• The Korean Journal of Rehabilitation Nursing
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• v.20 no.1
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• pp.69-78
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• 2017

Purpose: This study aimed to identify the relationship among conflict management style, communication competence and nurse-physician collaboration in hospital nurses and physicians. Methods: This is a descriptive study. Using a questionnaire, data were collected from 230 nurses and 107 physicians at a university hospital in D city. With SPSS/WIN 22.0 program, data were analyzed by t-test, ANOVA, $Scheff{\acute{e}}$ test, and Pearson's correlation coefficient. Results: Physicians scored the highest for communication competence in nurse-physician relationship and the lowest in medical decision making, while nurses scored the highest in patient information sharing and the lowest in nurse-physician relationship. Physicians with problem solving tendency scored higher in communication competence than those with avoiding tendency. Among the nurses, those with avoiding tendency scored the lowest. For both physicians and nurses, communication competence showed a significant negative correlation with avoidance. For nurses there was also a significant positive correlation with compromising tendency. Finally, there was a significant correlation between nurse-physician collaboration and communication competence in both groups. Conclusion: This study demonstrates that nurse-physician collaboration and communication competence are correlated with conflict management style. We suggest educational programs at more hospitals in various locations to improve nurse-physician collaboration reflecting conflict management style.

• Journal of Korean Academy of Nursing
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• v.27 no.1
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• pp.169-177
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• 1997

This study aims at empirically clarifying the relationship between power and the interpersonal conflict, including nurses' understanding of their relative power, the causes of interpersonal conflicts with the nurses, and strategies to resolve conflicts, in order to understand how nurses' relative power affect their conflicts. For the empirical survey, the population was defined as all the nurses working at a medical organization in Seoul, Korea. 1083 nurses were selected as the sample for the questionnaire survey and statistical analyses. For the sampling, 32 medical organizations were selected by a stratified random method and sub-samples were arbitrarily drawn from each organization to obtain the final sample of 1083 nurses who responded to the questionnaire designed by the reseacher. According to the result of the study, most nurses experience conflict more than once a month, and 70.4% of the respondents answered that interpersonal conflicts were directly or indirectly caused by power relations. which indicates that they perceive power relations as the main cause of interpersonal conflicts. Nurses experienced the most conflicts with interns and residents(29.7%), then patients and their families(24.3%), higher-positioned nurses(12.3%), nurse colleagues(7.7%), lower-positioned nurses(6.5%), and staff doctors(5.1%). If we classify these into three groups. the frequency of the conflicts, from most frequent to least. is in the order of doctors. nurses, and patients. In terms of relative power, nurses perceive that they have greater power than patients and their families, lower-positioned nurses, and nurse colleagues. In contrast, nurses perceive that they have less power than interns and residents, higher-positioned nurses. and staff doctors. Among these groups. nurses perceive that they have the most power over patients and the least over staff doctors. These results indicate that nurses tend to experience more conflicts with members of groups that are stronger than themselves in terms of relative power, Nurses use positive strategies such as the compromise strategy(32.3%) or the collaboration strategy (20.3%) to manage conflicts, more than other strategies. However, they use avoidance or competition strategy more at the earlier stage, compromise strategy more in the mid stage, and collaboration strategy more at the later stage of the interpersonal conflict. In relation to power, nurses use the collaboration strategy or the compromise strategy more when their perceived power is greater than or equal to their counterpart's, and they use the avoidance strategy or the accommodation strategy if their power is less. In terms of source of power, nurses' perceived relative power is greater in the order of referent power. expert power, reward power, legitimate power. and coercive power. where referent power is perceived as having the greatest power and coercive power is least. Most nurses(69.3%) used their power to resolve a conflict. with positive outcomes. Expert power was used most frequently. Overall. this study strongly indicates that the enhancement of power of nurses to have equal power relations with doctors would heighten the success of conflict resolution, since power is the main cause of conflicts. Specifcally. nurses experience most conflicts with doctors against whom they perceive the greatest gap in power. and the choice of a conflict management strategy depend upon their power relations.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.22 no.50
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• pp.33-44
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• 1999

This paper describes the Autonomous Vehicles (AV) which are operated for their own tasks. There are chances of conflict resolution such as sharing the same path which can lead to the risk of a collision. This research represents some ways of negotiating the conflict resolution by generating cooperative actions. Negotiation while traveling the path is accomplished by using priority and by announcing the start time of the task. When there is a risk of collision, the AV tries to dissolve the situation of conflict resolution by concurrently adjusting mutual speed and by performing the algorithm of passing. If the speed of the AV cannot be adjusted, it measures the distance between the counterpart of the AV and an obstacle along the path. Then it judges either to proceed by passing the counterpart of the AV or to turn back after observing the current circumstances. The performance of the algorithm described above was proven by a simulator.

• Journal of Digital Convergence
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• v.18 no.2
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• pp.127-138
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• 2020

This study examines dispute resolution patterns which Vietnamese and Cambodian marriage-immigrant women have utilized in their lives of South Korea. We implement two independent studies using quantitative and qualitative study based on interview method. Our findings show that first, most of marriage immigrant women from Vietnam and Cambodia adopt conflict avoidance method to resolve their disputes. Second, most of respondents tend to consult with people from mother countries in dispute resolution. Third, multi-cultural family support center may play an important role for consulting disputes of cross-border marriage women.

• Journal of dental hygiene science
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• v.21 no.1
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• pp.19-27
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• 2021

Background: The purpose of this study was to investigate the effects of dental hygiene students' communication ability and conflict management types on adaptation to college life improve adaptation to college life and to suggest strategies to play a role as a professional dental hygienist in clinical practice. Methods: The subjects of this study were selected by random sample extraction of dental hygiene students from two colleges in Gyeonggi and one Chungcheong area. The survey was conducted online for dental hygiene students from July 20 to October 31, 2020. In order to comply with research ethics, this study was investigated with the consent of the subjects. The sample was analyzed for the final 351. Results: Dental hygiene students' communication ability was 3.74 points, conflict management types was 3.01 points, and adaptation to college life was 3.30 points. In the type of conflict management according to the general characteristics, the problem-solving method, the avoidance method, the compromise method, and the concession method showed statistically significant differences in major satisfaction. Among the types of conflict management, the highest positive correlation (r=0.613) was shown in the relationship between the problem-solving method and the compromise method. Factors influencing the adaptation to college life were concentration, forced method, self-disclosure, conversational coherence, and social relaxation. Conclusion: This study is significant in that it derives sub-areas of communication ability and conflict management types that influence adaptation to college life. In the future, there is a need to improve the quality of dental hygienists by continuously conducting research on the types of conflict management targeting dental hygienists, and responding more proactively and actively to conflict situations in the clinical field.

• Journal of Distribution Research
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• v.17 no.3
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• pp.93-113
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• 2012

Early conflict research in channel and organization area have focused on the definition of conflict construct, its cause, consequence and identified conflict resolution management. Recent studies about conflict, however, have explored new assumption of complexity, a multidimensional conflict construct, contextual conflict management strategies, positive and negative conflict/consequence, and the conflict resolution strategy. Although many literatures exists on channel conflict resolution, little research has been done about relationship learning and performance from conflict resolution perspective. This study explores how channel members can achieve a relationship learning, as a conflict resolution mechanism, which enhance co-created value in marketing channel relationship. Therefore we propose that conflict resolution strategies(collaborating behavior and avoiding behavior) influence channel performance(effectiveness and efficiency) through relationship learning processes(learning via information exchange, joint interpretation and coordination, relationship-specific knowledge memory), in view of buyer-seller relationship. The research model is shown at

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.532-539
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• 2017

The objective of this study was to understand the degree of conflict in team teaching nursery teachers and also differences in conflict management methods and job satisfaction in accordance with conflict level. For this, a survey was conducted targeting 241 team teaching nursery teachers. In the results of the study, conflict management methods in accordance with conflict level of team teaching nursery teachers showed significant differences in the type of 'integration' and 'avoidance' between groups. Second, job satisfaction in accordance with the conflict level of team teaching nursery teachers showed significant differences in the whole like 'director's operation method & attitude', 'social perception & treatment', 'childcare environment and welfare', 'childcare work', 'relation with colleagues', and 'relation with parents' between groups. In other words, the group with low conflict showed higher job satisfaction than groups with middle or high conflict levels. Based on the results of the study, the efficient operation of team teaching nursery teachers was also discussed.

• Journal of Arbitration Studies
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• v.31 no.2
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• pp.99-118
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• 2021

The participants in this study were university students, who are millennials and familiar with various devices and SNS enabling hyper connection, such as smartphones, the Internet, and the Internet of Things. People are sustaining their relationships with others by using the latest technology and cutting-edge devices at will. Some purchases are made at offline stores through online information, but products are checked through offline stores and purchased online. The MZ generation, which does not always have a fixed and constant behavioral response pattern, was considered a participant in this study because the response pattern may vary depending on one's tendency to avoid uncertainty. As a result of experimenting with the MZ generation, similar results were found in all dependent variables. Advertorial and general ads treated as independent variables affected the participants' tendency to avoid uncertainty. In other words, uncertainty avoidance tendency and interaction effect were found as a result of verifying the effects on the dependent variable of ads type. In an advertorial, the group with low uncertainty avoidance tendencies showed higher dependent variable effects than the group with high uncertainty avoidance tendencies; in general ads, uncertainty avoidance tendencies were higher. The higher group showed higher dependent variable effects than the lower group. Therefore, the group with a low tendency to avoid uncertainty has a high level of dependent variable effects in the advertorial, and the group with high uncertainty avoidance tendency performs self-interpretation in general ads.

• The Journal of the Korea Contents Association
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• v.22 no.2
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• pp.411-419
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• 2022

The aim of this research was to verify the mediating effects of ambivalence over emotional expressiveness and distress tolerance on the relationship between harm avoidance and depression. A total of 403 university students completed TCI-RS(Temperament and Character Inventory-Revised Short version), AEQ-K(Ambivalence over Emotional Expressiveness Questionnaire-Korean), DTS (Distress Tolerance Scale) and CES-D(The Center for Epidemiologic Studies Depression Scale). The results revealed that harm avoidance and ambivalence over emotional expressiveness were positively related with depression, and negatively related with distress tolerance. In addition, the relationship of harm avoidance and depression was successively mediated by ambivalence over emotional expressiveness and distress tolerance. That is, the motivation of emotional expression conflict may have an effect on depression and the distress tolerance would play an important role in therapeutic intervention of depression.

• International conference on construction engineering and project management
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• 2005.10a
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• pp.709-713
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• 2005

The conflict problems encountered in the construction projects led to prolonged delays in implementation, interruptions and sometimes suspension. This paper has described ten fundamental management principles to avoid conflicts in construction field and increase the productivity. They are: i) hire good (not cheap) construction professionals ii) set reasonable time and cost goals iii) recognize contractors and designers are in business to make profit iv) draft a clear contract document v) pick a suitable project delivery system vi) implement a front-end approach vii) accept construction project as a dynamic process viii) need of education and training of professionals ix) accountability and teamwork in construction site, and x) avoid negligence.