• Journal of Family Resource Management and Policy Review
• /
• v.14 no.4
• /
• pp.57-75
• /
• 2010

This study examined the effects of self-differentiation on family-life satisfaction and job satisfaction, and investigated the mediating effects of conflict-managing behavior. The participants in the present study were 196 married employees. LISREL was employed to test this hypothetical structural model. The results of this empirical study demonstrated that self-differentiation had positive effects on both family-life satisfaction and job satisfaction, which was mediated by the conflict-managing behavior but did not have a direct effect on either family-life satisfaction or job satisfaction. This study verified that conflict-managing behavior had mediating effects on the relationships among self-differentiation, family-life satisfaction, and job satisfaction. The results indicated that the higher the level of self-differentiation was, the more effective conflict-managing behavior was. And the more effective conflict-managing behavior was, the higher the levels of family-life satisfaction and job satisfaction were.

• Journal of the Korean Home Economics Association
• /
• v.42 no.3
• /
• pp.65-77
• /
• 2004

This study investigated emotional regulation, motive for emotional regulation and behavior problems of children. 64 boys and 58 girls in fourth grade and their mothers were selected for the subject. The children were interviewed about eight interpersonal conflict situations, while their mothers completed the CBCL(Child Behavior Check List). Major findings were as follows: emotional regulation, motive for emotional regulation and behavior problems differed according to the children's gender. Girls used more appropriate display rules for managing negative emotions, and more often, prosocial motives than boys. While girls displayed greater immature behavior, boys displayed more hyperactive and aggressive behavior. Negative emotional regulation was the most predictable variable for boy's behavior problems. Positive emotional regulation and prosocial motives were significant variables predicting girl's behavior problems. These findings implicate that emotional regulation and motive for emotional regulation are important factors in preventing behavior problems of school-age children.

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

• Korean Journal of Psychosomatic Medicine
• /
• v.3 no.2
• /
• pp.185-196
• /
• 1995

The author reviewed cognitive-behavioral approach to A type behavior pattern and hypertension which are known to be risk factors for coronary heart diseases. Those cognitive distortions frequently found in persons with A type behavior include all-nothing thinking, selective attention, personalization, and attribution of causality. Cognitive-behavioral techniques were also described, which can be applied to management of each characteristic of A type behavior pattern such as time urgency, perfectionism, achievement striving, low self-esteem, excessive work involvement, hostility, and depression. Cognitive-behavioral intervention for hypertension might help the patients to recognize and monitor anger-engendering conflicts, identify characteristic styles of responding, and experiment with alternative ways of managing conflict and anger. Since different features predominate in different individuals, it is necessary to develop treatment plan on the basis of individual characteristics and problems.

• The Journal of Information Technology
• /
• v.1 no.2
• /
• pp.81-102
• /
• 1998

It is common description that modern society is In the era of limitless competition. In order to challenge the change of economy and its management at home and abroad, organization should be changed anew, and in this case, there accompanies conflict or trouble whether the subject of change wants it or not. Therefore, according to change, we should concern with settlement of small troubles as well as big ones, and by managing the conflict or trouble productively and originally, it should be utilized as new fatality and chance to develop something in organization. In the system organized by people, there exist various conflicts in accordance with the target and want of the system, therefore giving no freedom to each Individual member of the system, and this is an unavoidable tate in consideration of the modem society where the survival of mankind and human systems should be guaranteed. Therefore, it determines the coordinates of success of any of organizations to manage conflict or trouble well, and so, when decreasing or increasing conflicts so that the organization exerts its full influence, it is note worthy that conflict itself should be rationally and efficiently managed. In a view point of the theory of organization and its behavior, relating job satisfaction with the performance and validity of organization, the influence of individual conflict is so great on the rate of job transfer within an organization or nonattendance, even on the productivity of the organization. So, the manager to cope with conflict within an organization should devise following three plans to manage conflict for job satisfaction and conflict settlement. In conclusion, it is suggested that in order to manage conflict within an organization well, some plans to control conflict should be well utilized while giving more efforts to improving management of individual conflict, job satisfaction, validity of organization, productivity, etc and all the members of organization should remember that the Issue of conflict within an organization be recognized ad an opportunity of new development and a way to settle a trouble within an organization, and a direction of conflict management should be suggested so that new innovation ca be created.

• The Journal of Asian Finance, Economics and Business
• /
• v.7 no.8
• /
• pp.635-644
• /
• 2020

The construction industry in developing countries like Vietnam, which incorporates small and medium construction enterprises, is typically more prone to disputes and contract dispute-related lawsuits. A dispute may occur at any time in the life cycle of the project. It is sometimes solved with the intermediation of a lawyer or directly by stakeholders. Understanding the causes of disputes in a construction project not only improves the efficiency of a company but also increases the success of projects. This study was carried out using a questionnaire survey at construction projects in Ho Chi Minh City. Sample data with 117 observations were analyzed to find the disputing factors in construction projects: diversity of working style among the parties; reluctance to work; and poor teamwork. Correlation coefficient on a rank of factors between design consultant and contractor; Design consultant and project owners are positively correlated. The Exploratory Factor Analysis (EFA) analysis identified six groups of factors in construction disputes: cooperation, technology, economics, productivity, information, and behavior. The findings are useful for enterprise practice and provide participants with an overview of sources of dispute. Thus, a more complete risk management plan can be formulated, which will accelerate project progress and improve the likelihood of success.

• Journal of Digital Convergence
• /
• v.16 no.7
• /
• pp.97-105
• /
• 2018

The fourth industrial revolution is expected to bring about great changes in information technology sector and create a variety of jobs. However, the psychological anxiety of IT staff is increasing due to stress and uncertainty created by the new technologies. Accordingly, researchers examined how professional identity moderate the effect of job stress of system maintenance staff on emotion exhaustion. For empirical studies, data was collected from 160 employees responsible for managing and supporting IS, and the hypothesis was verified using SPSS 21. The analysis results showed that role conflicts, role ambiguity, and qualitative work overload, which are components of job stress, have affected the emotion exhaustion. Professional identity had a moderating effect the relationship between qualitative work overload and emotion exhaustion. On the other hand, professional identity did not moderate the relationship between role conflict and emotion exhaustion, role ambiguity and emotion exhaustion. As professional identity lessen the psychological burden and emotion exhaustion of introducing new technologies, organizations need to provide support to enhance professional identity for system maintenance staff.

• Korean Journal of Culture and Social Issue
• /
• v.29 no.4
• /
• pp.617-636
• /
• 2023

The goal of this study was to explain the phenomenon of making efforts to overcome the need-reality collision as a cultural characteristic of Koreans. Specifically, we examined whether the behavior varies depending on the degree of relational agency in the situation where conflicts between one's needs and reality have occurred. To this end, a total of 217 participants participated in the online experiment, and the data of 156 participants were finally analyzed. After responding to the relational agency scale, the participants were exposed to a decision-making scenario in which conflicting factors existed. The scenario were about buying a house and making a wedding hall contract, and in each scenario, two important values were set to conflict with each other in the market. Participants read the scenario and entered the level they wanted for each value. After that, they encounter a situation in which he or she has not found the candidate site corresponding to the level he or she wants. Then, the participants responded to their willingness to make additional efforts themselves. As a result of the study, the degree of relational agency of the participants showed a positive relationship with the degree of additional effort. In addition, the degree of the desired level beyond the reality (expectancy discrepancy) showed a nonlinear (reverse U-shape) influence on the additional effort while controlling for individual difference. Furthermore, the interaction effect between relational agency and expectancy discrepancy was significant. Specifically, individuals with low agency did not have a significant relationship between the degree of expectancy discrepancy and the dependent variable, but individuals with high relational agency had a significant non-linear relationship between the degree of expectancy discrepancy and the dependent variable. Based on the results of the study, the role and function of Koreans' psychological characteristics (relational agency) in the scene of managing needs-reality collision were discussed.