• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.362-369
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• 2015

This empirical research mainly investigates the relationship between work-family conflict and organizational performance. Three key variables apply for the empirical research; work-family conflict, organizational performance, and family-friendly HR practices. A total of 230 questionnaires is collected from mid-sized companies for hypothesis testing. The empirical analysis shows that work-life balance has a great importance on workers' job satisfaction and intention to leave. The family-friendly HR practices play a moderating role between work-family conflict and organizational performance. The findings support the fact that achieving work-life balance enhances organizational performance and using family-friendly HR practices is an ideal for balancing between work- and family life.

• Journal of Industrial Convergence
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• v.21 no.5
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• pp.31-41
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• 2023

We examine the relationship between abusive supervision and work-family conflict, and the moderating effects of employee's resilience and perceived organizational support. We collected the employees' sample(n=136) and conducted multiple hierarchical regression analysis. Abusive supervision has a significant positive effect on work-family conflict. Subordinate's resilience has a buffer effect on the main relationship, but perceived organizational support has no significant moderating effect. This study will be helpful for employees who are suffered from work-family conflict.

• Korean Journal of Adult Nursing
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• v.26 no.1
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• pp.46-57
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• 2014

Purpose: This study was to investigate the influence of male nurses' gender role conflict and job satisfaction on their organizational commitment. Methods: Data were collected through a mixed method design using structured questionnaires (N=162) and a sequential qualitative interviews (N=8) from 2nd October, 2012 to 7th February, 2013. Data analysis included t-test, ANOVA, regression with SPSS/WIN 19.0 program and a qualitative thematic analysis. Results: Factors affecting participants' organizational commitment were job satisfaction and marital status which accounted for 36.2% of the total variance. In particular, low job satisfaction was not correlated with low organizational commitment despite lower job satisfaction. Three main themes connoting meanings of ambivalence were extracted from the data: desiring for the better future in spite of the current difficulty, strengthening their masculinity in tandem with complementing femininity in the midst of gender role conflict, leading their organization at times, and enduring hard work with responsibility for raising their family as a head of household. Conclusion: The findings indicate that male nurses' adjustment to the organization is controlled by ambivalence. It is essential to understand sociocultural contexts of male nurses as a minority in nursing fields for further research.

• Journal of Digital Convergence
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• v.19 no.1
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• pp.285-293
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• 2021

Politics and conflicts within organizations are natural phenomena found in any type of organization, affecting organizational outcomes and output variables. Nevertheless, there are not many previous studies on politics and conflict within nursing organizations. Therefore, in this study, we would like to analyze how the internal politics and conflicts, which have been excluded from the previous studies related to nursing organizations, affect the quality of communication between nurses. Data were collected from 310 nurses in an university hospital. Using SPSS21, the data were analyzed by descriptive statistics, Pearson's correlation analysis, and multiple regression analyses. As results of the analyses, the organizational politics and relationship conflict have negative effect on the quality of vertical and horizontal communication, and task conflict has a positive effect on them. Organizational politics and relationship conflict have negative effects on quality of formal communication. Organizational politics and conflicts did not significantly affect the quality of informal communication. These results suggest that active, managerial efforts should be executed to overcome the negative effects of organizational politics and emotional conflicts among nurses. Furthermore, empirical research on organizational politics and conflicts within nurses organizations should be expanded.

• The Journal of the Convergence on Culture Technology
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• v.10 no.3
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• pp.643-650
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• 2024

Currently, South Korea is grappling with a paradoxical situation characterized by simultaneous labor shortages and job shortages. Within this context, retirees are citing conflicts with supervisors/colleagues and dissatisfaction with organizational culture as the primary reasons for their departure, with these issues disproportionately affecting the MZ generation. In response, scholars have conducted preliminary studies to understand the relationships between organizational culture and other variables specifically concerning the MZ generation. However, most of these studies are based on a unified theory of the MZ generation, failing to satisfy the practical demands for distinguishing between Generations M and Z. Therefore, this research aims to explore the differences in variable relationships between these two groups within the hospitality industry. Surveys were conducted among 170 individuals from Generation M and 110 from Generation Z, and the data were analyzed using AMOS structural equation modeling. The analysis confirmed that both hierarchical culture and generational conflict significantly define relationships across all generations, with generational conflict adversely affecting organizational commitment. Additionally, while a relationship-oriented culture negatively impacts generational conflict for Generation M, no such effect was observed for Generation Z. This study successfully identifies the differential impacts between Generation M and Generation Z.

• Journal of Korean Academy of Nursing
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• v.33 no.2
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• pp.265-274
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• 2003

Purpose: The purpose of this study is to investigate the role of social support in the experience of job stress among hospital nurses. Method: This study was carefully designed to overcome methodological shortcomings found in past research, and examined two organizational effectiveness variables(job satisfaction and organizational commitment) as outcome variables. The sample used in this study consisted of 602 nurses from 5 general hospitals. Data were collected with self-administered questionnaires and analyzed using hierarchical regression and LISREL technique. Result: It was found that: (a) three job stress variables(workload, role conflict and conflict with other medical staff) have negative effects on job satisfaction and organizational commitment; (b) social support have positive main effects on the two output variables; (c) the negative effects of job stress variables on job satisfaction and organizational commitment are not buffered by social support, and (d) social support mediates the effects of job stress on job satisfaction and organizational commitment, and the size of the mediating effects is small. Conclusion: Further research needs to be done to further refine this study.

• The Journal of the Korea Contents Association
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• v.15 no.10
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• pp.436-446
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• 2015

Work-family interface including work-family conflict and work-family enrichment has an effect on organizational performance such as job satisfaction and organizational commitment. This empirical research mainly investigated influence of family-friendly organizational culture on work-family interface and organizational performance. Three key variables apply for this research : work-family interface, organizational performance and family-friendly organizational culture. A total 750 questionnaire was collected from female managers in various companies for hypothesis testing. The empirical analysis shows that reducing work-family conflict and enhancing work-family enrichment positively contribute to job satisfaction and organizational commitment. The Family-friendly organizational culture plays a moderating role between work-family interface and organizational performance. As a result, the findings support the fact that family-friendly organizational culture impact on organizational performance through work-family balance.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.7
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• pp.233-243
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• 2020

This study determined the relationship between organizational conflicts and job satisfaction of administrative staff members employed in university hospitals. The sample consisted of 232 hospital administrators working at four different college hospitals located in D city. The survey was conducted using a self-administered questionnaire during the period from January 10th 2019 to February 15th 2019. As a result of the study, the job satisfaction levels were significantly different according to age, education, BMI, subjective sleep evaluation, subjective health status, job position, monthly income, physical burden of work, sense of satisfaction at work, fit to the job and consideration to quit the job. The job satisfaction levels according to the organizational conflicts were significantly lower with higher organizational conflicts. Further, the job satisfaction level showed a significant negative correlation with organizational conflicts. The risk ratio of lower job satisfaction significantly increased for the group with higher organizational conflict scores than that of the group with lower organizational conflict scores. The results suggest that job satisfaction of administrative staff at university hospitals is significantly related with organizational conflicts. It is necessary to present specific measures to resolve conflicts within an organization in order to enhance job satisfaction for administrative staff at university hospitals.

• Journal of the Korean Society of Marine Environment & Safety
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• v.22 no.6
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• pp.688-693
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• 2016

In this study, various conflicts in the maritime police organization were diagnosed and police subculture, which is different from dominant mainstream maritime police culture, was concluded to cause conflicts. In addition, maritime police conflicts and conflicts due to the balance, confrontation, and contradiction between bureaucratic and democratic values in the maritime police organization itself are discussed. The results of analysis on the effects of Maritime police subculture on organizational conflict are as follows: First, the influence of cynicism on functional conflict was explored. The higher the level of lies of the persons under investigation, the more functional conflict appeared. Also, if a person showed a low level of credibility among the police, this also led to functional conflict. In addition, if an individual showed low levels of cooperation and credibility with the police, this resulted in hierarchical conflict. Second, the influence of machismo on functional conflict was also explored. It was found that female officers experienced conflicts because of poorer job performance compared to male counterparts. In hierarchical issues, female officers experienced conflict over the reduced scope of tasks assigned to them and lower job performance ability. Third, the effect of non-acceptance of change in functional conflict was not statistically significant. An aggressive attitude toward crime control and rejecting jobs unrelated to crime influenced functional conflict, and an aggressive attitude and performing jobs unrelated to crime lead to functional conflict.

• Korean Journal of Social Welfare
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• v.65 no.4
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• pp.317-340
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• 2013

The modern society has undergone the fast change of the family structure and labor market. Particularly, the compatibility of work and family life became the era's agenda while the labor force participation rate of the women increased. However, the family-friendly organizational culture was not created and the job engagement of the married female workers was decreased. The married female workers complained of suffering due to the work and family conflict. This research was conducted to study a relationship between family-friendly organizational culture and job engagement of married female social workers, and secondly to investigate if family conflict affect the relationship. From the results of the study, it was known that family-friendly organizational culture has effect on the job engagement, and work and family conflict play an intermediary role between the organizational culture and job engagement. Therefore, it can be explained that family-friendly organizational culture enhances the job engagement of married female social workers, and the culture would be a good measure of the compatibility of work and family life. Based on the study, it is suggested that public relation and education need to be preceded for the spread of family-friendly organizational culture by national initiated programs. Secondly, in terms of welfare organization, related regulations and guidelines need to be prepared, and thirdly, in the view of individual respect, members of family should have their own rights to put forth an opinion grandly with firm faith of the compatibility of work and family life.