• Proceedings of the Korean Society of Computer Information Conference
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• 2020.07a
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• pp.163-166
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• 2020

호텔기업은 최고의 서비스를 주고받는 산업으로 다른 기업과의 비교우위를 위하여 우수한 인력개발을 통해 조직의 효율성을 확보하는 전략에 초점을 맞추어 왔다. 따라서 본 연구는 호텔종사원을 연구대상으로 선정하여 첫째, 관계갈등이 조직시민행동에 영향을 미칠 것이다, 둘째, 과업갈등이 조직시민 행동에 영향을 미칠 것이다. 셋째, 관계갈등과 조직시민행동과의 관계, 과업갈등과 조직시민행동과의 관계에서 셀프리더십의 조절을 살펴보았다. 자료 수집을 위한 설문조사는 서울 경기도 지역의 특급호텔 종사원을 대상으로 400명에게 설문을 실시하였다. 분석결과를 예측해보면 첫째, 관계갈등은 조직시민행동에 유의미한 관계를 미칠 것으로, 둘째 과업갈등은 조직시민행동에 유의미한 관계를 미칠 것으로, 셋째, 셀프리더십은 관계갈등과 조직시민행동간의 관계에서 조절변수의 역할을 넷째, 셀프리더십은 과업갈등과 조직시민행동에 조절효과를 미칠 것으로 판단되어 진다. 조직시민행동의 예측변인으로서 관계갈등과 과업갈등에 대하여 탐색적인 수준에서 연구가 이루어졌음에도 관계갈등과 조직시민행동 그리고 셀프리더십의 상호작용을 다룬 연구가 이루어진 것에 의미가 있다. 또한 관계갈등과 조직시민행동의 관계를 조절하고 과업갈등과 조직시민행동과의 관계를 조절할 것으로 예측되어지는데 이는 후속연구의 바탕이 될 수 있을 것이다. 이런 연구결과를 바탕으로 조직의 관리자는 관계갈등과 과업갈등을 최소화 하고 조직시민행동을 높일 수 있는 방안에 대한 다양한 자기개발 및 프로그램을 개발하고 종사원에게 제공하여 건실한 조직문화를 이루어야 하겠다.

• The Journal of the Korea Contents Association
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• v.19 no.5
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• pp.484-496
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• 2019

The purpose of this study is to identify the factors influencing conflict transition through the conflict transition process experienced by college graduates with early careers. The participants of this study were in-depth interviews with a total of 8 young people aged 25-34 who graduated from college and found their common subjects in all cases. As a result, the topics such as 'lack of recognition and compensation', 'unfairness of supervisor', 'characteristics of job (interdependence, autonomy)' were derived. 'Lack of recognition and compensation' brought about a sense of skepticism about the idea that even though they worked hard, they could not be recognized. And it caused a conflict transition. When the participants felt the 'unfairness of the supervisor', the task conflicts were further amplified and it transfer to relationship conflict. Among the characteristics of 'job characteristics', when highly interdependent occupations were carried out, conflict transition was shown and conflict levels were high. On the other hand, the work environment with job autonomy showed job satisfaction and did not show conflict transition. This study has an academic significance in that it revealed the types of conflicts and conflict transfer factors experienced in early career status of college graduates. In addition, this research have the practical implications to improves the participants' understanding of the conflict transfer through actual scene in the workplace.

• Journal of Science Education
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• v.46 no.1
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• pp.30-39
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• 2022

The purpose of this study is to compare and analyze secondary school student's brain activity on assimilation, conflict, and accommodation processes of self-regulation. The self-regulation task was presented a biological phylogenetic task, and the brain activity was measured and analyzed with fNIRS. As a result, a significant activation was found in the left DLPFC, OFC, and FP regions in the conflict process compared to the assimilation process, and a significant activation was found in DLPFC and VLPFC in the accommodation process. As the age increase, the DLPFC also increases in the conflict process and VLPFC increases in the assimilation process. In addition, comparing conflict and accommodation process, the 7th grade students show a significant brain activity in the right VLPFC, the 9th grade students show significant brain activity in the left FP and DLPFC areas in the accommodation process. However, the 11th grade students did not show any significant brain activity at this process. These results presumably show that the neurological research method could be applied to educational research in cognitive activity and classroom instructional situation.

• Journal of the Korea Society of Computer and Information
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• v.14 no.3
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• pp.237-248
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• 2009

Faultline theery, introduced by Lau and Murnighan in 1998, adds valuable explanations in addition to what previous demographic studies have explored. However, previous research has not been able to fully integrate the characteristics embedded in the workplace environments, and the influence of faultlines in IT industries has yet to be explored. In this study, IT related influence is given considerable weight into traditional faultline theory and the impact of IT-based faultlines is revealed. Our study indicates that IT-based faultlines have a negative impact on task conflict and process conflict, and these two effectively also effectively mediate the influence of IT-based faultlines to group performance. Two potential moderators are studied and the Tesults indicate that commitment has no moderating effect between IT-based faultlines and group performance while open communication has strong moderating effect. Our empirical study reconfirmed that faultlines are important indicators in group work and also that faultlines are intimately related to various conflicts and group outcomes. We hope our research findings will be beneficial to organizations concerned with effective and efficient group work.

• Korean Journal of Cognitive Science
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• v.23 no.1
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• pp.25-46
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• 2012

When performing a monotonous task, one often experiences an urge to quit. This urge may vary depending on how long one has performed the task (a temporal factor) and on which particular component of the task one is carrying out (an event-based factor). Using the Stroop task and a working memory task, we examined changes in the urge to quit as a function of basic temporal (repetition) and event-based (cognitive conflict) factors. Consistent with the law of least work and recent theorizing, for the memory task, urges to quit were greater following difficult trials; for the Stroop task, urges to quit were greater following incongruent than congruent trials, but only during early/novice phases of performance, when responding is inefficient. This is a demonstration of an avoidance response toward cognitive conflict. Regarding temporal sources of quitting, urges to quit were greater for late task stages than early stages. These basic findings may illuminate the nature of the more 'hot' motivational struggles involving the delay of gratification.

• The Journal of Information Systems
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• v.28 no.4
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• pp.1-25
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• 2019

Purpose The purpose of this study is to investigate cognitive mechanism of goal relations (Single-goal vs. Multiple-goals) and to-do list (Packing vs. Unpacking) and also verify the role of self-efficacy in the perspective of motivation belief. The perspective of cognitive mechanism is related to the effects of how the relations of multitasking environments affects to facilitating relation or conflicting relations. In pursuit of a single goal, judgement of task importance can be facilitated by unpacking effect due to relations of strongly associated project components including to-do list. On the other hands, in pursuit of multiple goals, judgement of task importance can be conflicted due to mutually exclusive relations of multiple goals. Additionally, the cognitive mechanism can be regulated from the role of self-efficacy, which contributes to motivation belief on how much a person is confident in achieving given tasks. In the end this research is to identify self-efficacy as boundary condition in inhibiting the effects of facilitation and conflict. Design/methodology/approach This study conducted Two-way ANOVA (Packing/ Unpacking * Single-goal/ Multiple-goals) to explore the effects of cognitive mechanism on task importance. After that we performed Three-way ANOVA, 2 (To-do list: Packing/ Unpacking) * 2 (Goal relation: Single-goal/ Multiple-goals) * 2 (Self-efficacy: Low self-efficacy/ High self-efficacy) to verify the role of self-efficacy between goal relations and to-do list. Findings In the cognitive mechanism, the task importance is not significantly different between in packed and in unpacked condition in pursuit of a single goal. But multitasking with multiple goals causes goal conflict, which means packed condition indicates significantly higher task importance than unpacked condition. Additionally, for a group with low self-efficacy unpacking leads to conflicting relation, which implies that packed condition is more efficient strategy than packed condition. On the other hands, in pursuit of mulitple goals, either packing or unpacking has no distinctive effects on task importance. However, participants with high self-efficacy are no longer affected by facilitating relation and conflicting relation as well in pursuit of either a single goal or multiple goals as well.

• Convergence Security Journal
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• v.21 no.3
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• pp.93-104
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• 2021

Today, due to the development of the 4th industrial revolution such as artificial intelligence, the security threat of the military organization is increasing. A study that can contribute to complying with military security is needed by studying the effects of influence factors occurring in this changing or newly emerging security environment on information security stress and security compliance behavior intention. In previous studies, task overload, task complexity, task uncertainty, and task conflict were extracted among environmental influencing factors that cause security stress. We empirically analyzed how these influencing factors affect security stress and whether they play a mediating role in security stress. As a result of the analysis, it was analyzed that the security stress was affected in the order of task overload, task conflict, and task uncertainty. Information security stress did not significantly affect security compliance behavior intention, but it was found to mediate the effect of task overload on security compliance behavior intention. This causes information security stress due to heavy security work in the military organization, which ultimately leads to lower security compliance behavior. Therefore, the security policy to manage this situation should be promoted first.

• Journal of dental hygiene science
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• v.18 no.4
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• pp.241-251
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• 2018

This study was based on the experience of dental hygienists' role conflict, and attempted to grasp the nature of the dental hygienist role conflict factor, constituent factor and coping. Giorgi's phenomenological method was used to analyze data collected through in-depth interviews with nine dental hygienists working in a dental clinic. The analysis revealed three central meanings: task scope, role conflicts, and role conflict management style and limitations. In the first category, task scope, the range of the legal scope, and the duties performed by the dental hygienist differed slightly. The second category included role conflict due to interpersonal relationship, work, work environment, competence, and identity as a professional because of role conflict. The third category included the role conflict management style and limitations. Dental hygienists tried to solve the role conflict situation through various efforts. In the face of the reality that the conflict is not solved despite such efforts, the dental hygienists felt the limitation and chose to leave. Dental hygienists are dissatisfied with their roles because of confusion regarding professional values and lack of awareness of the professional workforce due to differences between legal scope and actual practice. Based on the results of this study, it is necessary to develop a tool to quantitatively measure the level of role conflict in dental hygienists and to conduct follow-up studies on the effects of coping strategies by role conflict situations.

• Journal of Korea Society of Industrial Information Systems
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• v.28 no.6
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• pp.131-149
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• 2023

In light of the COVID-19 incident, organizations have recognized the importance of systematically managing knowledge resources to enhance work efficiency and performance within the organization. We have adopted the perspective of knowledge hoarding, which entails the ownership of individual knowledge, and aim to elucidate the underlying mechanisms that contribute to knowledge hoarding by considering the organizational environment, personal characteristics, and task characteristics. To test our hypothesis, we conducted a survey among employees working in companies that have implemented knowledge management policies or systems. We obtained a total of 381 samples, which were analyzed using AMOS 22.0 and Process 3.1 macros. Our findings reveal that distributive injustice leads to conflicts relationships and subsequently increases individual knowledge hoarding. Furthermore, we found that sensitivity to incentive interacts with distributive injustice, further exacerbating knowledge hoarding. Conversely, task interdependence mitigates knowledge hoarding by interacting with distributive injustice and relation conflict. These results contribute to the development of effective organizational knowledge management strategies aimed at curbing knowledge hoarding within the organization.

• Journal of Digital Convergence
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• v.7 no.1
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• pp.111-123
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• 2009

IT projects need engineers with various backgrounds to cooperate to build an IT system that satisfy the requirements of users given a limited expense and time. Such diversity of team members and the complexity of task naturally involve considerable amount of conflict among team members. High level of conflict among team members is known to be detrimental to the performance of the team. The purpose of this study is to examine the reasons for conflicts among team members in IT projects and to check how the level of conflict affects the performance of a project and the satisfaction of the members of the project team. To test the relationship, a survey on 166 participants in IT projects was conducted. The reasons for conflicts in IT projects were categorized into five types. The level of ambiguity was found to have a significant correlation with the level of conflict. And the level of conflict, in turn, is found to have a significant effect on the degree of satisfaction among team members and the project results. Based on the research results, it is suggested that a clear definition of tasks and their boundaries is required to reduce ambiguity and thus, the level of conflict and improve the level of satisfaction of IT project team members.