• Journal of muscle and joint health
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• v.26 no.2
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• pp.81-89
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• 2019

Purpose: The purpose of this study is to explore factors affecting the retention intention of nurses working at long-term care hospitals. Methods: Data were collected from 147 nurses working in 10 long-term care hospitals using self-report questionnaires of role conflict, job satisfaction, professional pride and retention intention T-test, ANOVA, Pearson correlation and multiple regression were used to analyze the data. Results: The mean age of subjects was $47.4{\pm}10.1$ (22~65). Average length of clinical experiences was $170.12{\pm}98.99$ months. The level of retention intention was significantly different by the educational level (t=4.21, p=.017). Retention Intention was significantly associated with professional job satisfaction (r=.36, p<.001) and professional pride (r=.69, p<.001), but were not significantly correlated with role conflict (r=-.07, p=.376). The multiple regression analysis shows that significant factors, affecting the retention intention were professional pride (t=9.87, p<.001) and job satisfaction (t=3.37, p=.001), which explained 46.1% of the retention intention collectively. Conclusion: It is crucial to make substantial efforts to increase professional pride and job satisfaction in order to increase nurses' retention intention.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.19 no.5
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• pp.195-203
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• 2019

In this article, it was studied how positive psychological capital in the service industry workers affected the service performances by perfectionism and role conflict in the service industry employees. This was to suggest the practical solutions on the emotional labor or job stress that the existing workers in the service industry were experiencing. Upon the study results, self-efficacy, hope, and resilience among the factors of positive psychological capital showed to affect perfectionism and role conflict while optimism did not. Based on this study, the practices and problems of the workers in the service industry could be understood and it seems to improve and support their working environment to provide better services. In other words, these results mean to enhance the self-efficacy and resilience of the workers in the service industry so as to provide the stakeholders of service industry or related institutions with the basic data.

• The Journal of the Korea Contents Association
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• v.18 no.6
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• pp.113-121
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• 2018

This study discusses the relationships among work-family conflict, workers' individual engagement and self-efficacy. The empirical analysis shows that work-life conflict has a great importance on workers' individual engagement. The results highlight the role of work-family conflict in helping to enhance the workers' individual engagement. This study contributes to the work-family conflict in literature by reporting the findings of empirical research, which examine the attitudes relating work-family conflict. It is identified in the study that the substantial impact of work-family conflict on workers' individual engagement is crucial, and the policy implications for employers suggested.

• Safety and Health at Work
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• v.13 no.4
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• pp.448-455
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• 2022

Background: While the organizational factors that account for firefighters' burnout have been extensively explored, the individual factors related to how they regulate interpersonal conflicts and emotions remain to be investigated. Previous research has demonstrated the association between emotional intelligence and conflict management styles and burnout, but no study has looked at the interrelationships among these factors in high-risk sectors. The present exploratory study aimed to fill this research gap by investigating the relationships between conflict management style, emotional intelligence and burnout in a sample of firefighters. Methods: A cross-sectional study was conducted with 240 French firefighters. Measures comprised validated scales of conflict management styles, emotional intelligence and burnout. Results: Results showed that the integrating conflict style reduced burnout. They also revealed the effects of emotion regulation on burnout, whereby the awareness and management of one's own emotions reduced burnout. Moreover, awareness of one's own emotions moderated the relationship between integrating conflict resolution style and burnout, whereby the effect of integrating style on reduced burnout was higher when awareness of one's own emotions was high. Conclusion: These results reveal that strategies used by firefighters to regulate their emotions in order to meet the emotional demands specific to their job are important for reducing the emotional exhaustion component of burnout. Training programs for conflict and emotion management are needed to preserve the mental health of firefighters and ensure the safety of interventions.

• International Area Studies Review
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• v.18 no.3
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• pp.269-291
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• 2014

The purpose of this article is to analyze the tendency and characteristics in armed conflict in post-Cold War era on the basis of Uppsala conflict data program(UCDP) datasets. The collapse of bipolarity and the end of cold War proved a watershed in the dynamics of international conflict. The major shift in the nature of conflict has been away from interstate conflict, leaving intrastate conflict. Major powers have acted carefully against each other and been willing to understand the interests of other to avoid military confrontation and crash. As the means of termination for armed conflict, there is a stronger emphasis on the peace settlement like peace agreement and ceasefire agreement than military victory. Many intrastate conflicts become internationalized, through the involvement of diaspora communities, or regionalized through a spillover effect into neighboring countries. Since the end of the Cold War, the UN has taken a much more active role in conflict management and conflict resolution.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.2
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• pp.229-236
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• 2020

Researchers generally argue that sexual harassment influence poor female employee organizational attitudes. However, these relationships have been not always observed. Depending on the organizational support theory, this study extended the content domain of sexual harassment research by examining the role of perceived organizational support, on these relationships. For this, this study used a survey method and multiple regression analyses with Korean 285 female employees. As results, first, the more unwanted sexual attention employees perceived, they were less likely to show their organizational citizenship behavior. Second, the more sexual coercion employees perceived, they were more likely to have their work-family conflict. Third, the negative relationship between unwanted sexual attention and their organizational citizenship behavior are stronger for employees low rather than high in perceived organizational support. Finally, the positive relationship between sexual coercion and work-family conflict are stronger for employees low rather than high in perceived organizational support. The findings suggest the adaptive function of perceived organizational support employees hold in organizational behavior. This is the first study to examine the interaction between perceived organizational support and sexual harassment of female workers with organizational citizenship behavior and work-family conflict. This study also provides guidance for administrative managerial practices.

• Korean Journal of Occupational Health Nursing
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• v.27 no.1
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• pp.13-24
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• 2018

Purpose: The purpose of this study was to investigate conflicts and the experiences of conflict resolution of hospital nurses. Methods: This qualitative study used phenomenological methodology. The research participants were 8 nurses of C hospital. Data were collected through in-depth individual interviews from November 2016 to February 2017. The data analysis method was based on Colaizzi's approach. Results: The study results showed that the experiences of nurses consisted of 15 themes and 6 theme clusters: 1) Ambiguous role, 2) Recognizing lack of competence, 3) Difficulty maintaining relationships, 4) Unsatisfactory work environment, 5) Efforts to resolve conflicts, and 6) Conflict resolution process through labor union. Conclusion: The findings of this study recommend that hospital organizations and managers should pay attention to improving the work environment and organizational culture of members. The results of the present study can improve the understanding of various aspects of the daily life of hospital nurses.

• Proceedings of the KIEE Conference
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• summer
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• pp.165-167
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• 2004

End-user electric power consumption trends shows various load curves dependant on industry, contract, season, day and time. Analysis of end-user electric power consumption trends has a key role to efficiently meet electricity demand. There are several factors of change in electricity demand such as the change of weather, international conflict, and industrial trends during summer. This paper has analyzed the analysis the end-user electric power consumption trends using the load curve during international conflict. We observed that international conflict decreased electric demand by $5.4\%$. This increase is not significant, and therefore we conclude that the international conflict has not greatly affected Korea's electricity demands. This paper provides useful information so as to mon: efficiently perform demand side management.

• Journal of Information Technology Applications and Management
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• v.30 no.2
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• pp.31-44
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• 2023

Family businesses play a significant role in the overall economy of all countries, and the importance and weight of family businesses are increasing in various fields. Many factors are essential for a family business to grow into a long-lived business, that is, a sustainable business, but the most important one is succession. TRUST Lab at Hanyang University studied the importance of factors influencing the succession of the family business from the standpoint of the successor. As a result, it was confirmed that mutual trust is the most crucial factor, and conflict can destroy that trust. Therefore, in this study, we research conflict as a central topic for successful succession, which is the most fundamental reason for family businesses. This study was conducted as a qualitative research case study. By setting criteria suitable for the purpose of the study, we conducted interviews with ten successors who either worked or planned to work in a family-related company. Through this study, conflict management of key players is the most important to achieve a continuous succession of family businesses.

• International Area Studies Review
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• v.18 no.3
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• pp.131-145
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• 2014

Abundance of low-wage labor resources, strategic location connecting East-West Asia and business professionals are fluent in English are strength of Bangladesh. Also the business environment changes in China such as the wage increases and labor regulations enhancement acts as searching for replacement of investment where Bangladesh is considered as substitute. At this point there is a need for research of Bangladesh employees at human resource management level. Therefore this study focus on the research of an important component of human resource management, organizational commitment. This study analysis the Bangladesh employees organizational commitment and its antecedent. This study consider four antecedents, role ambiguity, role conflict, voluntary participation and the work centrality and three organizational commitment, affective organizational commitment, continuous organizational commitment and normative organizational commitment. As results show, role ambiguity and role conflict has a negative influence on affective organizational commitment. And voluntary participation and work centrality give positive influence. Role ambiguity showed a negative effect on continuous organizational commitment, however role conflict show positive effect. Voluntary participation and work centrality showed positive effect on normative organizational commitment and role ambiguity showed negative influence. Results of this study give clue to understand Bangladesh employees organizational commitment and its relation among variables. And thus the need for appropriate management presented.