• 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.

• Journal of muscle and joint health
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• v.2 no.1
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• pp.41-72
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• 1995

The purpose of this study is to examine the effects of assertiveness training and value clarification training on nurse's conflict and conflict management mode. Fifty seven registered nurses participated in the study ; they were employed by three general hospital located in Daegu, Korea. The study employs two treatment groups. The assertiveness training group consisted of subjects who participated in 90-120 minutes sessions of assertiveness training nine times over five weeks. The other treatment group, was adiministed nine, 90-120 minutes sessions of value clarification during the same period. For the control group, nursing subjects were appointed the training after five weeks. Pre-test evaluation were administered to all subjects in three groups prior to one week of the treatment. Role conflict Inventory-general(RCI-G) and Communication Conflict Inventory-general (CCI-G) measure nurse's conflict management mode. Post-test evaluation were administered to all subjects in three groups two weeks after the last session by Role Conflict Inventory-Specific(RCI-S), Communication Conflict Inventory-Specific (CCI-S), Management Model-Specific(CMMI-S). The analysis of variance(ANOVA) and covariance(ANCOVA) on gain scores were running the SPSS program. In order to test statistical differences among mean scores of the scales obtained after treatment, multiple comparisons were carried out by Turkey method. Conclusions obtained from the results are as follows. 1. The assertiveness training and the value clarification training were effective in decreasing the nurse's role conflict. The value clarification was more effective than the assertiveness training in decreasing the nurse's role conflict. 2. Both assertiveness training and value clarification training were effective in decreasing nurse's communication conflict. There was, however, no differences between assertiveness training and value clarification training in decreasing the nurse's communication conflict. 3. The assertiveness training and the value clarification training were quite effective in compromizing and collaborating conflict management mode, to reducing the withdrawl and accomodate, force and accomodate conflict management mode to conflict. There was no difference in the effectiveness of assertiveness training and value clarification. In assessing the effects of the treatments, this study employed different measurements. It is unclear whether the measurement affected the test results. It is worth conducting a further test using the same measurements. The results of future studies can be compared with those of this study. The homogeneity of the control group and treatment group is questionable. Futher studies may employ homogeneous sample group to evaluate whether the sample characteristics bias the test results. Assertiveness training or value clarification training for nurses can be utilized in nursing intervention.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.2
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• pp.101-111
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• 2016

Startup has lot of limitation such as time and budget shortage, and few human resources, and may be under the very stressful condition. Naturally in these context, there is always conflict among the startup team members, but the impact of conflict on teamwork or team performance has not been empirically tested. This study examines the relationship among the conflict, teamwork and team performance in startup context. Different two types of conflict and four factors of teamwork for team performance are identified from a literature review and tested; task conflict and relationship conflict as antecedents, teamwork was composed of communication, collaboration, coordination and cohesion, leading to team performance. 142 data points were collected from startup representatives to test these hypotheses. PLS data analysis indicated that the task conflict positively effects on all teamwork factors, but relationship conflict has statistically significant effect on only two teamwork factors, collaboration and coordination in negative relationship. Teamwork factors effects on team performance except communication. Based on the results, we proposed practically several team management skills for startup managers, leaders and even members, and explained theoretical contributions.

• Journal of Korean Clinical Nursing Research
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• v.19 no.2
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• pp.255-264
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• 2013

Purpose: This study was done to examine the effects of assertiveness training on Intensive Care Unit (ICU) nurses' assertive behavior, job stress, communication conflict, and self-esteem toward improving their communication skills and coping. Methods: The assertiveness training program was developed to a 10-hour program consisting of 3 sessions. The goals were to understand assertive behavior and learn how to practice assertive communication in general conflict situations and/or a difficult conflict situation in the ICU. Participants were 65 nurses recruited from a tertiary teaching hospital and of these, 27 nurses completed the program. Data were collected from Jan. 30th to Mar. 28th, 2009 using a questionnaire which included demographic characteristics, assertive behaviour scale, job stress scale, communication conflict inventory-specific, and self-esteem scale. Data were analyzed using SPSS v. 14.0 for $x^2$ test and t-test. Results: ICU nurses in the experimental group had a significant increase in aspects of assertive behavior and a decrease in job stress. Conclusion: The results of the study indicate that assertiveness training is effective in increasing ICU nurses' assertive behavior and decreasing job stress through reinforcement of assertiveness behavior.

• Journal of Families and Better Life
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• v.10 no.2
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• pp.133-143
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• 1992

The Purpose of this study is to investigate the marital conflict degree, and find out how demographic variables have and effect on marital conflict. For the data , 521 Married woman living in pusan were selected. The data were analyzed with the SPSS PC+ statistical package using M.SD. Factor analysis. Pearson's correlation, one-way ANOVA, scheffe-test, multiple regression. The main results are as follows: First, items were loaded eight resource categories such as character, sexual, children, communication, husband' family, spousal digression, economic difficulties and financial affairs problem. Second, the degree of marital conflict is relatively middle. Taking a look at each conflict factor, conflict of character problem is the highest, the next is communication problem and the third is children problem. Third, among family environmental variables level of education, income, job of husband and husband's dissatisfaction with job hove influence on the marital conflict.

• Human Ecology Research
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• v.62 no.1
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• pp.151-164
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• 2024

This study examined the effects of perceived discrimination on multicultural adolescents regarding feelings of conflict over their ethnic identity by investigating the moderating role of father-child open communication and mother-child open communication mediated by bicultural competence. A total of 234 middle school students (grades 7-8; 139 girls and 95 boys) from multicultural families, from which the father is Korean and the mother is not, participated in the study. Data was collected through an online self-report questionnaire and was analyzed via SPSS 26.0 and Process (Version 4.1) MACRO. The results can be summarized as follows. First, bicultural competence mediated the effects of perceived discrimination on feelings of conflict over one's ethnic identity. Enhanced bicultural competence resulting from a lower perception of discrimination contributed to a reduction in feelings of conflict over one's ethnic identity. Second, the moderated mediation effect of fatherchild open communication was significant, while the effect of mother-child open communication was not. Thus, the mediation relationship (lower perceived discrimination increased bicultural competence and, thus, reduced conflict over one's ethnic identity) grew stronger as the level of father-child open communication increased. The significance of this study lies in uncovering the causal relationships between individual and environmental factors that contribute to ethnic identity development among multicultural adolescents, particularly highlighting the important role of Korean fathers within multicultural households.

• Management & Information Systems Review
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• v.2
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• pp.355-390
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• 1998

The purpose of this study was to determine the conflict plan of the foreign worker in Korea. The concrete purpose of this study as follows : First, To Analyze Conflict factor of job according to the foreign worker conflict. Second, To present rethinking plan of job and efficiency management foreign worker in Korea. The Subject of this study were consisted of 308 foreign worker form 408 small and medium business in taejon city, Chung-Nam. Conflict factor of job was measured according to questionare used in precedent study. Statistical treatment were the mean, Standard, Deviation, One-way ANOVA analysis. The conclusions of the paper research were as follows. First, Foreign worker showed occasionally lower degree conflict of job. Second, Woman foreign worker had higher conflict of job than man foreign worker in wage, working condition, human relation, communication. Third, The foreign worker is short In Job-experience. therefore, efficiency management of job was fall. Fourth, The relationships between Korea-worker and foreign-worker were conflict in communication, human relation. Fifth, The relationships between Korea-worker and foreign-worker were conflict wage-discrimination. Sixth, The more education-level had lower conflict. Seventh, According to cultural characteristic had different.

• Korean journal of communication and information
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• v.41
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• pp.337-382
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• 2008

This study examined the case of women's conflict experience in small and medium size enterprises. Although the number of women working in business organizations is rapidly growing in Korea, discourse about them is still scarce. Some discourse about them focuses only on the productivity and inequality aspects within the organizations. Therefore, we need to examine their organizational lives through a more dynamic and performance based perspective. Especially, because conflicts experience by women within business organizations involve a variety of organizational interactions, they reveal the vivid reality with which working women face today. The existing conflict research studies focused on communication or interpersonal relationship are limited by the fact that they have primarily dealt with the variables such as conflict management styles. However, conflict research needs a more specific and wholistic interpretation because conflicts usually depend on their contexts and interaction dynamics. Therefore, the phenomenological methodology was employed as a more appropriate method for the current conflict study. Results shows that the two themes were identified regarding the conflict content. The first and second themes were the unfair situations and the hierarchical rank respectively. The three themes were identified regarding the attitudes about conflicts. They were the passive stance toward conflicts, the recognition of the gender difference, and the acknowledgement of the importance of the relational aspect respectively. Finally, three more themes were identified regarding the conflict management styles. The first, second and third themes were the passive responding, the aggressive responding and the positive conflict management respectively. In addition, the implications of the results and the suggestions for future studies were made.

• Journal of Korea Port Economic Association
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• v.28 no.4
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• pp.231-255
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• 2012

This study examined the communication and conflict between ship prganization and ship management team. Those are measured and analyzed about both groups, and then the relationships would be investigated objectively and synthetically. Especially, this relationships are enlightened by measuring the level and gap of the communication and group conflict between ship organization and ship management team. The effect of that conflict is analyzed on the organization commitment and job satisfaction of ship organizations. As a result, this study demonstrates the communications have a negative influence on group conflict with statistic significance, also the conflicts effect negatively on the organization commitment and job satisfaction. In the analysis of gaps about the communication and conflict between groups, the level of group conflict is lowest in the group whose gap of communication is small and both communications are activated, and the organization commitment and job satisfaction are highest in the group whose gap of group conflicts is small and both level of the conflicts are low. To conclude, the ship organization and ship management teams in the shipping company have to lessen their conflict each other and heighten the organization commitment and job satisfaction through their smooth communication.

• Journal of Families and Better Life
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• v.25 no.3 s.87
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• pp.59-75
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• 2007

This study investigates the effects of parent-adolescent communication, adolescent self-esteem, and strategies in peer conflict situations on the satisfaction of adolescents with their peer relationships. The subjects included students attending a girls' and a boys' middle school in Gongju City. Random sampling was used to pick a class from each of the three grades in the schools. 233 students, who's both parents were living, were used in the final analysis in an effort to examine the impacts of student communication with parents on student satisfaction with their friends. The findings were as follows: the subjects most often used the yielding type of conflict-resolving strategy, followed by the cooperating, compromising, dominating, and avoiding strategy-type. The girls showed a higher level of parent-child communication than the boys. Girls had high self-esteem and mostly adopted the cooperating type of conflict-resolving strategies, followed by the yielding, compromising, dominating and avoiding strategy-type. The boys mostly employed the yielding strategy type followed by the cooperating, compromising, dominating, and avoiding strategy-types. The results indicate that the satisfaction level with friends was high among those who used the avoiding strategy-type less and yielding strategy-type more. Girls were found to have high self-esteem and engaged in communication with their parents. The compromising, cooperating, and dominating types of conflict-resolving strategies did not exercise significant influences on their satisfaction with friends.