• 경영과정보연구
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• 제19권
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• pp.171-197
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• 2006

The purpose of this study is to analyze how the task group functioning and need styles have influence on role conflict and role ambiguity as the employee's personality engaged in the service industry such as a hotel. This study uses the hierarchical regression analysis method. Data were collected by the survey method from employees engaged in the service industry such as a hotel located Seoul, the Province of Gyeonggi, and the Province of Gangwon. The study result shows that to the employees in the type A and type X styles, the task group functioning and need styles are not significantly related to the role conflict. But to the employees in the type B style, the task group functioning and need styles are significantly related to the role conflict. And the result shows that to the employees in the type B style, the lower the faith in peers and management, the more the role conflict occur. On the other hand, the study result shows that to the employees in the type A styles, the task group functioning is significantly related to the role ambiguity. And to the employees in the type B style, the higher the faith in peers and management, the more the role ambiguity occur. On the contrary, to the employees in the type X style, need styles are significantly related to the role ambiguity. But to the employees in the type X style, the higher the need for achievement, the more the role ambiguity occur. On the other hand, the study result shows that to the employees in the type B styles, the task group functioning and need styles are significantly related to the role ambiguity. And to the employees in the type B style, the higher the need for achievement, the more the role ambiguity occur or the lower the confidence in peers and management, the more the role ambiguity occur. Although this study provides several managerial implications, this study has some limitations. Specifically data were collected from only the hotel industry in Seoul, the Province of Gyeonggi, and the Province of Gangwon. In spite of the limitations, the study results could be used valuably in case of the personnel managers which manage the employees under the conflict situations.

• 농촌지도와개발
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• 제12권1호
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• pp.69-81
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• 2005

The objectives of this study were to measure role conflict of 4-H leaders and to verify the differences of role conflict and self-efficacy according to individual characteristics. The data were collected from 99 leaders who took charge of guiding 4-H youth organization in school as teacher advisor. The statistical techniques used for this study were frequency, t-test, one-way analysis of variance and correlation. The major findings of this study were as follows; 1) The 4-H leaders had some role conflict and role ambiguity in guiding youth activities in the school. 2) The leader advisor group with teaching experience of $5{\sim}9$ years showed higher role conflict and lower role ambiguity. 3) The 4-H leaders with age over 45 felt higher role conflict and lower role ambiguity. 4)The leaders' self-efficacy was positively correlated with self esteem, and negatively associated with role ambiguity.

• 한국정보시스템학회지:정보시스템연구
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• 제22권2호
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• pp.51-83
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• 2013

Personal creativity is critically important for organizations seeking to survive and thrive in today's highly turbulent business environments. Organizations must effectively identify and mobilize the creative resources of their members. When organizational members perceive a work environment that restricts or fails to encourage individual creative expression, a gap may exist between the level of individual creative potential and the actual amount of individual creativity practiced within the organization. In this situation, this paper will examine the impact of role conflict, role ambiguity, creative self-efficacy, and personal initiative on personal creativity. Creative self-efficacy is the subjective belief in one's personal ability to be creative, that is, a personal assessment of one's own creative potential. A strong internal belief in one's ability to successfully engage in creative behaviors is generally considered an important part of the creative process. Personal Initiative refers to behaviors, mainly directed toward work and organizational issues, that are characterized by the following aspects: self-starting, proactive, and persistent in overcoming barriers. Creativity-related creative self-efficacy and personal initiative are critical components to understand motivation that coordinates the relationship between perception and behavior of individual employees. Based on role theory, researchers have focused on role conflict and role ambiguity as the two key ingredients of role stress. Role ambiguity is defined as an evaluation about the lack of salient information needed to perform a role effectively. Role conflict results from two or more sets of incompatible demands involving work-related issues. Employees are usually pursued work-roles more than one in work-focused organization. Too many work-roles and perceived uncertainties at employee's work can be obstacles to personal creativity. In an analysis of results, while role conflict is not negatively related significantly to creative self-efficacy, role ambiguity is negatively related significantly to creative self-efficacy. While role conflict is significantly related to personal creativity, role ambiguity is negatively related significantly to personal creativity. Creative self-efficacy mediates the relationship among role conflict, role ambiguity, and employee creativity. Personal initiative mediates the relationship between creative self-efficacy and employee creativity. This paper shows that creative self-efficacy and personal initiative are the driving force behind personal creativity. Organizations can get some implications of creative-related role conflict and role ambiguity that employees have experienced. As a result, organizations must not only encourage creativity of employees by greater involvement but also encourage their input towards their-focused own works and tasks. And employees should be developed to pace with the organizational needs and development. Management must enable employees to think of new ideas and practices that promotes personal creativity.

• 한국직업건강간호학회지
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• 제27권2호
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• pp.77-88
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• 2018

Purpose: This study aimed to investigate the degree of role conflict and its ambiguity, and fatigue in clinical nurses and to analyze the effect of these on their self-resilience in order to provide fundamental data for improving their working environment after the Middle East Respiratory Syndrome outbreak. Methods: After the collection of data from 258 clinical nurses in five general hospitals, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression were performed using IBM SPSS Statistics 20.0. Results: A significant positive correlation was found between nurses' role conflict and ambiguity and fatigue; while a negative correlation was found between nurses' role conflict and ambiguity and self-resilience. A significant negative correlation was found between fatigue and self-resilience. According to the study results, the factor that affected clinical nurses' self-resilience the most was role conflict and its ambiguity, followed by marital status, fatigue, educational level, religion, and related tasks, which together accounted for 38% of self-resilience in clinical nurses. Conclusion: To improve weaknesses in nursing care after the Middle East Respiratory Syndrome outbreak, the scope of nursing care was changed upon the expansion of integrated nursing and care-giving services. Therefore, in the rapidly changing environment of nursing, policies to improve nursing performance, as well as successful reaction capability, are suggested.

• 한국콘텐츠학회논문지
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• 제8권9호
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• pp.251-258
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• 2008

여행서비스 품질, 종사원 만족, 그리고 여행자 만족 등의 많은 연구가 진행되어 왔다. 여행서비스 제공에 있어 국외여행인솔자가 중요한 역할을 수행하고 있음에도 불구하고, 인솔자의 역할, 역할관련 스트레스, 그리고 서비스 제공 수준 등에 대한 연구는 미진한 형편이다. 그래서 이번 연구에서는 역할 관련 스트레스인 역할 갈등, 모호성, 그리고 과부하와 서비스 제공수준에 대한 개념적 정의에 대한 논의를 수행하고, 이들 변수들에 대한 조사를 수행한다. 또한 서비스 제공수준의 영향 요소를 파악하고 역할 갈등 등의 스트레스 요인이 국외여행인솔자의 서비스 제공수준에 미치는 영향 관계를 파악한다. 분석 결과를 보게 되면, 역할 갈등, 역할 모호성, 그리고 역할 과부하 등의 요소들이 국외여행인솔자의 서비스 제공수준에 유의한 영향을 미치는 것을 볼 수 있다. 특히, 서비스 접점과정에서 역할 갈등과 모호성은 응대성과 감정이입에 영향을 미치는 것을 볼 수 있으며, 역할 과부하는 전문성과 외모연출과 영향관계를 갖는 것을 볼 수 있다. 결론적으로 국외여행인솔자의 스트레스를 줄이고 서비스 제공수준을 향상시키기 위해서는 인솔자 개인의 노력뿐만 아니라 조직차원의 정책 등이 필수적인 요소이다.

• 유통과학연구
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• 제17권1호
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• pp.105-115
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• 2019

Purpose - Previous research has shown that a very high level and a very low level of job scope can both be more stressful than intermediate levels of job scope. This study investigates the potential positive and negative effects of the number of accounts handled by sales personnel. The primary objective of this paper is to examine how the number of accounts salespeople handle affects their stress and performance. Research design, data, and methodology - This research conducted the data collection using a survey of salespeople in the pharmaceutical industry. I sent the survey to 420 salespeople, and received 318 usable responses. To assess measurement reliability and validity, I ran an exploratory and confirmatory factor analysis. I also employed structural equation modeling (SEM) to test all hypothesized effects in AMOS and also measured the interaction variable using Ping's (1996) approach. Results - These results show that there are linear and non-linear effects of the number of accounts handled by the salesperson on both role ambiguity and role conflict. First, the number of accounts handled by a salesperson is positively related to role ambiguity and role conflict. Second, the effect of the number of accounts handled on role ambiguity and role conflict decreases as the number of accounts handled by the salesperson increases. Third, as accounts increase from a low level, role stress increases; when the number of accounts reaches an optimal level, role stress decreases; and when the number of accounts increases to a high level, it can be detrimental to the salesperson's role stress. Fourth, while product complexity is positively related to role ambiguity, brand strength is negatively related to both role ambiguity and role conflict. Fifth, the greater the brand strength, the weaker the relationship will be between the number of accounts handled and salesperson role ambiguity. Finally, role ambiguity is positively related to salesperson performance. Conclusion - Too much and too little accounts increase the role ambiguity and role conflict of salespersons. Managers should identify the complex effect of the number of accounts handled by salespeople. Also, when products are complex, managers should provide training to eliminate any complex processes and complex information. These results suggest ways to decrease salespersons' role stress by ensuring an optimal level of the number of accounts and brand strength.

• 간호행정학회지
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• 제11권2호
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• pp.119-127
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• 2005

Purpose: The Purpose of this study was to identify the relationship between self-disclosure and role conflict in nursing students. Method: The subjects were 386 nursing students who were in college and university. The data were collected from July 26 to September 18, 2004 by the structured questionnaires. For data analysis, descriptive statistics, Pearson correlation coefficient, and ANOVA & t-test with SAS package were used. Results: 1. The mean of self-disclosure perceived by nursing students was 3.57(${\pm}$.53), and the mean of role conflict perceived by nursing students was 3.62(${\pm}$.49). If the role conflict was divided into subcategory, deficiency of ability and skill was 3.77(${\pm}$.60), role ambiguity was 3.66(${\pm}$.54), and internal conflict was 3.49(${\pm}$.62). 2. 'Role conflict', 'deficiency of ability and skill', 'role ambiguity' and 'internal conflict' were positively related to 'self-disclosure'. 3. 'Self-disclosure' showed a significant difference according to interpersonal relations, meaning on nursing job and 'role conflict' showed a significant difference according to school career, present grade. Conclusion: this study suggested that there are need to implement self-disclosure training program for nursing student to decrease role conflict.

• 한국병원경영학회지
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• 제14권3호
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• pp.104-131
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• 2009

This study analysed what effects conscious role conflict and conscious self-efficacy have on job satisfaction for hospital coordinators working in medical institutions. In order to study this issue, questionnaires were distributed to 154 hospital coordinators. The results from analysing the effects of role conflict and self-efficacy on job satisfaction are as follows: 1) Role conflict and job satisfaction are negatively correlated. The mean score for hospital coordinators' role conflict was 2.82, which was lower than average. Among subfactors for role conflict, personal role conflict had a significant effect on job satisfaction, while role ambiguity had no effect on job satisfaction. 2) The mean score for hospital coordinators' self-efficacy was 3.42, which was slightly higher than average. Other mean scores were as follows: job attitude 3.83, interpersonal skills 3.54, administrative knowledge 3.30, and medical treatment knowledge 3.02. Among subfactors for self-efficacy, job attitude and adminstrative knowledge had significant effects on job satisfaction, while interpersonal skills and medical treatment knowledge had no effect on job satisfaction (p < 0.01). In conclusion various hospital administration techniques, related job training and education needs to be given when introducing a hospital coordinator in order to strengthen the competitiveness of medical institutions. The hospital coordinators need to clearly understand their role so that they can settle into the system at the hospital and develop their job environment.

• 한국콘텐츠학회논문지
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• 제15권1호
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• pp.132-139
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• 2015

우리나라를 방문한 외국인 관광객의 안전 및 치안을 위해 2013년 10월 16일 서울 관광경찰대가 출범하였다. 관광경찰의 주요역할은 관광지내 범죄예방 순찰 및 기초질서 유지, 외국인 관광객 대상 불법행위 단속 및 수사와 문화체육관광부 지방자치단체 등 관련 기관과 협조하여 음식점 숙박업소 택시 등 관광관련 영업의 부당요금 단속, 관광 관련 업계 및 종사자에 대한 행정지도 및 단속 등으로 규정되어 있다. 그런데 관광경찰의 역할을 살펴보면, 일반 경찰과 역할이 중첩되고, 문화체육관광부 지방자치단체 등 타 기관과의 업무협력을 요하는 부분이 많아 일반 경찰과 관광경찰 사이에는 역할모호성 및 역할갈등이 일어날 소지가 크다. 따라서 본 연구는 관광경찰의 역할에 대한 일반경찰과 관광경찰의 역할 모호성 역할갈등이 업무만족 및 업무수행도에 대한 인식차이와 영향관계를 실증적으로 규명함으로써 관광경찰제도의 발전에 기여고자 한다.

• 간호행정학회지
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• 제9권4호
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• pp.615-624
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• 2003

Purpose: The purpose of this study was to find out the role conflict and ways of copying of nurses as underwriters worked at life insurance companies in Korea. Method: The subjects were 141 underwriters who were working at 4 major life insurance companies in Korea. For finding the role conflicts, Role conflict and Ambiguity scale developed by Rizzo, House & Lirtzman(1970) was used, For the ways of coping, Ways of coping scale developed by Lazarus et al. (1984) was used. The statistical method used were mean, percentage, t-test, ANOVA and Turkey test by SAS program. Result: The mean of role conflict was 2.76, and its subcategories were intersender conflict 2.95, sequential order interrole conflict 3.13, interarole conflict 2.69, organizational conflict 2.69, ambiguity from the outcome or responses to one's behavior 2.60, ambiguity from clarity of behavior requirements 2.61. The mean of ways of coping was 2.42 and its subcategories were problem focused 2.42, wishful thinking 2.26, detachment 2.09, seeking social support 2.49, focusing positive 2.72, tension reduction 2.08. There is statistically significant difference between single and married person i.e, single was high than married about role conflict. And also there is statistically significant difference among religion groups i.e., christian was high than none about ways of copying. Conclusion: The results of this study suggest that nurses as underwriters' role conflicts and ways of coping were different that of clinical nurses' and examining medical insurance nurses', Therefore it need more detail repeat studies.