• Journal of the Korea Convergence Society
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• v.12 no.10
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• pp.235-248
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• 2021

The ultimate aim of this work is to explore the antecedents that affect the loneliness felt by users who actively communicate through smartphones apps. To do this, three characteristics including individual, relational, and communication characteristics that can affect loneliness and the effects of these characteristics on loneliness are empirically analyzed. The research results are as follows. First, we found that conflict resolution ability had a significant effect on interpersonal conflict and loneliness. Second, social stress was found to have a significant effect on interpersonal conflict, communication fatigue, and loneliness. Third, lack of communication was found to have a significant effect on conflict resolution ability and loneliness. Finally, we found that communication fatigue had a significant effect on loneliness. These results are interpreted that in order to reduce the loneliness, it is necessary to continuously improve the ability to wisely resolve conflicts that may arise in the relationship between oneself and others. In addition, it is necessary to reduce the fear or burden of building relationships with others.

• Research in Community and Public Health Nursing
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• v.9 no.2
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• pp.533-549
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• 1998

This descriptive study was designed to measure the degrees of work stress and job satisfaction and use interpersonal conflict resolution strategy as an attempt to provide clinical nurses basic data to develop strategies releasing work stress and improving job satisfaction. These data were collected from 367 clinical nurses working in 9 hospitals nation-wide from May 1, to June 30, 1998. A structured questionaire was used for data collection. The questionnaire included Kim and Koo's work stress scale, Lee's interpersonal conflict resolution strategy scale and a Minesota satisfaction questionnaire. Data analysis was done by the use of the SAS computer program with descriptive statistics, t -test, ANOVA, Scheffe test, Pearson Correlation Coefficient and Cronbach - ${\alpha}$. The results were as follows 1. The mean score of work stress for the subjects was 4.34(SD=0.64). The highest scored reasons for work stress were 'inadequate com pensation' 4.93(SD=0.86), 'lack of professional knowledge and skill' 4.70(SD=0.92) and 'unsatisfactory relationship with superior authorities' 4.63(SD=0.97). The lowest scored reasons were 'unsatisfactory relationship with inferior staff' 3.72(SD=1.02), 'inadequate mechanical environment' 3.72(SD=1.11) and 'interpersonal problems' 3.85 (SD=1.06), The work stress in clinical nurses differed significantly depending on the hospital type (F=4.00, p=0.0082). 2. The clinical nurses used compromise(45.1%) as the best interpersonal conflict resolution strategy. The second was collaboration(32.8%), the third accomodation(14.2%), the forth avoidance(4.2%) and the fifth competition(3.6%). 3. The item score of job satisfaction of the subject was 3.00(SD=0.43), The job satisfaction in clinical nurses differed significantly depending on age(F=5.67, p=0.0000), marital status(t= -1.89, p=0.0511), academic career(F=5.84, 0.0001), official position (F=7.38, p=0.0001), and work career(F=6.33, p=0.0001). 4. The result of the analysis of relationship between work stress and job satisfaction was significant(r= -0.34, p=0.0000). In conclusion, it was found that work stress was very high in clinical nurses. They used interpersonal conflict resolution strategies to release their interpersonal problems and to increase their job satisfaction. Therefore, adequate stress management for clinical nurses will provide them with higher job satisfaction and hence lead to more qualitified nursing care.

• Journal of Korean Academy of Nursing
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• v.32 no.3
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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.

• Korea Journal of Hospital Management
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• v.14 no.3
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• pp.104-131
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• 2009

This study analysed what effects conscious role conflict and conscious self-efficacy have on job satisfaction for hospital coordinators working in medical institutions. In order to study this issue, questionnaires were distributed to 154 hospital coordinators. The results from analysing the effects of role conflict and self-efficacy on job satisfaction are as follows: 1) Role conflict and job satisfaction are negatively correlated. The mean score for hospital coordinators' role conflict was 2.82, which was lower than average. Among subfactors for role conflict, personal role conflict had a significant effect on job satisfaction, while role ambiguity had no effect on job satisfaction. 2) The mean score for hospital coordinators' self-efficacy was 3.42, which was slightly higher than average. Other mean scores were as follows: job attitude 3.83, interpersonal skills 3.54, administrative knowledge 3.30, and medical treatment knowledge 3.02. Among subfactors for self-efficacy, job attitude and adminstrative knowledge had significant effects on job satisfaction, while interpersonal skills and medical treatment knowledge had no effect on job satisfaction (p < 0.01). In conclusion various hospital administration techniques, related job training and education needs to be given when introducing a hospital coordinator in order to strengthen the competitiveness of medical institutions. The hospital coordinators need to clearly understand their role so that they can settle into the system at the hospital and develop their job environment.

• Korean Journal of Culture and Social Issue
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• v.22 no.1
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• pp.87-118
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• 2016

The purpose of this present study was to investigate the influence of abusive supervision on strain-based work interference with family and interpersonal deviance. In addition, this study examined the mediating effect of subordinates' emotional labor toward supervisors and the moderating effect of hierarchical organizational climates on emotional labor, perceived organizational family support on strain-based work-family conflict, and social network on interpersonal deviance. The results are summarized as follows: (1) abusive supervision was positively related to subordinates' emotional labor toward supervisors. (2) Emotional labor was positively related to strain-based work-family conflict and interpersonal deviance. (3) Subordinates' emotional labor mediated the relationship between abusive supervision and the two outcome variables. (4) Hierarchical organizational climates moderated the relationship between abusive supervision and emotional labor. (5) Perceived organizational family did not have moderating effect between emotional labor and strain-based work-family conflict. (6) Social network had moderating effect but it did not influence interpersonal deviance as predicted by the hypothesis. Based on the results, implications of findings, limitations, and suggestions for future research were discussed.

• Journal of the Korea Safety Management & Science
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• v.9 no.4
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• pp.17-28
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• 2007

This study tried to identify the job stress characteristics of female bank workers and the relationship between their stress and symptoms associated with musculoskeletal disorders(MSDs). The total number of 587 female bank tellers have been participated in this study. Specifically, questionnaire surveys regarding job stress and MSDs symptoms were conducted. On the basis of the results from the survey using Korean version of job stress questionnaire with 24 questions, stress scores associated with job requirement and job flexibility were relatively high. The job stress levels regarding job demand, organizational system, occupational climate at the work place were relatively high for the full time workers while the job stress levels regarding insufficient job control, job stability, interpersonal conflict, lack of reward were relatively high for the part time worker. The workers with longer total work years had relatively high job stress associated with interpersonal conflict, and organizational system while the workers with longer work years at the current job had relatively high job stress associated with occupational climate. Also, the workers with longer working hours a day had relatively high job stress associated with job demand, interpersonal conflict, organizational system, and occupational climate. According to the relationship identified in this study, symptoms at the neck, shoulder, hand, low back. leg were associated with the stress levels in terms of job flexibility, interpersonal conflict, job requirement, job stability. In conclusion, female bank workers are exposed to job stress due to their specific job characteristics and there has been certain relationships between their job stress and MSDs symptoms.

• Journal of Korea Society of Industrial Information Systems
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• v.15 no.4
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• pp.71-81
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• 2010

The purpose of this study is to examine the moderating effects of the Leader-member exchange(LMX) on relationship between the interpersonal conflict and turnover intention. Since effective management of IS personnel is important issue for the IS related researchers and practitioners since their turnover rate has been known to be high and skilled personnel have been in short supply. We develop the hypotheses from the prior studies and empirically testing them in the context of IS personnels from various companies located in vicinity of capital city of Korea. This empirical study show interesting results. Good leader-member exchange has the moderating effect on the management of interpersonal conflict level and drastic reduction of the turnover behavior. Based on the analyzed results, we discussed the theoretical implications and limitations.

• Journal of Korean Dental Hygiene Science
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• v.3 no.2
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• pp.67-77
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• 2020

This study investigated the effects of body consciousness and body esteem on interpersonal competence. A structured questionnaire was distributed to 220 dental hygiene students during July 1-31, 2020. The findings show that the subjects scored means of 3.32±0.26, 3.33±0.53, and 3.49±0.45 out of 5 in body consciousness, body esteem, and interpersonal competence, respectively. There were negative correlations between body surveillance and body shame (r=-0.303, p<0.001), as well as between two subfactors of body consciousness. Body shame was positively correlated with subfactors of interpersonal competence such as relationship initiation (r=0.217, p<0.01), claim for displeasure (r=0.218, p<0.01), and conflict management (r=0.231, p<0.01). Under the category of body esteem, body function esteem had positive correlations with conflict management (r=0.293, p<0.01) and consideration for others (r=0.141, p<0.05). Body consciousness and body esteem had effects on interpersonal competence, with an explanatory power of 13.4%. Higher body consciousness (β=.16, p=0.016) and body esteem (β=.22, p=0.02) were associated with greater interpersonal competence. These findings demonstrate that college students' objectified body consciousness and body esteem have an impact on their interpersonal competence. This raises the need to develop and apply a program to help students have positive perceptions of their bodies and establish their own individuality and body images to enhance their interpersonal competence.

• Journal of Korean Academy of Nursing
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• v.36 no.5
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• pp.681-690
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• 2006

Purpose: The purpose of this study was to investigate the effects of assertiveness training on nurses' assertive behaviors, interpersonal relations, communication conflicts, conflict management style and personnel turnover rate. Method: A non-equivalent control group pretest-posttest design was used in this study, Nurses were assigned into the experimental or control groups, each consisting of 39 nurses. Data was collected between January to March 2004. An 'Assertiveness Training Program' for Nurses developed by Park was used for the study. To emphasize assertiveness practice, 5 practice sessions utilizing ABCDE principles were added to Park's program. To examine the effects of the program, differences between the two groups in assertive behaviors, interpersonal relations, communication conflicts, conflict management style and personnel turnover rate were analyzed using ANCOVA. Results: The assertiveness training was effective in improving the nurses' assertiveness behaviors, but was not effective in improving interpersonal relations, reducing the subjects' communication conflicts, changing the conflict management style or reducing their personnel turnover rate. Conclusion: There have been many studies about factors affecting nurses' personnel turnover rates, but few have been done about methods of intervention to reduce the personnel turnover rate. Thus, this study provides a significant contribution in attempting such an intervention from nursing management perspectives.

• Journal of the Ergonomics Society of Korea
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• v.27 no.1
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• pp.1-7
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• 2008

Work related musculoskeletal disorders (WMSDs) have become a hot issue within the Korean workplace for the past several years. Recently, the effect of job related stress on WMSDs, cerebro-cardiovascular diseases, and psychiatric disorders has been steadily increasing. The study conducted questionnaire of Korea version job stress model, WMSDs from NIOSH, CES-D (Center for Epidemiologic Studies Depression Scale), and STAI (State-Trait Anxiety Inventory) against train drivers. The results of this study show that the job stress score of the train drivers is high in the areas of physical environment, job latitude, interpersonal conflict, job insecurity, and organization system. The relation between job stress and WMSDs nd, interpersonal conflict, job insecurity and organizational system. The relation between job stress and depressive disorders showed statistical significance in the areas of job demand, job insecurity and low reward. Finally, the relation between job stress and anxiety disorders showed statistical significance in areas of job demand, interpersonal conflict, job insecurity, organizational system and low reward.