• Korea Journal of Hospital Management
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• v.5 no.1
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• pp.40-61
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• 2000

The purpose of this study is to promote the efficiency of the management of the controls organization in the university hospitals and general hospitals by evaluating the factors underlying organizational conflict. The subject population included 351 hospital workers randomly selected from two general hospitals of less than 200 beds and two university hospitals over 500 beds in Seoul area. Data were collected through a survey questionnaire. To define related factors for the level of conflict among departments in each hospitals multivariate regression analysis was conducted. Independent factors were characteristics of subjects, conflicting factors between the departments. The results are as follows: 1. Those in high job position group demonstrated significantly higher level of conflict between departments. Those working in the general hospitals, who were older and had long-term tenure at current working hospital had higher level of conflict between the departments. 2. Concerning the involvement of conflicting factors and the level of conflict in the employees' there was statistically significant positive correlation between reliability and job-related and intradepartmental level of conflict in university hospitals. There was a significant positive correlation between interdepartmental conflicting factors of mutual dependence, difference in goal/orientation and interdepartmental level of conflict. 3. In the university hospitals, among the interdepartmental factors, mutual dependence and difference in goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the general hospitals, job position was a significant factor which showed that those in high position such as section chief or above, compared to those in general position had higher level of conflict. Among the interdepartmental characteristics, factors of mutual dependence and goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the general hospitals setting efforts to reduce conflict in areas among workers with high position, old age, and long tenure and those in medical care department should be made and prudent management and planning for improved manpower and increased budget or efficient allocation and clear definition of job description are necessary to adequately assess. In the university hospitals setting efforts to reexaminitation of the organizational structure and efficiency conveyance of information and efforts to resolve conflict among young workers with lower level of education is need. This study has its own merit in comparing empirically the conflict among hospital workers in the university hospitals and general hospitals. Future study are needed with respect to the relationship between interdepartmental level of conflict and the effectiveness of the hospital organization for improved resolution of conflict in the organization and hospital management.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.26 no.4
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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.

• Journal of Arbitration Studies
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• v.31 no.1
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• pp.173-194
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• 2021

This study was conducted to investigate the effect of the factors of delivery app service failure on consumption well conflict emotion and complaining behavior targeting consumers with experience using delivery apps, and the results of the study are summarized as follows. First, when looking at the demographic analysis, the proportion of men was 58.1% and women were 41.9%, and the age group was the highest with 91.9% in their 20s. Second, as a result of testing hypothesis 1 that the factor of delivery app service failure will have a significant influence on consumer conflict emotions, failure to provide app information and failure to deliver/food service showed a significant positive (+) relationship. Third, as a result of the verification of Hypothesis 2, that consumer conflict emotions will have a significant effect on the consumer's continued use intention, it was found to be insignificant and rejected. Lastly, hypothesis 3 that consumer conflict emotions will have a significant effect on consumer complaints behavior is that negative word of mouth behavior, complaint behavior from service providers, and complaint behavior from service managers were adopted, but the complaint behavior was rejected by third parties.

• Journal of Families and Better Life
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• v.23 no.1 s.73
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• pp.1-18
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• 2005

The purpose of this study was to construct the Marital Relationship Enhancement Program based on PREP(Prevention and Relationship Enhancement Program), and to examine the effect of it for couples in the early marriage stage. To perform this program, six session of time-limited(two hour) were carried out experimental group. and subjects were assigned to experimental group(N=6 couples) and control group(N=6 couples). Scales of PREPARE II (PREmarital Personal And Relationship Evaluation), Couple Communication Scales and Commitment Scales were used as pre-post-follow instruments of this study. Major finding were as follows : 1. Marital Relationship Enhancement Program for couples in the early marriage stage has meaningful consequences for the improvement of participants' couple relationship. 2. Marital Relationship Enhancement Program had meaningful consequence for the improvement of participants' realistic expectation of marriage, communication and conflict resolution skills and leisure activities. These positive effects maintained at follow-up. However, it hadn't meaningful consequence for the improvement of participants' marital commitment. 3. Marital Relationship Enhancement Program had also meaningful consequence for the improvement of the wives' realistic expectation of marriage, communication and conflict resolution skills and leisure activities, of the husbands' communication and conflict resolution skills.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.344-352
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• 2020

The purpose of this study was to identify the latent classes in the changing patterns of marital conflict perceived by mothers to explore its relationship with the changing patterns of mothers' depression, school readiness, self-esteem, and happiness of their children five years after their birth. A total of 1,243 responses from the 1st (2008) to 5th (2012) and 7th (2014) to 10th (2017) Korean Child and Youth Panel Study(KCYPS) were analyzed by Latent Growth Modeling (LGM) and Growth Mixture Analysis (GMA). The results were as follows. First, three changing patterns in the mothers' perceived marital conflict groups were identified: low-low changing, average-uptrend, and high-unchanging group. Second, an increasing pattern of depression was found from mothers of high-unchanging group over five years. Third, school readiness for their children was differentiated according to the latent classes. In particular, children from the low-low changing group showed higher readiness as well as self-esteem and happiness. Fourth, children from mothers of the low-low changing group showed high self-esteem and happiness in lower grades in elementary school. The results of this study suggest that the mothers' perceived marital conflict had an influence on themselves as well as their children's school related behaviors. Suggestions for an intervention program to resolve marital conflict are also discussed.

• Journal of the Korean Home Economics Association
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• v.44 no.9
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• pp.77-87
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• 2006

This study focused on a premarital counseling program and examined its effectiveness. The program consisted of eight sessions and was conducted with twelve premarital couples: six in the experimental group and six in the control group. The results were as followings. First, the premarital counselling program influenced the relationships of the premarital couples such as communication, sexual attitude, conflict solution, financial management, openness, interpersonal trust, and intimacy. Second, the male group significantly improved more than the female group in the areas of communication, conflict solution, and sexual attitude. The effects of the program continued to be effective after three months.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.11
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• pp.253-263
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• 2018

This paper examined the U-shape curvilinear relationship between team level conflict management and individual level turnover intention by using exit-voice theory, bandwagon effect, and social loafing theory. In addition to the non-linear relationship between team-level conflict management and individual-level turnover intentions, we also examined how trust in leaders has a moderating effect on this relationship. The samples were collected from a South Korean manufacturing company with 331 team members from 48 teams and items were measured twice to avoid common method biases. The intercepts-as-outcomes model of hierarchical linear modelling was conducted to verify the hypothesis. Results supported the cross-level curvilinear hypothesis which indicated that employees' turnover intention sharply decreased if the activeness of group conflict management was small and increases slightly, but this tendency moderated as activeness increases. After passing the lowest point, their turnover intention increased in the end. However, the moderation effect of trust in leader on this relationship was not statistically significant and hypothesis 2 was rejected. This paper explained the effects of group dynamics of conflict management on individual turnover intention. Such evidence may elucidate the importance of managing the social loafing behavior on conflict management process. This paper examined the sequential, multi-level, and curvilinear relationship between conflict management and turnover intention. Organizations and managers will benefit from avoiding the human resource loss by managing the conflict management process.

• The Mathematical Education
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• v.57 no.4
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• pp.371-391
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• 2018

The purpose of this study is to analyze manifestation examples and effects of group creativity in mathematical modeling and to discuss teaching and learning methods for group creativity. The following two points were examined from the theoretical background. First, we examined the possibility of group activity in mathematical modeling. Second, we examined the meaning and characteristics of group creativity. Six students in the second grade of high school participated in this study in two groups of three each. Mathematical modeling task was "What are your own strategies to prevent or cope with blackouts?". Unit of analysis was the observed types of interaction at each stage of mathematical modeling. Especially, it was confirmed that group creativity can be developed through repetitive occurrences of mutually complementary, conflict-based, metacognitive interactions. The conclusion is as follows. First, examples of mutually complementary interaction, conflict-based interaction, and metacognitive interaction were observed in the real-world inquiry and the factor-finding stage, the simplification stage, and the mathematical model derivation stage, respectively. And the positive effect of group creativity on mathematical modeling were confirmed. Second, example of non interaction was observed, and it was confirmed that there were limitations on students' interaction object and interaction participation, and teacher's failure on appropriate intervention. Third, as teaching learning methods for group creativity, we proposed students' role play and teachers' questioning in the direction of promoting interaction.

• The Korean Journal of Health Service Management
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• v.7 no.2
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• pp.191-203
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• 2013

This study had collected 267 Dental Health Care Worker in Busan, Gyeongnam and Ulsan, in order to investigate work-family conflict, job satisfaction and turnover intention of dental hygienists and find relationship between these. A survey was conducted from April 8 through April 30, 2013, by using structured, self-administered questionnaires. The collected data were analyzed with SPSS 12.0 program. The obtained results were as follows; 1. The average job satisfaction point are 3.32, work-family conflict point 3.06, and turnover intention point 2.80. 2. The job satisfaction was under the greatest influence of the Group of Rationality, followed by declination of Work Demand, Working Environment, Money. 3. The turnover intention was under the greatest influence of the Money, Job of Future. All the foctors had a positive impact on their turnover intention. That lowering these factors expressed a positive correlation, the higher the money and job of Future turnover intention.

• Journal of Families and Better Life
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• v.22 no.1
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• pp.45-54
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• 2004

To examine group differences among four groups divided by asgression/victimization status, 655 4th graders living in Seoul reported their perceptions of peer aggression, peer victimization, personality traits, parent attachment, and their parents' marital conflict. Peers of the subjects also reported their perceptions of peer aggression and peer victimization. Based on the scores of peer aggression and peer victimization, each child was classified into one of the four groups: nonvictimized aggressors, aggressive victims, passive victims, and normative contrasts. For boys, nonvictimized aggressors were more sociable/active than both aggressive and passive victims. Aggressive victims were more shy/emotional than nonvictimized aggressors and normative contrasts, and were exposed to the highest parental marital conflict. For girls, passive victims were the least sociable/active among the four groups, and showed lower attachment to fathers than normative contrasts. Both aggressive and passive victims were more shy/emotional than nonvictimized aggressors and normative contrasts, and normative contrasts were exposed to the lowest parental marital conflict.