• 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.

• Journal of the Korean Home Economics Association
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• v.33 no.3
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• pp.85-99
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• 1995

The major purpose of this research was to investigate the causal relationships among working wives' work-family conflict, socialization of housework, and home management satisfaction. the double ABCX model of family stress and adaptation provided the theoretical framework for this study. the data were recruited from working wives who had more than one pre-school child. The respondents were asked to complete the self-administered questionnaires, and the responses of 536 working wives were used for the final analysis. basically Cronbach's α to the reliability of major variables, frequencies, percentages, means, standard deviation, pearson's correlation coefficients, and LISREL 7 program were performed to test the research model. The results of this study can be summarized as follows : 1. The frequency of work-family conflict was affected by the flexibility of work time and wives' income. 2. The severity of wok-family conflict was directly influenced by the frequency of the conflict, the flexibility of work-time, and wives' education level. 3. The variables influencing the degree of socialization of housework were found to be the frequency and the severity of work-family conflict, wives' education, and the degree of husband's participation in housework. 4. The higher degree of home management satisfaction was associated with the higher level of family member's health status, the greater degree of the flexibility of work-time, and the greater degree of husband's participation in household labor.

• Journal of Korean Society for Quality Management
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• v.41 no.2
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• pp.289-300
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• 2013

Purpose: The results of prior studies investigating main effects between diversity and team performance are neither clear nor consistent. This study seeks to provide more evidence for a direct link between these two. The present study also attempts to close a gap in the literature by examining conflict as a moderator of the relationship between diversity and team performance. Methods: As suggested by Williams and O'Reilly(1998), this study examines the effects of perception levels of three specific types of diversity (social category diversity, value diversity, and informational diversity) and two contextual moderators (task conflict and relationship conflict) on team performance. Results: The results show that perception levels of all three types of diversity are significantly related to team performance in the current sample of 313. Results also indicate that relationship conflict significantly interacted with the perception levels of diversity in relating to team performance. Results for task conflict, however, fails to support the hypothesis. Conclusion: The results suggest that the effects of diversity on team functioning depend on how diversity is perceived by team members, rather than actual diversity seen by team members. Theoretical and practical implications are reviewed, and limitations of the study and suggestions for future research are addressed.

• 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.

• The Korean Journal of Rehabilitation Nursing
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• v.20 no.1
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• pp.69-78
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• 2017

Purpose: This study aimed to identify the relationship among conflict management style, communication competence and nurse-physician collaboration in hospital nurses and physicians. Methods: This is a descriptive study. Using a questionnaire, data were collected from 230 nurses and 107 physicians at a university hospital in D city. With SPSS/WIN 22.0 program, data were analyzed by t-test, ANOVA, $Scheff{\acute{e}}$ test, and Pearson's correlation coefficient. Results: Physicians scored the highest for communication competence in nurse-physician relationship and the lowest in medical decision making, while nurses scored the highest in patient information sharing and the lowest in nurse-physician relationship. Physicians with problem solving tendency scored higher in communication competence than those with avoiding tendency. Among the nurses, those with avoiding tendency scored the lowest. For both physicians and nurses, communication competence showed a significant negative correlation with avoidance. For nurses there was also a significant positive correlation with compromising tendency. Finally, there was a significant correlation between nurse-physician collaboration and communication competence in both groups. Conclusion: This study demonstrates that nurse-physician collaboration and communication competence are correlated with conflict management style. We suggest educational programs at more hospitals in various locations to improve nurse-physician collaboration reflecting conflict management style.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.3
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• pp.1699-1706
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• 2015

The purpose of this study is to induce a indicator related to the response, handling and management which are appeared on each step of business enforcement in housing reconstruction projects. Then, it aims to appropriately and reasonably resolve the conflicts of reconstruction business with relevant subjects. These projects physician satisfaction and continual business was going to have the impact that any analysis of the structure in an evaluation. In addition, this study analyzes the impact structure on the business satisfaction and a intention for continuous business through this evaluation. This study sets a operational hypothesis in order to verify the relationship between the variables. then, it creates the structural model by using the Smart PLS 3.0. After analyzing the impact structure by using total 252 samples, this study adopts the final hypothesis which shows (+) path coefficient as set in the hypothesis and test statistic above 1.65. In result, six out of the nine hyphothesis are adopted. then, The 'Response to conflict' which affects the 'Management to conflict(H1)' has a path coefficient of 0.618. In addition, the 'Handling to conflict' which affects the 'Management to conflict(H2)' has a path coefficient of 0.150. The 'Handling to conflict' which affects the satisfaction of 'business' has a path coefficient of 0.101. and the 'management to conflict' which affects the satisfaction of 'business(H7)' has a path coefficient of 0.644. In addition, the 'Intention for continuous business(H8)' shows a path coefficient of 0.258. Finally, The satisfaction of 'business' which affects the 'intention for continuous business(H9)' has a path coefficient of 0.391.

• Management & Information Systems Review
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• v.19
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• pp.171-197
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• 2006

The purpose of this study is to analyze how the task group functioning and need styles have influence on role conflict and role ambiguity as the employee's personality engaged in the service industry such as a hotel. This study uses the hierarchical regression analysis method. Data were collected by the survey method from employees engaged in the service industry such as a hotel located Seoul, the Province of Gyeonggi, and the Province of Gangwon. The study result shows that to the employees in the type A and type X styles, the task group functioning and need styles are not significantly related to the role conflict. But to the employees in the type B style, the task group functioning and need styles are significantly related to the role conflict. And the result shows that to the employees in the type B style, the lower the faith in peers and management, the more the role conflict occur. On the other hand, the study result shows that to the employees in the type A styles, the task group functioning is significantly related to the role ambiguity. And to the employees in the type B style, the higher the faith in peers and management, the more the role ambiguity occur. On the contrary, to the employees in the type X style, need styles are significantly related to the role ambiguity. But to the employees in the type X style, the higher the need for achievement, the more the role ambiguity occur. On the other hand, the study result shows that to the employees in the type B styles, the task group functioning and need styles are significantly related to the role ambiguity. And to the employees in the type B style, the higher the need for achievement, the more the role ambiguity occur or the lower the confidence in peers and management, the more the role ambiguity occur. Although this study provides several managerial implications, this study has some limitations. Specifically data were collected from only the hotel industry in Seoul, the Province of Gyeonggi, and the Province of Gangwon. In spite of the limitations, the study results could be used valuably in case of the personnel managers which manage the employees under the conflict situations.

• Journal of Korean Society for Quality Management
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• v.47 no.3
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• pp.553-569
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• 2019

Purpose: The purpose of this study is to identify the impact of conflicts and cooperation on project performance in the nuclear power plant construction project, thus contributing to the successful performance of project participants and the achievement of project objectives. Methods: This study used a method of conducting a survey of participants in the nuclear power plant construction project and verifying the hypothesis statistically. Results: The results of this study are as follows; First, role conflicts and relationship conflicts have negative effects on collaboration. Second, role conflicts have a negative effects on project performance, but conflict in relation has no significant effects on project performance. Third, collaboration has a positive effects on project performance. Finally, the communication quality in the relationship between conflict and collaboration has been shown to have a Moderated effect. Conclusion: In order to achieve the goal in the nuclear power plant construction project, the level of collaboration should be improved based on conflict management among project participants.

• Journal of Korean Society for Quality Management
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• v.47 no.4
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• pp.861-873
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• 2019

Purpose: The purpose of this study is to investigate the effects of organizational culture, personality Traits, work addiction and workplace family conflict on the life satisfaction of Korean Air crew. Methods: The collected data through the survey were analyzed using structure equation model analysis The sample used for the empirical analysis is a total of 578 questionnaires. Results: Empirical analysis summarized next. Organizational culture and personality characteristics have some effects on work poisoning. However, the compulsion of work driven does not affect work-family conflict, Family-Work Conflict does not affect Life Satisfaction. Conclusion: This paper has a contribution in that it extends the range of the academic research concerning Workaholic. Also this paper provides implications on effective human resource management method suitable for airline industry.

• Knowledge Management Research
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• v.14 no.5
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• pp.81-100
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• 2013

In this era of cut-throat competition, innovation is a source of competitive advantage, and securing core competency through innovation plays a pivotal role in ensuring the survival and growth of an organization. In an organization, R&D team is a core division driving innovation, and creative tension and conflict among researchers fuels innovative performance. Despite heated debate over the positive and negative effects of conflict, insufficiently-identified process factors have left sophisticated mechanisms between conflicts and effects unaddressed. This study assumes that team learning behaviors can bean important process factor given that conflict propels learning, and that learning is a decisive factor in creating competitive advantage. This study conducted an empirical analysis of the relationship between relationship/task conflict and team innovative performance, and the mediating role of team learning behaviors using data collected from a questionnaire sent out to the heads of 262 R&D teams and second highest-ranking officials thereof. The analysis conducted based on structural equation model indicates that relationship conflict has negatively affected team learning behaviors, whereas task conflict has positively influenced team learning behaviors(full mediation effect), team learning behaviors has positively influenced team innovative performance. Based on these results, the study has suggested implications of intra-team conflict and team learning behaviors for team innovative performance.