• Title/Summary/Keyword: Conflict Factor

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The Relationships Among Collectivism, Role Conflict, and the Organizational Commitment of Teachers in Kindergartens and Childcare Centers (유아교육.보육기관 교사의 집단주의 및 역할갈등이 조직몰입에 미치는 영향)

  • Gwon, Gi-Nam;Min, Ha-Yeoung
    • Journal of Families and Better Life
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    • v.28 no.3
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    • pp.129-137
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    • 2010
  • This study investigated the relationships among collectivism, role conflict, and the organizational commitment of teachers in kindergartens and childcare centers. The subjects were 190 teachers who worked in a kindergarten or a childcare center in Daegu and in Gyoungbuk Province. Questionnaires were used to investigate collectivism, role conflict, and organizational commitment by self-reports from teachers. The collected data were analyzed by factor analysis, Pearson's correlation, and stepwise multiple regression using SPSS Win 15.0. The results were as follows. (1) Collectivism was positively associated with the organizational commitment of the teachers. (2) Role conflict was negatively associated with the organizational commitment of the teachers. Among the different types of role conflict, teaching profession conflict, co-worker conflict, and administration conflict were negatively associated with organizational commitment. (3) Role conflict was a better predictor of organizational commitment than collectivism. Additionally, administration conflict as a type of role conflict was a better predictor of organizational commitment than collectivism.

The Perception Gap about Conflict Factors and Solutions by Experience of Returning to Farming (귀농·귀촌의 경험 여부에 따른 갈등 요인과 관리에 대한 인식 차이)

  • Lee, Seong-il;Ahn, Min-ji;Kim, Yong-geun
    • Journal of Korean Society of Rural Planning
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    • v.22 no.2
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    • pp.77-87
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    • 2016
  • Targeting people returning to farming and also people preparing for returning to farming, this study analyzed differences in awareness of conflict factors and conflict management focusing on the conflicts experiencing in the process of their movement and settlement process in rural area. In the results, people preparing for returning to farming showed higher awareness of conflicts and also higher necessity of conflict management than people already returning to farming. Also, both groups preferred individual conflict management to structural conflict management. Based on the results like above, the implications can be summarized like below. First, it would be necessary to have programs informing possible conflicts in advance in the process of returning to farming and also relieving psychological anxiety by providing prior-learning to people preparing for returning to farming. Second, it would be necessary to have individual conflict management measures to establish mutual trust and to form community spirit through regular social gatherings between original residents and people returning to farming. Since the effect of conflict management can be maximized only when the structural and individual conflict managements are properly harmonized, it would be necessary to have the structural conflict management which is relatively felt difficult.

A Study of Relationships Among Conflict, Job Satisfaction, and Organizational Commitment on General Hospitals (종합병원 간호사의 갈등과 직무만족${\cdot}$조직몰입과의 관계)

  • Kim, Jong-Kyung
    • Journal of Korean Academy of Nursing Administration
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    • v.13 no.4
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    • pp.421-430
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    • 2007
  • Purpose: The objective of this research is to explore the degree of conflict of nurses, and the relationships among conflict, job satisfaction, and organizational commitment for providing effective management of nurses. Methods: The research was conducted from July 1 to 31, 2006, with a survey of 280 nurses at seven general hospitals in Seoul. The survey tools were used Rizzo et al(1970)' tool for role conflict and role ambiguity Park(1988)'s tool for vertical conflict, and horizontal conflict, Park-Yoon's tool for job satisfaction(1992) and Mowday et al(1979) for organizational commitment. The acquired data were analyzed with SPSS using descriptive methods, t-test, ANOVA, LSD, Pearson correlation coefficient. Results: Overall conflict of nurses showed 3.00 .Job satisfaction of nurses revealed 3.12, and organizational commitment showed 3.34. The relationships between conflict and job satisfaction showed -65.6%. The relationships between conflict and organizational commitment revealed -56.2%. Conclusion: Conflict management is important factor of management for increasing job satisfaction and organizational commitment. It is needed that orientation and education program of detailed job description for nurses.

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Relationships Among Couple-Conflict, Forgiveness, Depression, and Anxiety: Moderating Effects of Forgiveness (부부갈등과 우울, 불안의 관계에서 용서의 중재효과)

  • Kim, Sarah Hyoung-Sun
    • Journal of Families and Better Life
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    • v.28 no.4
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    • pp.55-66
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    • 2010
  • This study investigates the relationships amongst couple conflict, forgiveness, depression, and anxiety according to gender. This study also examined whether forgiveness has a moderating effect on the relationship among couple conflict, depression, and anxiety according to gender. The sample consisted of 263 parents of high school students. The couples reported their level in the Couple Conflict Inventory, Enright Forgiveness Inventory, Beck Depression Inventory, and Personality Assessment Inventory. The findings are as follows: 1) Anxiety only significantly differed between husband and wife. 2) Couple conflict positively related to husband and wife depression and anxiety. Forgiveness is negatively related to couple conflict, anxiety, and depression between husband and wife. 3) The moderating effects of forgiveness within couple conflict and depression only showed with the wife. 4) The moderating effect of forgiveness between couple conflict and anxiety was only displayed by the husband. The findings of this study indicate that forgiveness could function as a protective factor for couples who perceive couple conflict, depression, and anxiety. These results suggest implications for couple conflict education and couple counseling according to gender.

Improving Product Quality through Conflict Management: A Study of Hong Kong ODM Suppliers

  • Lam, Ping-Kit;Chin, Kwai-Sang
    • International Journal of Quality Innovation
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    • v.5 no.2
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    • pp.70-78
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    • 2004
  • Client-supplier collaboration in new product development (NPD) has been a strategy in response to fierce global competition. Traditionally, Hong Kong suppliers collaborate with worldwide clients through original equipment manufacturing (OEM) arrangement in which suppliers manufacture products according to clients' design. In recent years, a growing number of Hong Kong suppliers have transformed to original design manufacturing (ODM) in which they are assigned a design responsibility other than manufacturing products. The ODM arrangement necessitates a close interaction between clients and suppliers, which brings about intense conflict. Conflict has been recognized as an important factor affecting NPD performance including product quality. This paper studies the conflict handling practices of Hong Kong ODM suppliers based on 87 survey data. The results show that the suppliers frequently adopt effective conflict handling practices by which they can develop products of good quality through better design decisions. The results also suggest that the use of ineffective conflict handling behaviors, particularly avoiding, should be reduced for better product quality.

Hospital Employees' Conflict and Attitude Toward Patients (병원직원의 갈등과 환자에 대한 태도)

  • Shin, Jum-Soon;Park, Jae-Yong;Kam, Sin;Joo, Ree
    • Korea Journal of Hospital Management
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    • v.2 no.1
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    • pp.114-136
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    • 1997
  • This study was carried out to find out the effect of conflict between profession groups within medical institution. For the purpose, the questionnaire-based research was done with 605 persons consisting of specialists, residents, nurses, radiologic technicians, clinicopatholigic technicians, health record administrator, administrative employees who are working in a university hospital located in Taegu City from February 15, 1997 to March 2, 1997. The results of the study were summarized as follows. The subject profession group against which each profession group feels the most conflict in interprofession mutual recognition relation was found out as follows; Specialists(34%) against colleague specialists, residents(54.0%) against nurses, nurses(54.8%) against residents, radiologic technicians(44.0%) against residents, and clinicopathologic technicians(34.5%) against nurses, while it was shown that health record administrator felt even conflict against residents, nurses and administrative employees and administrative employees(48.1) did against nurses. Most employee group answered that medical specialists have a one-sided and individual attitude toward all affairs, while both medical specialists and administrative employees of hospital answered that nurses are one-sided. It was shown among such groups that radiologic technicians' conflict results from their thinking which mutual dependence and cooperation are lowest while individual difference is highest, clinicopatholigic technicians' conflict from the problem in mutual communication, medical specialists' conflict from difference in goals greater than other group, respectively lower than other group. The rate of vertical conflict between groups was highest for the health record administrators and then for the radiological technicians, while it was lowest for the medical specialists and then for the nurses. In addition, the rate of horizontal conflict was high for both medical specialists and nurses, but it was low for the health record administrations and clinicopathological technicians. The group with the highest job satisfaction was the medical specialists and nurses, and the group with the highest involvement in organization was the medical specialists and administrative employees. Also it was shown that both medical specialists and clinicopathological technicians show a favorable attitude toward patients. Factors having an effect on the vertical conflict included difference in goals, cooperation within group and leadership. It was shown among those factors, however, that only the leadership has an effect on all the groups evenly. The horizontal conflict was influenced by such factors as educational level, mutual dependence, difference in goals, cooperation within group, and individual difference, when an important factor was the difference in goals for all the groups. Their attitude toward patients was influenced by the vertical conflict and age, but the vertical conflict was the most significant factor for the medical specialists. In conclusion, it is required to control properly the conflict between employees as well as between profession group and to execute good leadership, so as to improve patients' satisfaction which is the key goal of hospital.

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Analysis of conflict intensity and VST factor In the Animation conflict scene (애니메이션 갈등장면에서의 갈등강도와 VST요소 분석)

  • Lee, Tae Rin;Chen, Danni;Wang, YuChao;Kim, Jae Ho
    • Korea Science and Art Forum
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    • v.29
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    • pp.279-292
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    • 2017
  • This study was started by recognizing that visual storytelling(VST) is an important factor that determines the success of the work. The goal of this study is to analyze the VST study approaching from the narrative and visual dimension by analyzing the conflict intensity and VST factor. Therefore, in this paper, we analyzed the conflicts of the theater animation(4) that succeeded in the worldwide success and attempted the VST interpretation by approaching it technically. The results and contents of the study are as follows. Firstly, based on the narrative theory of Sung bong-Sun and Robert McKee, we classified the conflict scenes and found the kinds of conflicts. In addition, based on the 5B model, a total of 108 conflict shots were extracted. Secondly, through expert experiment, we found the conflict intensity of conflict shots. Thirdly, the visual elements of fifteen significant conflicts were extracted from internal and super individual conflicts. Fourth, as a result of the experiment, it was confirmed that the reliability of the visual elements in the inner and super personal conflicts was in the range of 100-83.33%, and the frequency of usage was found to be widely distributed in 5.88-70.59% and 5-70%. This means that the VST expression, which relied on the sense of the artist, can be engineered. Finally, I expect that it will be the basis of the development of the VST Tool which can predict the conflict expression of the work in the animation pre - production stage successfully.

The Relationships of Professional Self-Concept, Role Conflict and Job Satisfaction on Emergency Department Nurses (응급실 간호사의 전문직 자아개념, 역할갈등 및 업무만족도 간의 관계)

  • Sung, Mi-Hae;Oh, Myung-Ok
    • Journal of Korean Academy of Fundamentals of Nursing
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    • v.18 no.1
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    • pp.107-115
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    • 2011
  • Purpose: The purpose of this study was to investigate the relationship between professional self-concept, role conflict and job satisfaction of emergency department (ER) nurse. Method: Data were collected from a convenience sample of 200 ER nurses who worked in one of 9 hospitals in 5cities. The instrument for this study was a structured questionnaire on professional self-concept, role conflict and job satisfaction. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Results: The mean score for professional self-concept was 2.52 (0.28), for role conflict, 3.37 (0.55), and for job satisfaction, 2.71 (0.35). There were significant differences on three variables according to total career, and satisfaction with nursing. There was a significant positive correlation between professional self-concept and role conflict, job satisfaction. Role conflict showed a significant negative correlation with job satisfaction. Conclusion: The results of this study indicate that the important role-related variables of professional self-concept, role conflict and job satisfaction of ER nurses are significantly related, and that as, role conflict is an important factor for job satisfaction of ER nurses, strategies to decrease role conflict need to be developed.

Relationship of dental hygienists' role conflict, positive psychological capital, and psychological well-being (치과위생사의 역할갈등, 긍정심리자본, 심리적 안녕감의 관계)

  • Soon-Young Lee;Soon-Ryun Lim
    • Journal of Korean society of Dental Hygiene
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    • v.23 no.4
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    • pp.323-331
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    • 2023
  • Objectives: This study was conducted to confirm the relationship between role conflict, positive psychological capital, and the psychological well-being of dental hygienists and to provide data for improving professionalism by increasing the psychological well-being of dental hygienists. Methods: From May 21 to June 22, 2023, 190 data were collected through an online community of dental hygienists. The collected data were analyzed IBM SPSS program ver. 23.0 and AMOS ver. 26.0. Statistical analysis methods, convergent validity test, structural equation model analysis, and model fit were performed using independent sample t-test, one-way ANOVA, confirmatory factor analysis, structural model fit test, and path analysis. Results: The lower the role conflict of dental hygienists and the higher the positive psychological capital, the higher the psychological well-being. The lower the role conflict, the higher the positive psychological capital. However, there was no mediating effect between positive psychological capital and role conflict, as it was not statistically significant. Analysis of the total effect of role conflict and positive psychological capital on psychological well-being revealed that positive psychological capital had a greater influence on psychological well-being than role conflict. Conclusions: Psychological well-being was related to positive psychological capital and role conflict. Future efforts are needed to improve positive psychological capital and psychological well-being of dental hygienists and reduce role conflict.

The Development fo Occupational Stress Measurement Tool for Psychiatric Nurses (정신과 간호사의 업무 스트레스 측정을 위한 도구 개발 연구)

  • Bai, Jeong-Yee
    • The Korean Nurse
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    • v.28 no.1
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    • pp.77-88
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    • 1989
  • The purpose of this study is to propose the baseline data for -developing the occupational stress measurement tool for Psychiatric nurses Working in the hospital. 135 staff nurses in psychiatric unit of 11. hospital were participated during the period from August 1 to August 20, 1988. Though the pretest and literature review a questionnaire was coristructed with 88 stressors which were experienced by the psychiatric nurses in the hospital. Subjects were given instruction to rate 1~6 likert type scale according to the level of stress experienced by each stressor described. Reliability of the tool was tested by Cronbach's Alpha and the reasult was ${\alpha}=0.94871$. Factor analysis was applied to organize 88 items together: As the result, 14 factors were obtained. The factors were; 1) Administration problem 2) Work overload 3) Role conflict as a profession 4) Lack of professional knowledge and skill 5) Conflict with nurses 6) Conflict with other health teams 7) Conflict in nurse-clint relationship 8) Conflict with supervisor 9) Conflict with suborinate 10) Low reward 11) Scheduling probrem 12) Inappropriate physical environment 13) Staff inadequate 14) Inadequate of equipment.

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