• The Journal of the Korea Contents Association
• /
• v.11 no.8
• /
• pp.365-377
• /
• 2011

In conclusion, the systemic environment was shown that negative environment was being created to deepen conflict, and the conflict processes could be changed in either positive or negative directions by the psychological environment and psychological resolution mechanisms proposed afterward. As the result that the psychological environment was improved into aggressive mood with constant communication effort with the interested parties, the psychological resolution mechanism was also presented in the suitable forms of aggressive communication. On the contrary, if developed psychologically negative environment, the psychological resolution mechanism was also negatively affecting the conflict processes with dogmatic and consistent response rather than flexible response suitable to the situations.

• IE interfaces
• /
• v.23 no.1
• /
• pp.24-34
• /
• 2010

In the telecommunication system which is based on the existing PSTN(public switched telephone network), feature interaction has been an important research issue in order to provide seamless services to users. Recently, rapid proliferation of IP-based network and the various types of IP media supply services, the feature interaction from the perspective of application services has become a significant aspect. This paper presents conflict detection and resolution algorithms for designing and operating a variety of services that are provided through IP-based network. The algorithms use explicit service interactions to detect conflicts between a new service and registered services. They then apply various rules to reduce search space in resolving conflicts. The algorithms are applied to a wide range of realistic service provision scenarios to validate that it can detect conflicts between services and resolve in accordance with different rule sets. By applying the algorithms to various scenarios, it is observed that the proposed algorithms can be effectively used in operating an IP-based services network.

• Journal of Construction Engineering and Project Management
• /
• v.7 no.2
• /
• pp.45-53
• /
• 2017

Although much research has been conducted to identify the influence of culture on conflict management and resolution behaviours in organizational settings, no study has been done yet in the construction industry particularly in considering the influence of individual level individualistic and collectivistic values. Despite the key role of self-construal in explaining or predicting behaviour in interpersonal conflict, it has not received enough attention in construction management. Reflecting this necessity, the objective of this exploratory study was to establish, through the application of the Rahim Organizational Inventory (ROC II) instrument, how the cultural values of professionals of construction businesses relate to the application of different conflict-handling styles through self-construal. Data were collected using questionnaire surveys from construction professionals working in contracting firms. The findings illustrate the importance of self-construal type as an individual-level cultural variable in explaining the differences in the style of handling interpersonal conflict in the context of the construction industry.

• Korean Journal of Construction Engineering and Management
• /
• v.24 no.3
• /
• pp.52-61
• /
• 2023

Conflicts in a construction project not only make negative impacts on project performance such as schedule delay or cost overrun but also require social cost to resolve the conflicts. Although the conflict needs a preemptive management because a conflict usually begins with a complaint, existing studies have focused on conflict resolution after it occurs. This study identifies and categorizes complaints which mainly appear in the construction projects. Those complaints were evaluated and quantified in terms of occurrence frequency and potential to conflict through a questionnaire survey with industry experts. Using the survey results, this study examines the characteristic of complaints in linear project and clustered project, and analyzes what kind of complaints occur by project type. As the results, this study derives the complaints with high potential to the conflicts that should be managed first during managing a construction project in each project type.

• The Korean Journal of Franchise Management
• /
• v.8 no.2
• /
• pp.17-24
• /
• 2017

Purpose - In recent years, research has been conducted on the conflict resolution strategies of the franchise headquarters and the franchisees, but there is a lack of research on how the power structure and cultural factors play a role in resolving conflicts. From this perspective, this study is to examine the structural relationship between franchisors' cultural orientation and relationship power, and conflict resolution strategies, relationship trust, and relationship performance using. The findings of this study suggest how franchise headquarters should establish long-term relationship with franchisees and share information. Research design, data, methodology - The data were collected from April 1 to April 15, 2013. Because this study examined franchise industries from the franchisee perspective, we contacted franchisee store owner and managers located in Seoul and Gyeonggi Province. Interviewers trained contacted a total of 200 franchisees, and 196 franchisees responded. Out of 196 respondents, 13 respondents were deleted due to missing information. Thus, a total of 183 franchisee were used for this study. he data were analyzed using frequency analysis, confirmatory factor analysis, correlation analysis, and structural equational modeling with SPSS 24.0 and Amos 23.0 statistical program. Results - The results showed that cooperation orientation and relational power of franchisor had significant effects on conflict resolution strategies. Cooperating, obliging, and compromising strategies of conflict resolution strategy had significant effects on relationship trust. Also, relationship trust had significant effect on relationship performance. Conclusions - This study shows that the franchise headquarters and the franchisees share necessary information for common purposes and that continuous two-way communications play an important role in resolving conflicts. In other words, the result of this study suggests that if the franchise headquarters and the franchisee actively consider the position of the other party and strive to achieve the goal, conflict resolution may be more successful. In order to do this, the franchise headquarters will have to consider how to build and maintain continuous communication with the franchisees, and continuous education is also needed so that employees can have a cooperative attitude. However, since the culture of these organizations is not made up of simple staff training and is not formed within a short time, the CEO of the franchisee headquarters should take the lead in establishing a cooperative culture with the merchants over the long term.

• Journal of Information Technology Applications and Management
• /
• v.16 no.4
• /
• pp.109-134
• /
• 2009

Compared to research on the success of IT projects in general, research on the management of conflict in IT teams and its impact on project success is insufficient. This research performed a comparative study to analyze the nature and evolving phenomenon of conflicts in IT project teams. This study aimed at; First, Why a conflict is created within and around an IT project team. Second, What is the phenomenon of conflict evolution, diffusion, and/or resolution? Third, How the differences in conflict management style affects the IT project performance? Three propositions were drawn from the analysis of two intensive analysis of conflict cases and their comparison. Proposition 1 : Both 'the method of pointing out a problem' and 'the pointed-out contents' can be the trigger of conflicts around an IT project. Proposition 2 : While the focus of attention of one party is 'the method of pointing out a problem', if the other's and focus of attention of one party is 'the pointed-out contents', that is, if the focus of attention mismatch, the conflict can be amplified. Proposition 3 : According to the temporal nature of the relationship, e.g., short-term versus long-term, the way people approach and deal with the conflict differs.

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

• Convergence Security Journal
• /
• v.11 no.2
• /
• pp.65-77
• /
• 2011

In Western Europo and the US, there has been a general trend over 30 years of reducing the amount of force by the police, through a paradigm shift from 'Escalated Force Model' towards 'Negotiated Management Model'. In tune with this trend, for example, the Swedish Police have implemented the uniformed 'Dialogue Police' system, in order to establish communication contact with demonstrators, before, during, and after their events, The Negotiated Management Model involves a greater respect for the rights of protesters, a more tolerant approach to community, and improved intelligence, communication, and flexibility, in order to facilitate lawful protests and to reduce the possibility of an escalation of major public disorder. The Korean National Police (KNP) appears to be operated within this negotiated management framework, since in preparation for the G20 Seoul Summit, they have also emphasized good communication between the police and protest groups, by newly creating the concept of 'Protest Policing Through Facilitation of Lawful Protests'. In this context, this study first attempts to analyze not only the negotiated management model, but also the Swedish dialogue police. Secondly, the study conducts a comparative study between the KNP's Protest Policing Through Facilitation of Lawful Protest and the Swedish dialogue police system, particularly, in conjunction with the negotiated management. Although Korean and western police have different system and history, protest policing model is now approaching with each other through a link between conflict resolution techniques, such as dialogue, negotiation, mediation and facilitation. Finally, the study is to prove if the KNP's protest policing model corresponds with the negotiated management model, and further to suggest new 'Facilitation of Conflict Resolution Model' as a desirable future of the KNP's protest policing.

• Journal of Families and Better Life
• /
• v.8 no.1
• /
• pp.49-67
• /
• 1990

The purpose of this study is to investigate the relations between marital status incompatibility and the ways of dealing with marital conflict. Research was conducted by interview using questionnaire on 177 employed wives. Statistics used for data analysis were frequency distribution, percentage, t-test, chi-square test. 1) In resolving marital conflict four types of method are appeared, namely constructive method, passive method, evasion and physical violence. 2) Only physical violence of husband-to-wife of the four methods is related to status in-compatibility. That is the incidence rate of physical violence of husband-to-wife in incompatible couples is higher than that of compatible couples in conflict situations. 3) In case the wife's occupational status is high relative to her husband the incidence rate of physical violence of husband-to-wife is extremely high, but is significantly low in couples which are compatible in this status. 4) In case wife's status advance ent is controlled, there is significant relationship between status incompatibility and the method of conflict resolution by husband whose wife is status striver.

• Proceedings of the Korea Database Society Conference
• /
• 2010.06a
• /
• pp.109-123
• /
• 2010

Compared to research on the success of IT projects In general, research on the management of conflict in IT teams and its impact on project success is insufficient. This research performed a comparative study to analyze the nature and evolving phenomenon of conflicts in IT project teams. This study aimed at; First, Why a conflict is created within and around an IT project team. Second, What is the phenomenon of conflict evolution, diffusion, and/or resolution? Third, How the differences in conflict management style affects the IT project performance? Three propositions were drawn from the analysis of two intensive analysis of conflict cases and their comparison. Proposition 1 : Both 'the method of pointing out a problem' and 'the pointed-out contents' can be the trigger of conflicts around an IT project. Proposition 2 : While the focus of attention of one party is 'the method of pointing out a problem', if the other's and focus of attention of one party is 'the pointed-out contents', that is, if the focus of attention mismatch, the conflict can be amplified. Proposition 3 : According to the temporal nature of the relationship, e.g., short-term versus long-term, the way people approach and deal with the conflict differs.