• 한국산업보건학회지
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• 제26권4호
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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.

• 지역사회간호학회지
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• 제13권3호
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• pp.556-565
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• 2002

Due to the fact that nurses may deal with diverse populations in the work place, it is very important for then to maintain appropriate interpersonal relationships with clients. Nurses should maintain diverse types of relationships appropriately with patients with special needs and their families during crisis, other nursing colleagues and staff on the same team, clients in the school or work place as well as the community. In particular, a hospital is a society with a system and hierarchy, and the importance of interpersonal relationships is much more emphasized. In interpersonal relationships, it is very important for a person to communicate with others in an accurate manner, and when the communication is not achieved appropriately, the person may have troubles and experience distress and conflicts because of the inaccurate communication of thoughts. According to the findings of previous studies, nurses actually experience much distress in the work place because of the miscommunication that they have with others. The purpose of this study was to observe a correlation between Myers-Briggs Type Indicator and assertiveness behavior, and to exam the effects of assertiveness training on the assertiveness behavior and conflict management mode. The subjects of this study included 20 persons in the experimental group and 20 persons the in control group. Myers-Briggs Type Indicator was applied before the study. The assertiveness training group received six, 120 minutes sessions over a 3 week period. Pre-test on assertiveness behavior, Communication Conflict Inventory-General, Role Conflict Inventory- General, Conflict Management Mode was achieved for all the subjects prior to the training. Post-test was administered to all the subjects one week following the last session. The data were analyzed using SPSS PC program to obtain findings on mean. standard distribution, t-test, and Pearson correlation. The results are as follows: (1) Myers-Briggs Type Indicator Introvert/Extrovert was correlated to assertive behavior and avoid- response type conflict management mode. (2) The assertiveness training was correlated to assertiveness behavior, communication conflict degree, and avoid- response type conflict management mode. (3) The post-test scores between the training group and the control group were significantly different in assertiveness behavior and avoid-response type conflict management mode. It is suggested that more studies need to be done to differentiate the effects of Myers-Briggs Type Indicator and assertiveness training on assertiveness behavior and avoid-response type conflict management mode.

• 한국산학기술학회논문지
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• 제16권3호
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• pp.1699-1706
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• 2015

본 연구의 목적은 주택재건축 사업의 사업시행단계에서 나타나는 갈등에 대한 대응, 처리, 관리에 관한 지표를 도출하여 관련주체를 대상으로 적합하고 합리적으로 재건축 사업의 갈등을 해결하는 것이 목적이며, 이러한 평가를 통해 사업만족도와 지속적 사업의사에 어떠한 영향구조를 가지는지 분석하고자 진행하였다. 이를 위해 변수 간의 관계를 검증하기 위해 조작적 가설을 설정하고, Smart PLS 3.0 통계 패키지를 이용하여 구조모형을 작성하였다. 총 252개의 셈플을 이용하여 영향구조를 분석한 결과, 가설에서 설정한 데로 (+)의 경로계수로 도출되면서 t 통계량도 1.65 이상으로 유의하게 나타나는 가설을 최종 가설로 채택하였다. 그 결과 채택된 가설은 총 9개 중 6개로 '갈등대응이 갈등관리(H1)'에 미치는 경로계수가 0.618, '갈등처리가 갈등관리(H2)'에 미치는 경로계수가 0.150으로 나타났다. '갈등처리는 사업만족도(H5)'에 0.101의 경로계수 값을 나타냈으며, '갈등관리는 사업만족도(H7)'에 0.644의 경로계수 값이 도출되었다. 또한 '지속적 사업의사(H8)'에도 0.258의 경로계수를 나타냈다. 마지막으로 '사업만족도는 지속적 사업의사(H9)'에 0.391의 경로계수를 나타내는 것으로 도출되었다.

• 아동학회지
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• 제12권1호
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• pp.38-51
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• 1991

This study investigated (1) the relation of aggressiveness to the outcome of conflict, intentional attribution, predicted response, and (2) friendship as a variable affecting intentional attribution and predicted response. The subjects are 78 fifth grade boys selected from a public elementary school located in Seoul. The children were individually tested by the researcher who read the items to the child. Dodge and Somberg's aggression questionnaire and Dodge and Frame's conflict outcome of ambiguosly intended stories were modified for use in this study. The instigator of aggression in the stories was classified as friend or non-friend and aggressive non-friend or nonaggressive non-friend. Two-way analyses of variance involving one between-subjects factor (aggression of subject) and one within-subjects factor (instigator combination) were performed on children's responses to three of the scales (hostile, neutral, positive). The results show that (1) there were differences in intentional attribution to the children's aggressiveness, regardless of the friendship status of the instigator, and (2) the predicted response to aggressiveness varied with type of instigator.

• The Journal of Asian Finance, Economics and Business
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• 제9권6호
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• pp.95-104
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• 2022

This study investigates the complex mechanism of work-family conflict affecting counterproductive behavior of employees based on resource conservation theory and 417 valid samples by using polynomial regression and response surface analysis. Counterproductive work behavior refers to any intentional behavior of an individual that has potential harm to the legitimate interests of the organization or its stakeholders. Results show that first, work-to-family conflict (WFC) and family-to-work conflict (FWC) had four matching types. Compared with "high WFC-low FWC," "low WFC-high FWC" and "low WFC-low FWC" matching conditions, the employee self-control resource depletion and counterproductive work behavior (CWB) are at their highest under "high WFC-high FWC" congruence matching condition. Second, the joint effect of WFC and FWC has a U-shaped relationship with counterproductive behavior. Compared with the "high WFC-low FWC" match state, the level of CWB in the "low WFC-high FWC" match state is higher. Third, the depletion of self-control resources played a mediating role in the effect of WFC on counterproductive behavior. Fourth, emotional intelligence moderated the relationship between the congruence of WFC and FWC and self-control resource depletion. Emotional intelligence was higher, and the positive relationship between the congruence of WFC and FWC and self-control resource depletion was weaker.

• 한국과학교육학회지
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• 제27권4호
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• pp.354-365
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• 2007

이 연구는 작용 반작용 과제와 전기회로 과제에서 인지갈등 정도와 실험결과 예측에 따른 대학생의 인지갈등 특성을 알아보는 데 목적이 있다. 연구대상은 일반물리실험을 수강중인 공과 대학 학생 147명이었다. 인지갈등 정도와, 예측이 실험결과와 일치하는가를 기준으로 학생들을 네 집단으로 나누어 학생들의 응답을 분석하였다. 첫째, 작용 반작용 과제에서는 실험결과를 의심하고 오류를 찾아내려고 하는 경향을 나타내었으나, 전기회로 과제에서는 현상을 그대로 인정하는 경향이 나타났다. 둘째, 인지갈등 정도에 따라 인지갈등 요인별 응답 원인이 다르다. 학생의 인지갈등은 학생의 과거 지식, 경험, 학습습관, 학습동기, 인식론적 신념 등의 영향을 받는다. 인지갈등 점수가 높은 학생은 불일치 상황을 잘 인식하고 자신이 모르는 것을 지각하고 있었고, 재평가의 의지가 높았다. 반면에 인지갈등 점수가 낮은 학생들은 상황을 의심 없이 받아들이는 경향이 있었고 물리에 대한 관심이 적었다. 결론적으로, 이 연구는 이러한 응답특성을 근거로 학생과 과제의 특성을 파악하고 그에 따른 적절한 인지갈등 전략이 마련될 필요가 있음을 제안하였다.

• 대한간호학회지
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• 제11권1호
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• pp.29-44
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• 1981

Nursing role tends to be more complex then before because of the increased number of health professionals and of the health needs of patient. Accordingly, nursing role expectations are various and sometimes conflict by its role set. There are various literatures on role conflict of nurses and discussed how to eliminate the conflict in order to improve nursing service particularly in the hospital organization. This study was designed to determine if role conflict exist among nurses who work in a hospital and if so what resolution were most frequently selected by the nurses to the role conflict. The study population was fifty six registered nurses of K university hospital. The fifty six was defined and selected by nonproportional stratified sampling method to obtain subjects who are from uniform role set. A questionnaire, a list of role connect, stimulated by the literature review, knowledge based on several years' experience in nursing was formulated by the author and administered to the study population. The questionnaire included twenty nine closed question items of role conflict and classified according to the intra sender conflict, intersender conflict, person conflict and interperson conflict. The response choices to the questions range on a scale continuum with degrees of conflict from one to five: never - 0, seldom - 1, occasionally - 2, frequently - 3, and mostly -4. Per cent, means, standard deviation, and x² -test were used to analyze data. The findings of the study could be summarized as follows. 1. General characterstics of the study population: Most of the population were between the age of 22-27 and are not married. 2. Analysis of Role conflict Existence of Role conflict of nurses was found by the total mean conflict score, 2.06. Inter Sender Role conflict revealed the most high mean conflict score and the lowest one was inter person role conflict. Among the five role senders of nurses: Physician, patient and hi9 family, peer and superior, nursing students and hospital administrator, nurses showed the highest conflict mean score for physicians and the lowest score for Nursing student. 3. Analysis of role conflict resolution. Compromise through discussion with the role sender was the most frequently selected method by the respondents. The result also showed that the respondents tend to resolve the conflicting situation created by patient or his family by persuation. On the o thor hand, Avoidance and ignorance was frequently chosen for the conflicting role expectations from the hospital administrator.

• International Journal of Quality Innovation
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• 제5권2호
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• pp.70-78
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• 2004

Client-supplier collaboration in new product development (NPD) has been a strategy in response to fierce global competition. Traditionally, Hong Kong suppliers collaborate with worldwide clients through original equipment manufacturing (OEM) arrangement in which suppliers manufacture products according to clients' design. In recent years, a growing number of Hong Kong suppliers have transformed to original design manufacturing (ODM) in which they are assigned a design responsibility other than manufacturing products. The ODM arrangement necessitates a close interaction between clients and suppliers, which brings about intense conflict. Conflict has been recognized as an important factor affecting NPD performance including product quality. This paper studies the conflict handling practices of Hong Kong ODM suppliers based on 87 survey data. The results show that the suppliers frequently adopt effective conflict handling practices by which they can develop products of good quality through better design decisions. The results also suggest that the use of ineffective conflict handling behaviors, particularly avoiding, should be reduced for better product quality.

• 한국IT서비스학회지
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• 제13권1호
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• pp.1-21
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• 2014

In IT service quality research, the relationship between the service quality and clients' satisfaction was the focus of many studies while in relationship quality research, the influence of trust and conflict on relationship commitment seems to be the focus. In this study, these two research streams are integrated and a theoretical research model is proposed consisting of IT service quality, satisfaction, trust and relationship commitment with conflict as a moderator for the overall psychological mechanism. As satisfaction represents emotional response while trust cognitive response, this research model integrated both emotional and cognitive aspects of relationship maintenance in the IT service context. Analysis of data collected from 262 employees of global IT service firm revealed the differential effects of reliability, responsiveness, assurance and empathy on satisfaction and trust. Also, depending upon the level of conflict, the effects of reliability and assurance were found to be moderated. Further analysis revealed more profound mechanism at work relating emotional and cognitive aspects in the psychology of relationship maintenance in IT service context. Practical implications are further discussed in the conclusion.

• 한국콘텐츠학회논문지
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• 제11권8호
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• pp.365-377
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• 2011

본 연구는 갈등과정의 갈등관리 환경과 심리적 해결기제를 제시하는데 목적이 있다. 연구 내용은 갈등관리 환경적 측면과 심리적 해결기제 두가지로 구분하여 제시하고 있다. 갈등관리 환경은 시스템측면과 심리적측면으로 나누어 적용되었다. 시스템 측면은 물리적 환경을 위주로 제시를 했다. 심리적 측면은 갈등관리의 심리적 대응유형으로 나누어 제시하였으며, 심리적 해결기제와 밀접한 연관을 두어 제시하였다. 이러한 기준을 하남시화장장, 부천시화장장사례에 적용시켜 연구를 수행하였다. 갈등과정은 갈등형성, 고조, 위기, 확대, 전화단계로 구분하여 단계별로 개별 적용하여 살펴보았다. 부천시와 하남시의 단계별 비교 분석을 통해 차이점과 유사성을 구분하여 효율적인 갈등관리 및 문제점을 도출하였다. 큰 맥락에서 보면 하남시가 부천시에 비하여 갈등관리적인 측면에서 보다 효율적인 관리가 이루어진 것으로 나타나고 있다. 이러한 차이는 갈등관리환경적 측면의 차이를 고려하여야 하며, 인상관리의 차이는 이러한 환경적 맥락아래서 설명하고 있다. 갈등관리 환경을 중심으로 보면 두 사례 모두 갈등양상이 심화될 정도의 원인으로 제시되고 있으나, 심리적 갈등관리 측면에서는 하남시가 부천시보다 적극적이고, 갈등해결적인 자세로 나타났다.