• 융합정보논문지
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• 제8권5호
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• pp.1-10
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• 2018

본 연구는 의료서비스종사자의 역할갈등에 관한 선행연구 결과를 체계적으로 수집, 분석하여 역할갈등 측정도구와 관련요인에 대한 분석을 실시하였다. PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-analysis)의 체계적 문헌고찰 가이드라인에 의거하여 수집된 문헌 중 최종 분석에 사용된 문헌은 33편이었다. 김문실과 박상연의 도구를 사용한 문헌은 14편, Rizzio, house와 Lirtzaman의 도구를 사용한 문헌은 12편, 이은희 등의 도구를 사용한 문헌은 3편이었다. 33편의 문헌 중 5편의 문헌에서 질적 연구방법이 사용되었다. 문헌 분석 결과 역할갈등이 높을수록 직무만족과 재직의도, 조직몰입은 낮아지고, 소진과 직무스트레스, 이직의도는 증가하였다. 본 연구에서는 역할갈등과 다양한 변인 간의 상관관계 및 영향요인에 국한되어 분석하였기에 향후 본 연구 연구결과를 기초로 하여 의료서비스종사자의 역할갈등에 대한 대처방안 및 중재방안에 관한 연구가 활발히 진행되길 기대한다.

• 보건의료산업학회지
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• 제9권3호
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• pp.107-114
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• 2015

Objectives : The purpose of this study was to understand how work environment and conflict level of dental hygienists affect turnover for the efficive manpower management of dental hygienists. Methods : Dental hygienists in dental (hospital)clinics near Daegu were randomly selected as the subjects of this study, and the followings analysis results are from 249 questionnaires: which were collected from March 2 to March 31 2011. Results : Among the 249 dental hygienists surveyed, 33.7% experienced turnover and 59.0% had turnover intention. From the analysis of the demographic, working environment and levels of conflict, dental hygienists had significantly higher turnover experiences based on following factors: older age, employment at a dental clinic rather than a dental hospital, longer working hours, longer total career as a dental hygienist, and longer of length of time at their current job. Furthermore, dental hygienists had significantly higher turnover intentions based on the following factors: younger age, more ignorant and higher level of discomfort due to conflict levels. Conclusions : Therefore, the working environment of dental hygienists has to be improved to inspire motivation, and conflict management has to be taughht within an organization to allow free communication and active participation in decision-making.

• 유통과학연구
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• 제15권6호
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• pp.65-76
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• 2017

Purpose - The quality of customer service has been importantly considered as a way of retaining current customers. Recent development of service industry which based on Information & Communication Technology allows firms to utilize different employees for their businesses. Although it is regarded as important to consider emotional labor of employees working for customers in ICT service industry, little was known the role of emotional dissonance. Thus, current paper focused on emotional labor and tried to identify the factors which influence on employees' intrinsic motivation for married women working in call centers. This study highlighted the influence of the emotional dissonance on the employees' intrinsic motivation, and the moderating influences of work-family conflict on the relationship between emotional dissonance and intrinsic motivation. Research design, data, and methodology - The research samples were gathered from seven call centers of Korean financial institutions located in South Korea. The model of emotional dissonance was developed, which emphasizes the influence of emotional dissonance as a predictor on intrinsic motivation, and then the other model was also introduced to explain how employees' intrinsic motivation were aggravated by work-family conflict. To examine these research models, samples were collected from 468 married women working in call centers of Korean financial institutions located in Seoul. A total of 468 samples were used in the analysis after deleting data of missing value. SPSS 22.0 were utilized for data analysis. Results - The results of current study showed that emotional dissonance is negatively related to intrinsic motivation, and there are significant differences in work-family conflict. Those results generally support the proposed hypotheses. Conclusions - These results suggest that the relationship of intrinsic motivation of married women working in call center for customers' service were influenced by emotional dissonance, which outcomes were interacted not by face-to-face contact with their customers, but by emotional contacts. Managerially, these findings suggest the one who emphasize the quality of customer's service of call center need to introduce the programs for minimizing both of emotional dissonance and work-family conflict. These findings also suggest that the service quality via intrinsic motivation of married women working in call center is hard to be accomplished without considering the factors of emotional dissonance and work-family conflict.

• 보건의료산업학회지
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• 제7권2호
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• pp.191-203
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• 2013

This study had collected 267 Dental Health Care Worker in Busan, Gyeongnam and Ulsan, in order to investigate work-family conflict, job satisfaction and turnover intention of dental hygienists and find relationship between these. A survey was conducted from April 8 through April 30, 2013, by using structured, self-administered questionnaires. The collected data were analyzed with SPSS 12.0 program. The obtained results were as follows; 1. The average job satisfaction point are 3.32, work-family conflict point 3.06, and turnover intention point 2.80. 2. The job satisfaction was under the greatest influence of the Group of Rationality, followed by declination of Work Demand, Working Environment, Money. 3. The turnover intention was under the greatest influence of the Money, Job of Future. All the foctors had a positive impact on their turnover intention. That lowering these factors expressed a positive correlation, the higher the money and job of Future turnover intention.

• 한국초등과학교육학회지:초등과학교육
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• 제24권1호
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• pp.43-50
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• 2005

This study examined the effects of the result of ascertaining predictions on cognitive conflict and conceptual change when students teamed the concept of weightlessness. Participants were 200 pre-service elementary teachers. They answered the pretest composed of two items. Through the demonstration on either of two items of the pretest, they identified whether their predictions were correct or not. In addition, students' cognitive conflicts were measured. After brief instructional treatment, the posttest was conducted. The results of this study are as follows: The more students who identified their own predictions on the experiment were incorrect there were, the more effective it was on cognitive conflict and conceptual change. And cognitive conflicts and conceptual changes of students who identified that their predictions were incorrect were generated meaningfully more than those of students who identified that their predictions were correct. From these results, it is concluded that students who identified that their predictions were correct experience cognitive conflicts, but their cognitive conflicts and conceptual changes were smaller than those of students who identified that their predictions were incorrect.

• 한국병원경영학회지
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• 제7권1호
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• pp.41-63
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• 2002

The purpose of this study is to analyze the interrelation of influential factors in organizational conflict and organizational commitment. The data for this study were collected through a self-administered survey with a structured Questionnaire to 1,167 subjects from several nursing staff members, administration staff members and medical technicians of six hospitals. In this analysis frequency test, t-test, ANOVA, hierarchical multiple regression and structural equation model were used. The main findings of this study are as follows. 1. Factors which influence organizational conflict were analyzed. The type of occupation and the year of service were socio-demographic variables which influenced organizational conflict positively. Adjusted R square was 0.03. Perceptions on organizational structure and organizational culture were analyzed with two- level variables that were added. The findings were as follows. Adjusted R square increased to 0.25. The year of service, internal process culture and rational goal culture were positive variables. The design of organizational structure, human relations culture and open system culture were negative variables. 2. Variables which influence organizational commitment were analyzed. Age and the year of service were positive variables, while academic background based on high school education was a negative variable. Adjusted R square was 0.16. Perceptions on organizational structure and organizational culture were analyzed with two-level variables that were added. The findings were as follows. The characteristics of organizational structure, human relations culture and organizational culture were positive variables. Adjusted R square increased to 0.55. The variables of organizational conflict were added in 3 steps. Findings were as follows. The variables of hierarchical conflict showed negative influence and were included in two-level influential variables. Adjusted R square increased to 0.56. 3. Structural equation model was analyzed in order to examine the relation between organizational structure and the variables of organizational culture, organizational conflict and organizational commitment. Thirteen path coefficients out of seventeen path coefficients were significant. Age had negative influence on organizational conflict and positive influence on organizational commitment. The year of service had positive influence on organizational conflict and organizational commitment. The design of organizational structure, human relations culture and open system culture had negative influence on organizational. conflict. They had positive influence on organizational commitment. Internal process culture and rational goal culture had positive influence on organizational conflict. Organizational conflict had negative influence on organizational commitment. The squared multiple correlation of this model was 25.1% in organizational conflict and 52.7% in organizational commitment. The conclusion of this study is as follows. Factors in organizational structure and organizational culture, rather than socio-demographic factors, had a stronger influence on the organizational conflict and organizational commitment of hospitals. In order to decrease organizational conflict, to increase organizational commitment and to maximize the effectiveness of hospital management, it is necessary to understand the overall relation between organizational structure, organizational culture, organizational conflict and organizational commitment, with the effort of improving personalized factors and individual factors of organization management.

• 대한간호학회지
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• 제11권1호
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• pp.29-44
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• 1981

Nursing role tends to be more complex then before because of the increased number of health professionals and of the health needs of patient. Accordingly, nursing role expectations are various and sometimes conflict by its role set. There are various literatures on role conflict of nurses and discussed how to eliminate the conflict in order to improve nursing service particularly in the hospital organization. This study was designed to determine if role conflict exist among nurses who work in a hospital and if so what resolution were most frequently selected by the nurses to the role conflict. The study population was fifty six registered nurses of K university hospital. The fifty six was defined and selected by nonproportional stratified sampling method to obtain subjects who are from uniform role set. A questionnaire, a list of role connect, stimulated by the literature review, knowledge based on several years' experience in nursing was formulated by the author and administered to the study population. The questionnaire included twenty nine closed question items of role conflict and classified according to the intra sender conflict, intersender conflict, person conflict and interperson conflict. The response choices to the questions range on a scale continuum with degrees of conflict from one to five: never - 0, seldom - 1, occasionally - 2, frequently - 3, and mostly -4. Per cent, means, standard deviation, and x² -test were used to analyze data. The findings of the study could be summarized as follows. 1. General characterstics of the study population: Most of the population were between the age of 22-27 and are not married. 2. Analysis of Role conflict Existence of Role conflict of nurses was found by the total mean conflict score, 2.06. Inter Sender Role conflict revealed the most high mean conflict score and the lowest one was inter person role conflict. Among the five role senders of nurses: Physician, patient and hi9 family, peer and superior, nursing students and hospital administrator, nurses showed the highest conflict mean score for physicians and the lowest score for Nursing student. 3. Analysis of role conflict resolution. Compromise through discussion with the role sender was the most frequently selected method by the respondents. The result also showed that the respondents tend to resolve the conflicting situation created by patient or his family by persuation. On the o thor hand, Avoidance and ignorance was frequently chosen for the conflicting role expectations from the hospital administrator.

• Journal of Information Technology Applications and Management
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• 제16권4호
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• pp.109-134
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• 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.

• 동서간호학연구지
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• 제27권1호
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• pp.22-31
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• 2021

Purpose: This study aims to examine the relationships between the self-leadership, role conflict, nursing work environment, and quality of nursing service in comprehensive nursing care service wards and identify the factors that affect the quality of nursing service. Methods: The data were collected from 158 nurses working in comprehensive nursing care service wards from three general hospitals with 200 beds or more in Seoul, Korea. The data were analyzed by descriptive statistics, t-test, ANOVA, scheffe test, Pearson's correlation coefficient, and multiple linear regression analysis of enter method using SPSS/WIN ver 22.0 program. Results: The factors of quality of nursing services were self-leadership (β=.44, p<.001), nursing work environment (β=.17, p=.014), and the work experience in comprehensive nursing care service wards (β=-.15, p=.035) explaining 32% of the total variance. Conclusions: The results indicated that self-leadership, work experience in the comprehensive nursing care service wards, and nursing work environment affect the quality of nursing services of nurses in the comprehensive nursing care service wards. It is necessary to make efforts for seeking various intervention strategies and improving nursing work environment.

• 한국프랜차이즈경영연구
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• 제8권3호
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• pp.29-37
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• 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 the factors of conflict due to the intrinsic structure, such as interdependence or hierarchical relationship, and behavioral analysis to reduce the conflict. In this study, we analyze the relationship between satisfaction and trust formed in the process and result of the business, and the result of action to dissolution intention. Research design, data, methodology - For these purposes, the author developed the proposed model and several hypotheses. In this model, conflict resolution strategies consist of five dimensions such as avoiding, forcing, cooperating, obliging, and compromising strategy. And, this model proposed that onflict resolution strategies are antecedents of procedure quality, behaviour quality and dissolution intention are consequences of conflict resolution strategies. 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 483 franchisees, and 400 franchisees responded. Out of 400 respondents, 2 respondents were deleted due to missing information. Thus, a total of 398 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 findings can be summarized as follows: First, franchisor conflict resolution activities have significant effects on procedure quality. Second, procedure quality has a significant effect on behavior quality. Finally, behavior quality has a significant effect on dissolution intention. Conclusions - In this study, we investigated the relationship between conflict resolution behavior, procedural quality, behavior quality and dissolution intention. As a result, the franchisers should strive to resolve conflicts not only in solving simple problems with franchisees, but also in a longer term perspective. We also found that the procedural aspects of resolving conflicts should not be ignored. If the trust and satisfaction of each other increase during the process of resolving the conflict, it will positively affect the satisfaction and trust in resolving the conflict. This is also because it serves to lower the intention of termination. However, there is a limitation that it is targeted only to the restaurant franchise, and it is necessary to study the conflict resolution behavior depending on the type of conflict.