• 농촌지도와개발
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• 제22권2호
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• pp.117-133
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• 2015

This study explored at marital conflict in multicultural families, a type of families formed through international marriages, from husbands perspectives. For the purpose of this study, in-depth interviews were used with husbands in multicultural families to ask about marital conflict, and then, conducted a qualitative case analysis. In summary, results of this study are as follows; First, among the decisive events that husbands in multicultural families often experienced in marital conflict with their wives were disrespect toward husbands and parents-in-law, husbands with a low level of trust, feelings of pressure due to financial support for wives' families and children and lack of practical sense about marriage. Second, development of marital conflict that husbands often experienced included aggravated cultural conflict between a couple and between members of the family, difficulty in managing blame and anger, signs of separation or divorce and wives leaving home and limitations in conversation and communication. Third, as to how husbands tried to deal with marital conflict, they tried to be patient and comfort wives, engage in economic activities together, find something that they could focus on, turn to religion or gatherings, use service from government organizations, have trust and develop rules and limit the range of their wives activities.

• 간호행정학회지
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• 제23권1호
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• pp.32-41
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• 2017

Purpose: The purpose of this study was to identify the relationship between gender role conflict for men in nursing, job satisfaction, and turnover intention. Methods: The study data were collected between August 1 and September 1, 2015 from 225 men in nursing currently working in 36 Korean general hospitals, each with ${\geq}100$ beds. Frequency and percentages were analyzed, and Pearson correlation coefficient, t-test, ANOVA, and Duncan's test were used. Results: There was no significant difference in gender role conflict based on the general characteristics of the men. In contrast, significant differences in gender role conflict were found in association with the following job-related characteristics: work experience at the present hospital, work department, work unit, and type of work. A significant negative correlation was detected between male gender role conflict and job satisfaction, a positive correlation was found between male gender role conflict and turnover intention. Conclusion: In order to increase job satisfaction and decrease the turnover intention of men in nursing, measures to reduce gender role conflict are needed.

• 한국직업건강간호학회지
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• 제28권1호
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• pp.53-63
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• 2019

Purpose: The purpose of this study is to explore the balance of work-life and parenting experience of nurses. Methods: This qualitative study used the phenomenological methodology proposed by Giorgi. In-depth interviews were conducted on a total of 10 participants working at hospitals in Seoul and Gyeongnam province in 2017 to collect data. Results: Four main issues were deduced: "complex situation between work and parenting," "conflict situation of being in a double bind between work and parenting," "the power to endure both work and parenting," and "finding hope between work and parenting. Conclusion: The findings in this study provide an in-depth understanding on the work-life balance and parenting experience of nurses. These findings should help in the development of solutions to the conflict between work and family for nurses and enable them to develop effective strategies.

• 한국콘텐츠학회논문지
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• 제18권5호
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• pp.343-356
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• 2018

본 연구의 목적은 직업군인 배우자의 성장기 학대피해경험이 자녀학대에 미치는 영향을 파악하고, 성장기 부모로부터의 학대경험이 결혼 후 자녀학대로 이어지는 경로에 있어서 가정폭력피해 경험의 매개경로를 파악하여 자녀학대 가해에 대한 사회복지적 개입 방안을 모색하는데 있다. 이를 위해 2015년 후반기 육군 3개 부대, 해군 2개부대, 공군 2개부대를 선정하여 자발적으로 설문에 응답한 직업군인 배우자를 대상으로 실태 조사한 설문자료를 사용하였으며, 최종분석에는 18세 미만의 자녀를 둔 기혼 직업군인 배우자 238명의 자료를 사용하였다. 분석결과 직업군인 배우자의 자녀학대 가해률의 경우, 정서학대가 51.4%, 신체학대가 28.9%, 방임이 3.8%로 나타났다. 또한 연구모형을 검증한 결과, 직업군인 배우자의 성장기 학대경험과 자녀학대 간에 직접적인 영향관계가 있는 것으로 나타났으며, 성장기 학대경험이 부부갈등을 매개로 자녀학대로 이어지는 경로가 유의미한 것으로 확인되었다. 이러한 연구 결과를 바탕으로 우리나라 직업군인 배우자의 가정 내 불화와 자녀학대를 예방하기 위한 군사회복지적 개입 방안을 제언하고자 한다.

• 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.

• 대한간호학회지
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• 제32권3호
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• pp.295-304
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• 2002

The purpose of the study was to describe the essential structure of the lived experience of clinical nurses' interpersonal relations among nurses, patients, and others in the ward setting of the hospital. Method: Six nurses who have experienced from 4 to 7 years on the same ward setting, were interviewed. The data were collected from September, 2000 to May, 2001 and analyzed using Colaizzi's (1978) method of phenomenology. Result: In this study, 7 themes were extracted: difficulty of interpersonal relations after being familiar with work, developing good relations with doctors, patients, and their significant others as experience increased, generation gap among individual nurses, evaluating other nursing colleagues on their past experience in ward settings, avoiding nurses with whom one was in conflict, sometimes, resolving conflict through getting together with colleagues informally, having a limited interpersonal network, experiencing becoming mature through struggling with the difficulty of interpersonal relations. Conclusion: Nurse managers need to provide resources, opportunities, and information to clinical nurses through fully understanding the characteristics of nurses' interpersonal relations. In addition, they should minimize the factors which intervene with good interpersonal relations among clinical nurses.

• 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.

• 간호행정학회지
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• 제18권4호
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• pp.374-382
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• 2012

Purpose: This study was done to investigate the effects of university hospital nurses' organizational conflict between organizational commitment and labor union commitment, so as to provide data on prevention of conflict with the hospital and to improve work achievement with commitment of two different groups: hospital and labor union commitment. Methods: Data collection was conducted from May 15 to 31, 2011 for nurses registered in the labor union of a university hospital. The collected data were analyzed using t-test, ANOVA, Scheffe test and multiple regression. Results: Organizational commitment of the nurses showed significant differences according to age, position and work experience, and degree of labor union commitment according to academic achievement. The factors affecting labor union commitment were organizational conflict and recognition of need for labor union, which accounted for 19% of the variance. Factors affecting organizational commitment were organizational conflict, recognition of need for labor union, participation in organizational events, and renewal of membership in the union, which accounted for 33% of the variance. Conclusion: The results of this study indicate that there is a need to improve work achievement by minimizing conflict and preventing labor disputes for better organizational commitment and labor union commitment of nurses.

• 농촌지도와개발
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• 제12권1호
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• pp.69-81
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• 2005

The objectives of this study were to measure role conflict of 4-H leaders and to verify the differences of role conflict and self-efficacy according to individual characteristics. The data were collected from 99 leaders who took charge of guiding 4-H youth organization in school as teacher advisor. The statistical techniques used for this study were frequency, t-test, one-way analysis of variance and correlation. The major findings of this study were as follows; 1) The 4-H leaders had some role conflict and role ambiguity in guiding youth activities in the school. 2) The leader advisor group with teaching experience of $5{\sim}9$ years showed higher role conflict and lower role ambiguity. 3) The 4-H leaders with age over 45 felt higher role conflict and lower role ambiguity. 4)The leaders' self-efficacy was positively correlated with self esteem, and negatively associated with role ambiguity.

• 감성과학
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• 제16권3호
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• pp.341-350
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• 2013

본 연구는 시야에 발생하는 현저한 시각적 변화에 대한 탐지 경험과 양안경합이 초래한 감각적 상충에 대한 탐지 경험을 상호 비교함으로써 변화탐지 경험의 감각적 특성에 대한 이해를 시도하였다. 이를 위해, 실험 1에서는 2, 4, 6개의 항목을 단기파지 한 후 뒤이어 제시되는 검사항목과의 비교를 요구하는 변화탐지 과제가 사용되었다. 전체 변화탐지 시행 중 시각적 변화가 발생한 일부 시행에서는 검사항목 중 변화를 야기하는 한 항목에 양쪽 단안 분리 입력을 통해 서로 다른 항목이 제시되는 양안경합을 처치하였다. 실험 결과, 양안 경합이 처치되지 않은 경우 항목 개수 증가에 따른 변화탐지 정확도의 분명한 감소가 관찰된 반면 양안 경합이 처치된 경우 이러한 항목 개수 효과는 관찰되지 않았다. 실험 2에서는 항목 개수를 4, 8, 16개로 달리하는 탐색 배열 중 양안경합이 초래하는 감각적 상충을 보유한 표적 항목에 대한 탐색 효율성을 측정한 결과, 양안경합 처치 유무에 관계없이 탐색이 매우 효율적인 것이 관찰되었다. 실험 1과 2의 결과는 시야의 현저한 변화에 대한 탐지 경험은 기억부담의 증감에 따라 경우에 따라서는 양안경합 자극이 초래하는 감각적 상충에 대한 탐지 경험과 유사할 가능성을 시사한다.