• 경영과정보연구
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• 제26권
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• pp.181-204
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• 2008

This study is to categorize five types of conflict handling styles that employees can take when conflict occurs. The five types are integrating, avoiding, dominating, obliging, and compromising. I found these factors that explain conflicts handling styles divided them into organizational structure, task group functioning and need styles and how certain factors explain different kinds of conflict handling styles without other factors. To measure conflict handling styles, this study used the scale of conflict style devised Rahim. Data were collected by the survey method from employees engaged in the service industry located Seoul, the Province of Gyeonggi, and the Province of Gangwon. In addition, in order to prove my hypothesis, I used hierarchical regression analysis method to find the pure explanation that each factors have without multicollinearity. According to the study's result, in a person's type of needs, if the need for achievement is high, they prefer integrating style. In contrast, if the need for achievement is low, they prefer avoiding style. Also, if the need for affiliation is high, the employees prefer compromising style. But if the need for affiliation is low and the need for dominance is high, the employees favor dominating style. However, in task group functioning, group homogeneity, group cohesiveness, and group goal clarity are high, or the confidence in peers and management is high, the employees prefer obliging style to other conflicts handling styles. As well as if group homogeneity, group cohesiveness, and group goal clarity are high, it was found that they prefer compromising style. Also, if the role conflict that is related to organizational structure is serious, employees prefer obliging style, but they have weakenss in explanation. To sum up these results, if the employees have obliging style that shows lack of concerns over themselves and at the same time, have high concerns to others, is affected by task group or organization. And we can infer that the other conflicts handling styles are effected by personal characteristic.

• 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.

• 경영과정보연구
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• 제24권
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• pp.125-154
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• 2008

The purpose of this study is to analyze how the organizational structure, task group functioning and need styles have influence on the conflicts handling styles such as integrating, avoiding, dominating, obliging and compromising as the employee's personality engaged in the service industry. This study uses the hierarchical regression analysis method. Data were collected by the survey method from employees engaged in the service industry located Seoul, the Province of Gyeonggi, and the Province of Gangwon. The study result shows that to the employees with the type A style, need styles are significantly related to the conflicts handling styles such as avoiding. But to the employees with the type B style, need styles are significantly related to the conflicts handling styles such as integrating and avoiding. On the other hand the result shows that the higher the need for achievement and the lower the need for autonomy, employees with the type B style prefer integrating styles to other conflicts handling styles. Or the higher the need for dominance, employees with the type B style prefer dominating styles to other conflicts handling styles. And the higher the need for dominance, employees with the type A style prefer dominating styles to other conflicts handling styles. The study result shows that to the employees with the type A and type X style, task group functioning are significantly related to the conflicts handling styles such as obliging and compromising. But to the employees with the type B style, task group functioning are significantly related to the conflicts handling styles such as obliging and dominating. On the other hand the result shows that the lower faith in peers and management and the higher confidence in peers and management, employees with the type B style prefer obliging style to other conflicts handling styles. But the higher group homogeneity and group cohesiveness, the lower faith in peers and management and the higher confidence in peers and management, employees with the type X style prefer obliging style to other conflicts handling styles. And the higher confidence in peers and management, employees with the type A style prefer compromising style to other conflicts handling styles. The study result shows that to the employees with the type A, organizational structure functioning are significantly related to the conflicts handling styles such as avoiding, obliging and compromising. But to the employees with the type X style, organizational structure functioning are significantly related to the conflicts handling styles such as dominating. On the other hand the result shows that the higher role conflict, the lower role ambiguity and the higher communication system, employees with the type A style prefer avoiding style to other conflicts handling styles. But the lower role ambiguity, employees with the type X style prefer compromising style to other conflicts handling styles. To conclude from these results, employees with the type A style have influence on the organizational structure functioning to other factors on the preference of the conflicts handling styles. And employees with the type B style have influence on the needs styles to other factors on the preference of the conflicts handling styles. Or employees with the type X style have influence on the task group functioning to other factors on the preference of the conflicts handling styles. Although this study provides several managerial implications, this study has some limitations. Specifically data were collected from only the service 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.

• 한국패션뷰티학회지
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• 제1권1호
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• pp.95-104
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• 2003

Just as costumes reflect the spirit of the time, hair styles echo the social changes and even facilitate them, being used as a means of communication. In short, hair styles reflect the cultural life of the time dynamically. In our modern times, fashion is moving very fast, and such a phenomenon is more conspicuous in hair styles. While individuals are eager to pursue their own individuality, hair styles play a leading role in fashion, excelling the costumes. In this sense, we need to note that hair styles may be related with individual, social and psychological factors. As people are more interested in hair colors, the scope of hair color selection becomes wider. People visit beauty shops to have their hair colors changes rather than have their hairs cut. Selection of a hair color seems to be deeply related with individuals' psychological states. Since hair colors have much effects on their facial images, hair designers need to have an empathy with their customers. Each person has his or her own unique image, and his/her selection of hair colors is affected much by external environment as well as his/her traits. With such basic assumptions in mind, this study was aimed at analyzing the preferences of hair colors by those in their 20's, 30's and 40's who are more interested in their hair colors. To this end, their preferences of or tendencies for hair colors were surveyed by sex, age group and job.

• 대한가정학회지
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• 제40권11호
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• pp.157-170
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• 2002

This study is an attempt to establish an aesthetic and fashion sense of the heroine's image and fashion according to the social environment which is related to fashion transformation. Also, this study modem society's need for specific social occupational roles through fashion and clothing in cinema. first, individual people are estimating their social position and ability by his/her fashion style. Modem fashion styles are changing into various, complicated, gorgeous and attractive styles; however, the needs of professional women's clothing styles are fairly conservative. Second, classical, closed, and unobtrusive fashion styles are appearing in modem cinema's clothing depending on professional women's expertise in fashion styles. Third, changes of styles are varied by their colors and clothing design. Colors had not changed very much during the last 30 years; however, in the 1980's, white and grey colors, in the 1990's black and achromatic colors, and in the beginning of this century dark green and brown and also diverse colors have been used. But the brightness is so light and expressed by a quiet and cold style. Furthermore, the inner images are judged by their forms which is determined by how people choose their clothing styles. Consequently, women's clothing styles easily appear as a result of their preconceived ideas formed by their professional knowledge and ability.

• 간호행정학회지
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• 제21권1호
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• pp.43-52
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• 2015

Purpose: In this study, behavioral styles of Dominance, Influence, Steadiness, and Conscientiousness (DISC) were examined and differences in job satisfaction and clinical competence among newly hired nurses were explored. Methods: For this explanatory correlational research, 176 newly hired clinical nurses were recruited from three university hospitals and one general hospital located in Seoul and Gyeonggi province. Data were collected in August, 2013 though self-report questionnaires. Results: The distribution of behavioral styles was 11.4%, 42%, 29% and 17.6% for Dominance, Influence, Steadiness, and Conscientiousness respectively. DISC behavioral styles were associated with sub-areas of job satisfaction such as professional position and doctor-nurse relationship. DISC behavioral styles were significantly associated with the total score for clinical competence and sub-areas of data collection, basic nursing skills, critical thinking, education and leadership, and attitudes toward professional development and practical skills. Multiple linear regression analysis showed that DISC behavioral styles predicted clinical competence (Adj. $R^2$=.14, F=9.42, p<.001). Conclusion: A focus on cultivating influential and steady behavioral styles among newly hired nurses can be helpful in improving job satisfaction and clinical competence. There is a need to improve interpersonal relationships through a deeper understanding of each person's behavioral style based on the analysis of DISC behavioral styles.

• International Journal of Human Ecology
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• 제7권1호
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• pp.53-65
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• 2006

The purpose of this study was to examine the differences in the decision making styles of Korean and American consumers. Focus group interviews were used as the median to collect information related to their methods of approach to a market to buy a universal need such as clothing for personal use. Findings suggest that within each construct, there may be different factors that should be used to measure the decision making styles of Korean and American consumers. It also implies that the previously established Consumer Decision making styles instrument may not be a reliable measure cross-culturally. Recommendations for future research are suggested.

• 중환자간호학회지
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• 제11권3호
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• pp.58-70
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• 2018

Purpose : This study examined the factors influencing posttraumatic and conflict management styles for nursing performance in intensive care units (ICUs). Methods : In this study, 250 nurses from eight general hospitals in three cities participated. Structured self-report questionnaires were used to collect data on posttraumatic, conflict management styles, and nursing performance. Finally, the data were analyzed by SAS 9.3 program. Results : The mean of total sum scores was 31.29, and the high risk of posttraumatic symptoms was 61.2%. It was noted that nursing performance is significantly correlated with collaboration, compromise, accommodation styles, and intrusion. Collaboration styles (${\beta}=0.39$, p<.001) and hyperarousal (${\beta}=-0.22$, p=.050), ICU experience below 1 year (${\beta}=-0.21$, p=.027) and that of 5-10 years (${\beta}=-0.19$, p=.049), and compromise style (${\beta}=0.16$, p=.049) were found to be the factors influencing nursing performance with 35.9% explanatory power value of regression model. Conclusions : The results of the study reveal that conflict management styles, hyperarousal, and ICU experience are factors predicting the successful performance of ICUs. These findings emphasize the need of developing interventions to reduce stress symptoms and conflicts in ICUs.

• International Journal of Knowledge Content Development & Technology
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• 제3권2호
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• pp.29-42
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• 2013

The purpose of this study is to explore the information management behaviors of undergraduate students in their dormitory rooms, using Personal Information Management (PIM) as the theoretical framework. Ethnographic methods were applied to study how students devise their own systems combining digital and traditional tools to collect, create, manipulate, organize, and manage the information they need to fulfill their roles as university students. Results show a broad diversity of behaviors influenced more by individual learning styles and preferences than high-tech gadgetry. It is proposed that just as every individual has unique learning styles and preferences, so too do we have individual information styles, and we apply our tools and gadgets in our own ways to best accommodate our own styles.

• 영재교육연구
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• 제13권3호
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• pp.19-44
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• 2003

본 연구의 목적은 Sternberg의 정신자치제 이론에 근거하여 영재학생과 일반학생의 사고양식에 특별한 차이가 있는지, 또한 영재학교와 일반학교에 근무하는 교사특성에 따라 사고양식에 차이가 있는지를 알아보는 것이었다. 본 연구를 위하여 영재 고등학생 191명과 일반 고등학생 245명, 교사 73명이 참가하여 사고양식 설문조사에 응답하였다. 연구의 주요 결과들은 다음과 같다. 첫째, 영재학생과 일반학생의 사고양식은 차이가 있었다. 영재 학생은 일반 학생에 비해 입법적, 행정적, 사법적, 전체적, 계급주의적, 내부지향적 사고를 선호하는 것으로 나타났다. 둘째, 영재학교 교사와 일반학교의 교사의 사고 양식에는 차이가 없었다. 셋째, 교사 근무연한에 따라 교사의 사고양식에 차이를 보였다. 교직 경력이 오래될수록 보다 행정적, 지엽적, 보수적 사고양식을 보였다. 넷째, 교사의 성별, 가르치는 과목에 따른 교사의 사고양식의 차이는 나타나지 않았다. 영재 교육을 계획함에 있어서 또한 영재교육을 위한 교사선발에 있어서 효과적인 영재교육을 위해 학생과 교사의 사고양식을 고려하는 것이 요청된다.