이다. 여섯째는 기관 간 협력체계를 구축하여 협의과정을 단순화 시켜주는 것이 필요하다.

• 산업융합연구
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• 제19권1호
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• pp.43-51
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• 2021

본 연구는 교사들이 인식하는 갈등 유형과 대응 방법을 분석하기 위해 실시되었다. 연구를 위해 초·중등 교사 561명의 설문 결과를 독립표본 t-검증과 일원변량분석을 통해 분석하였다. 연구결과는 다음과 같다. 첫째, 동료교사, 학부모, 교육정책에 대한 갈등과 관련하여 담임 여부, 전입 여부, 근무 지역에 따라, 학생과의 갈등과 관련하여 담임 여부와 전입 여부에 따라, 관리자와의 갈등과 관련하여 근무 지역에 따라, 행정직원과의 갈등과 관련하여 담임 여부와 근무 지역에 따라 평균 차이가 있었으며, 이는 통계적으로 유의미한 수준이었다. 둘째, 학생 갈등 대응과 관련하여 성별과 전입 여부에 대한 응답의 차이가, 교육정책 갈등 대응과 관련하여 성별과 담임 여부에 대한 응답의 차이가 통계적으로 유의미한 것으로 나타났다. 연구 결과를 토대로 학교장의 조직 갈등 이해와 관리 역량 제고, 갈등 해소를 위한 교사들의 전략 학습이라는 시사점을 제시하였다.

• 한국과학교육학회지
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• 제24권4호
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• pp.687-708
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• 2004

The purpose of this study is to investigate the relationships between cognitive conflict and students' causal attributions and to find out what kinds of attributions affect successful resolution of cognitive conflict in learning physics. Twenty-nine college students who attended a base general physics course took an attribution test and a conceptual pretest related to action and reaction concept. Of these, twenty students who revealed alternative conceptions were selected. They were confronted with a discrepant demonstration and took part in the cognitive conflict level test, a posttest, and delayed posttest. Those students who experienced high levels of cognitive conflict were selected and interviewed to find out what kinds of attributions affect resolving the conflict. When confronted with the discrepant event, the students who attributed success outcomes to "effort" experienced higher levels of cognitive conflict than those to "task difficulty." However, those students who revealed high levels of cognitive conflict and attributed success outcomes to effort did not always produce conceptual change. They had different perspectives on effort and conducted different effort activities to resolve the cognitive conflict. In addition, these effort activities appeared to include their motivational beliefs, metacognitive and volitional strategies. The results of this study indicate that in order for the conflicts to lead to change, students need to have the perspective on effort implying the use of the self-regulated learning strategy and to conduct effort activities based on them. Beyond cold conceptual change, this article suggests that there is a management strategy of cognitive conflict in the classroom context.

• 중소기업연구
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• 제42권1호
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• pp.79-105
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• 2020

공급망 내 상호 다른 목표를 가지고 있는 각 기업들은 자신이 추구하는 목표와 성과 달성을 위하여 다양한 자원을 필요로 하지만 개별기업이 모든 자원을 확보하기에는 시간, 공간, 비용과 같은 제약이 따르므로 필요로 하는 자원 확보를 위해 기업 간 상호 의존관계를 형성할 필요가 있다. 이 과정에서 기업 간 정보의 불균형, 제한된 합리성, 이해추구, 위험회피 와 같은 환경적인 요인에 의해 갈등(Conflict)의 발생 가능성이 높아지고 기회주의적 행위가 증가한다. 기존 공급망 연구 분야에서 갈등에 관한 연구들은 갈등의 원인, 갈등이 성과에 미치는 영향 규명에 대해서만 진행되어 갈등해결 매커니즘 관점에서 갈등유형에 따른 구체적인 갈등관리전략을 제시하지 못하였다는 점에서 한계점을 가지고 있다. 따라서 본 연구에서는 공급망 내 거래과정에서의 갈등관리전략을 Kilmann and Thomas(1977)의 TKI모델을 활용하여 기업별로 세분화하고, 각 전략에 따라 파트너십 및 성과에 미치는 영향을 연구하였다. 연구결과, 양보형과 협력형 갈등관리전략이 파트너십 요인인 관계몰입에 정(+)의 영향을 주는 것으로 나타났으며, 관계몰입은 성과에 정(+)의 영향을 미치는 것으로 확인되었다. 즉, 갈등발생 시 양보형과 협력형 갈등관리전략을 사용하는 기업은 갈등관리와 함께 관계의 중요성을 인식하고 관계지속을 위한 투자와 노력과 같은 관계몰입을 잘 한다면 성과에 매우 긍정적인 영향을 줄 수 있는 것으로 이해할 수 있다. 이러한 연구결과를 통해 기업들의 파트너십을 강화하고 갈등에 따른 공급망 리스크를 최소화하는데 기여할 수 있다는 점에서 본 연구의 가장 큰 의의가 있다.