• Korean Journal of Childcare and Education
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• v.8 no.3
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• pp.209-227
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• 2012

This study is about how functional conflict, hierarchical conflict in child-care centers and the sociology population of teachers influence organizational effectiveness. The questionnaire listed about the organizational conflict and the organizational effectiveness were used in this study. For the analysis of the questionnaire, frequency, percentage, reliability, and regression were used as statistical tools. In the results, the teacher's academic backgrounds, career, and marital status seem to have an influence on the organizational conflict. The hierarchical conflict in child-care centers has a more negative influence on organizational effectiveness than the functional conflict.

• Journal of the Korean Society of Marine Environment & Safety
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• v.22 no.6
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• pp.688-693
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• 2016

In this study, various conflicts in the maritime police organization were diagnosed and police subculture, which is different from dominant mainstream maritime police culture, was concluded to cause conflicts. In addition, maritime police conflicts and conflicts due to the balance, confrontation, and contradiction between bureaucratic and democratic values in the maritime police organization itself are discussed. The results of analysis on the effects of Maritime police subculture on organizational conflict are as follows: First, the influence of cynicism on functional conflict was explored. The higher the level of lies of the persons under investigation, the more functional conflict appeared. Also, if a person showed a low level of credibility among the police, this also led to functional conflict. In addition, if an individual showed low levels of cooperation and credibility with the police, this resulted in hierarchical conflict. Second, the influence of machismo on functional conflict was also explored. It was found that female officers experienced conflicts because of poorer job performance compared to male counterparts. In hierarchical issues, female officers experienced conflict over the reduced scope of tasks assigned to them and lower job performance ability. Third, the effect of non-acceptance of change in functional conflict was not statistically significant. An aggressive attitude toward crime control and rejecting jobs unrelated to crime influenced functional conflict, and an aggressive attitude and performing jobs unrelated to crime lead to functional conflict.

• Journal of Distribution Science
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• v.16 no.3
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• pp.59-68
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• 2018

Purpose - This study empirically examines the effects of environmental dynamics(dynamics of one's own company, dynamics of competitors, and dynamics of customers), within the franchise industry, on the dependence and conflict(dysfunctional conflict and functional conflicts) and the business performances(financial and non-financial). Furthermore, we empirically examined the effects of the dependence of franchise on the conflicts(dysfunctional conflict and functional conflict) and business performances(financial and non-financial). Finally, we empirically examined the effects of the conflicts of franchise (dysfunctional conflict and functional conflict) on the business performances(financial and non-financial). Research design, data, and methodology - Our study conducted a survey on the managers and owners of the franchises located in Seoul, Gyeonggi, and Incheon. The total number of valid samples was 230, and the structural equation model was analyzed by using AMOS program. Results - First, the environmental dynamics(dynamics of one's own company, dynamics of competitors, and dynamics of customers) in the franchise industry were shown to have statistically significant positive effect on the dependence of franchise. Second, among the environmental dynamics in the franchise industry, the dynamics of one's own company and the dynamics of the customers were shown to have a statistically significant positive effect on the dysfunctional conflicts of franchisees. However, in the franchise industry, the dynamics of competitors did not have a statistically significant effect on the dysfunctional conflict of the franchise. Third, in the franchise industry, the environmental dynamics(dynamics of one's own company, dynamics of competitors, and dynamics of customers) did not have a statistically significant effect on the functional conflicts of the franchises. Fourth, the dependence of franchise was shown to have a statistically significant positive effect on the conflicts(dysfunctional conflict and functional conflict). Fifth, the dysfunctional conflict of franchisees was shown to have a statistically significant negative effect on the business performances(financial and non-financial). Sixth, the functional conflicts of franchises was shown to have a statistically significant positive effect on business performances(financial and non-financial). Conclusions - From the franchise industry researches, the environmental dynamics were selected as the preceding factors and the relationship leading to dependence, conflict, and business performance were constructed into model.

• Korean Management Science Review
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• v.28 no.2
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• pp.75-92
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• 2011

This study investigates how cognitive and affective conflict affect performance and social outcomes in the new product situation. We examine the corporate, project, and personal characteristics that determine the level of inter-functional conflict between marketing and R&D. From a survey of Korean high-tech companies, we found : (1) time pressure was positively related to cognitive and affective conflict, (2) joint reward systems, interdepartmental connectedness, and years of education were negatively associated to cognitive conflict, (3) while cognitive conflict was positively related to new product creativity and NPD performance, affective conflict was negatively associated to marketing-R&D integration and perceived effectiveness of the relationship, as well as new product creativity and NPD performance.

• Journal of the Korean Home Economics Association
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• v.48 no.8
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• pp.51-65
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• 2010

This research explored the importance of conflict resolution in communication between adolescents and their parents. A teaching and learning plan on communication using the Active listening, I-message method and no-lose conflict resolution method was developed and applied to teaching the 'Communication among Family Members' unit in the middle school home economics and technology textbook. The experimental class of 203 students using the active listening, I message and no-lose conflict resolution method in communication was compared with a comparative class of 163 students using only the active listening and I message method, investigating the amounts of communication, conflicts, functional communication and degree of satisfaction the students perceived regarding relationships with their parents via pre and post tests. Both groups showed significant increases in their amounts of communication and functional communication. However, only the experimental class showed an increase in their degree of relationship satisfaction with their parents. Both groups evaluated the lesson positively.

• Journal of the Korean Society of Food Culture
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• v.33 no.1
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• pp.26-35
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• 2018

This study conducted an empirical analysis of the effects of job characteristics on work-family conflict relation and quality of life, as well as moderating effects in accordance with operation type, by targeting 245 dietitian/cooks working for contract foodservice companies. The results of this study are as follows. First, the autonomy and feedback had negative (-) effects on work-family conflict while functional diversity had positive (+) effects on work-family conflict. Job identity and job importance had no relation with work-family conflict. Second, work-family conflict had negative (-) effects on job satisfaction, work-family relation, job support, general happiness, and job environment while having positive (+) effects on job stress. Third, in all paths except for the path with effects of work-family conflict on job stress, there were no differences between the group of shops operating 365 days and the group of shops operating 5 days a week. It would be helpful to the effective operation of human resources by emphasizing the necessity of differentiated management for companies with shops operating 365 days and shops operating 5 days a week, as well as managing employees' job characteristic factors, work-family conflict, and even quality of life.

• The Journal of The Korea Institute of Intelligent Transport Systems
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• v.7 no.5
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• pp.64-76
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• 2008

To increase road safety at blackspots, it is needed to develop a new method that can process before accident occurrence. Accident situation could result from traffic conflict. Traffic conflict decision technique has an advantage that can acquire and analyze data in time and confined space that is less through investigation. Therefore, traffic conflict technique is highly expected to be used in many application of road safety. This study developed traffic conflict decision program that can analyze and process from signalized intersection image. Program consists of the following functional modules: an image input module that acquires images from the CCTV camera, a Save-to-Buffer module which stores the entered images by differentiating them into background images, current images, difference images, segmentation images, and a conflict detection module which displays the processed results. The program was developed using LabVIEW 8.5 (a graphic language) and the VISION module library.

• Journal of Digital Convergence
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• v.13 no.10
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• pp.107-120
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• 2015

In this paper, we study the conflict management plan of the organization in the age of convergence. More specifically, we reveal the impact of the conflict according to behavior of the leader. To this purpose, The behavior of the leader were classified as Supportive Leader and Controlled Leader, and forms of Resistance wert classified as Functional Resistance and Dysfunctional Resistance that results of the conflict. Also, Psychological Contract Violation and Breach was set up as a mediate variable. The results were as follows. First, When employee resistance comes up in the organization, Support behavior of Leaders leads to desirable changes in the organization through the functional and constructive resistance. In contrast, Controlled behavior of Leaders leads the destructive and dysfunctional resistance of employee. Second, Since the perception that the follower is receiving assistance to leaders, it reduces the perception of psychological contract violation, but Controlled leader is largely perceived as the Psychological Contract Violation to the followers. Third, Supportive Leader is not influence the affect of employee, and They resolve the Conflict in objective and positive way. Therefore, the results of this study have many theoretical and practical implications.

• International Area Studies Review
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• v.13 no.2
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• pp.3-39
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• 2009

The purposes of this study are to identify important variables such as strategic motivation, performance objectives and satisfaction, managerial and functional area control, functional area conflict, resource contribution, investment environment and competition of international joint ventures (IJV) and to compare the management practices of Korean and Japanese IJVs in Vietnam. Data set consists of those Korean and Japanese IJVs with local partners in Vietnam. The results suggest that Korean and Japanese IJVs in Vietnam reveals significant differences in their international management practices at IJVs in most areas. We also found differences in satisfaction of the parent companies with the performance of these IJVs in Vietnam.

• Korean Journal of School Psychology
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• v.17 no.1
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• pp.87-107
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• 2020

The purpose of this study was to examine the mediating effect of functional and dysfunctional expressions of anger on the relationship between covert narcissism and dating violence among college students. The study also investigated gender differences with regard to covert narcissism, dating violence, and functional and dysfunctional expressions of anger. To this end, 339 college students (133 males, 206 females) with heterosexual dating experiences in the Busan Metropolitan area were recruited. They responded to the Covert Narcissism Scale, the Revised Conflict Tactics Scale 2, and the Korean adaptation of the State-Trait Anger Expression Inventory. The results were as follows. First, covert narcissism, dating violence, and functional and dysfunctional expressions of anger differed significantly by gender. Second, there were statistically significant correlations between covert narcissism, dating violence, and functional and dysfunctional expressions of anger. Third, multiple regression analysis showed that dysfunctional expressions of anger for males were positively correlated with dating violence while functional expressions of anger were negatively correlated. For females, dysfunctional expressions of anger were positively correlated with dating violence while functional expressions of anger were not significantly correlated. Fourth, dysfunctional expressions of anger completely mediated the relationship between covert narcissism and dating violence for both males and females, but functional expressions of anger had no mediating effect. These results suggest that dysfunctional anger expression control program should be developed for students which may help those with covert narcissistic tendencies to functionally express their anger. Future research should analyze dating violence prevention and counseling programs.