프랜차이즈 슈퍼바이저의 역할갈등이 직무만족과 이직의도에 미치는 영향 -커피프랜차이즈를 중심으로 실증적 분석-

박동혁,임재욱,김형재 한국기업경영학회 2014 기업경영연구 Vol.21 No.6

The role of supervisors in the rapid growing market of Coffee Franchise that boomed in early millenium became an important topic especially when consuming coffee became prevalent among adults and suppliers compete to attract consumers more than ever. Due to lack of poor work environment and conflict from supervisors’ role performances, employee’s turnover rate have not stopped increasing. Past studies revealed that role conflict affect job satisfaction and intent to leave negatively. Studies focusing supervisors’ role conflict and satisfaction that lead to bad impact of job satisfaction and turnover rate is yet to be covered in marketing literature. This study shed a light to supervisors undergoing conflict between coffee franchise headquarters and a member store, and how this conflict affect job satisfaction and intent to leave. From author’s personal experience as a supervisor in coffee franchise industry, I have managed to categorize key factors such 1. conflict between franchise headquarters and member store, 2. individual habitude and role conflict, and 3. individual capacity and role conflict. This study is supported by surveys from supervisors of CafeBene, one of the biggest coffee franchises in South Korea. Preliminary surveys, I gathered total of 169 survey responses from people who currently work as a supervisor in Cafebene, Tom and Toms, Mangosix, Coffee Smith, DropTop and Dunkin Donuts. This however, was limited to Seoul, and Incheon in South Korea. Chronbach’s Alpha was used to measure credibilities of each factors, and regression method was used in data analysis. This revealed that role conflict significantly affected job satisfaction and intent to leave. As for job satisfaction, the relevance was found from the conflict among franchise headquarters and member store which lead negative affect for supervisors. As for intent to leave, positive relevance was found from the conflict between franchise headquarter and member store, along with individual capacity and role conflict. Result describes that first role as a employee, hired by franchise headquarter cause opposing view to the second role as a head manager of member store. Supervisors(head manager) respond to both two parties(headquarter and member store) as a intermediary role, in lots of times face dualism from a confusion in how to act upon who’s benefit. These priority matter put supervisors(head managers) into twofold role to stand either for the headquarter or member store. These conflict along with individual potentials; capacity or habitude affected job satisfaction and intent to leave. At last, sub variables from supervisors’ role conflict were affected by the conflict between franchise headquarter and member store. In order to improve existing drawback, the range of role needs to be clarified along with reformation of preexisting operating system. Feedback structure needs to be modified so that supervisors(head managers) can act as a proper intermediary without being pressured whether to support headquarter of member store. Also, defining essential requirement for job specifics is needed when recruiting supervisors(head managers). If individual habitude can not satisfy the required needs of supervisor, then replacing or relocating human resource can be a start. 본 연구는 국내 외식시장에서 급격히 성장한 커피프랜차이즈 가맹본부와 가맹점 사이에서 역할을 수행하는 슈퍼바이저가 역할 수행 간에 겪게 되는 갈등이 직무만족과 이직의도에 미치는 영향을 구명하기 위하여 수행되었다. 실제 슈퍼바이저로 근무하면서 동료 슈퍼바이저들과 공감하는 변수들을 채택하였다. 즉, 직무만족과 이직의도에 영향을 미치는 변수로 가맹본부 내 갈등, 가맹본부-가맹점 갈등, 개인성향-역할 갈등, 개인능력-역할 갈등을 채택하였다. 국내에서 매장수가 가장 많은 카페베네를 포함한 커피프랜차이즈의 서울, 인천 등 수도권을 포함 전국매장들을 담당하고 있는 슈퍼바이저를 대상으로 설문분석을 실시하였다. 수집된 자료를 분석한 결과, 연구모형에서 제시한 역할갈등이 직무만족과 이직의도에 유의한 영향을 미쳤으며, 세부적으로는 선행변수들 중에서 직무만족에는 가맹본부-가맹점 갈등과 개인성향-역할 갈등이 부(-)의 방향으로 유의한 영향을, 이직의도에는 가맹본부-가맹점 갈등과 개인능력-역할 갈등이 정(+)의 방향으로 유의한 영향을 미쳤으며, 직무만족은 이직의도에 부(-)의 방향으로 유의한 영향을 미쳤다. 이 같은 연구결과는 슈퍼바이저의 위치 특성상 가맹본부의 직원이면서 1차 고객인 가맹점을 관리해야하는 역할에서 오는 이중적인 역할요구에 대한 갈등이 직무만족과 이직의도에 많은 영향을 미친다는 점이 검증되었다. 또한, 개인의 성향이나 능력에 따라서도 직무만족과 이직의도에 영향을 미친다는 점을 확인하였다. 마지막으로 본 연구의 분석결과를 가맹본부에서 효율적으로 슈퍼바이저를 관리할 수 있는 방안을 제시함과 동시에 연구의 한계점을 제시하여 향후 연구자들에게 도움을 주고자 하였다.

호텔 종사원이 지각하는 역할갈등이 직무만족에 미치는 영향-조직후원인식의 조절효과-

임상헌 ( Sang Hun Lim ),방한승 ( Han Seung Bang ) 한국관광산업학회 2014 Tourism Research Vol.39 No.3

현시대를 살아가는 우리는 구성의 크기의 유무와 상관없이 집단이나 조직을 이루고 상호간의 상호작용을 통해 각자의 재능을 유용하게 활용하며 살아가고 있다. 그러나 이러한 상호작용은 구성원의 인간적 관계 혹은 업무에서 다원적 갈등을 일으키기도 하며, 특히 호텔의 경우 이러한 부분이 두드러지게 된다. 이는 과거 세분화된 부서에서 세분화된 업무를 진행하며 깊이 있는 전문성을 가지고 있었던 과거의 호텔 조직 구성과 다르게 앞서 언급한 부분과 같이 시대적 변화에 따라 역할의 중복성으로 인해 다재다능한 능력과 그에 따른 복합적 역할이 부여됨을 그 이유로 들 수가 있다. 지금까지 대부분 조직 구성원 간에 의한 역할갈등을 구성원 간에 감소시키는 방안에 대한 논의가 주를 이루어 왔다. 그러나 이러한 논의는 조직 구성원간의 관점에서 이를 해결하기 위한 노력을 종사자 혹은 관리자에게 또 다른 역할을 주는 것으로 종사자 한 개인으로 보았을 때 그 개인 자체가 또 다른 역할갈등을 겪게 되는 것이라 할 수 있다. 이에 본 연구에서는 역할갈등에 따른 조직성과에 조직후원인식의 조절효과를 살펴보고자 한다. 이를 위해 다음과 같은 두 가지의 가설을 설정하였다. (가설1. 역할갈등은 직무만족에 부(-)의 방향으로 영향을 미칠 것이다. 가설2. 역할갈등에 따른 직무만족에 미치는 영향은 조직후원인식에 의해 조절 될 것이다.) 그리고 연구 결과를 통해 조직적 관점에서의 역할갈등 관리의 필요성을 이론적, 실무적 시사점으로 제시하였다. 연구결과로는 첫째, 역할갈등과 조직성과의 영향관계를 알아보기 위한 가설 1의 경우 역할갈등이 직무만족에 미치는 영향에서 전달자 내 갈등 만이 유의수준(p<.05) .004로 부(-)의 방향으로 영향을 미치는 것으로 나타났다. 둘째, 역할갈등과 조직성과의 영향관계에서 조직후원인식의 조절효과를 알아보기 위한 가설2의 경우 역할갈등에 따른 조직성과에 조직후원인식이 미치는 영향은 없는 것으로 나타났다. 이러한 연구결과에 따라 역할갈등은 조직구성원들에게 부정적인 영향을 미치는 것으로 알 수 있으며 조직의 후원은 그들의 역할갈등에 대한 조절을 하지 못하는 것으로 나타났다. 이에 조직구성원들 간의 역할갈등을 최소화 시킬 방안을 고민해보아야 할 것이며, 이후 이와 관련된 추가적 연구 또한 진행되어져야 할 것이다. We are living in this age making groups or organizations regardless of the scale of composition and utilizing talents of individuals through interactions among members. However, such interactions occasionally cause multi-dimensional conflicts in personal relationships or works of members. Such conflicts are particularly highlighted in the hotel industry. The cause for this would be that, unlike the past organization of hotel which processed detailed works in detailed departments based on in-depth professionalism, multi-talented capabilities and complex roles are required in the current hotel industry, due to the duplication of roles following the temporal change as mentioned earlier. Previous discussions has been focused on how to reduce the role conflict caused by and among the organization``s members. However, from the perceptive of members in the organization, such discussions transfer the effort to resolve such conflicts assign another roles to employees or managers so that, from an individual employee``s point of view, the individual him or herself is being ended up experiencing another role conflict. Hence, this study examines the moderating effect of perceived organizational support on the relationship between role conflict and organization achievement. For this purpose, the following two hypotheses were proposed. (Hypothesis 1. Role conflict negatively influences job satisfaction. Hypothesis 2. The relationship between role conflict and job satisfaction is moderated by perceived organizational support.) And, through the study result, the necessity of the role conflict management in the organizational aspect is presented with theoretical and practical implicationsThe study result shows that, first, for Hypothesis 1 the role conflict negatively influences the job satisfaction (p<.05). Second, for Hypothesis 2, moderating effect of perceived organizational support is not significant in the relationship between role conflict and job satisfaction. The results also show that the role conflict is influential in the negative (-) direction to the organization members and the support of organization is not able to control the role conflict of members. Therefore, measures to minimize the role conflict among members of organization should be considered and, in the future, related studies should be performed as well.

보육시설 주임교사의 역할갈등에 관한 연구

김낙흥(Kim, Nak-Heung) 한국유아교육·보육복지학회 2010 유아교육·보육복지연구 Vol.14 No.1

본 연구는 보육시설 주임교사의 역할갈등은 어떠한지 알아보고 주임교사의 배경변인에 따른 역할갈등의 차이를 분석하고자 하였다. 연구대상은 보육시설에 근무하는 주임교사 167명이며, 연구도구는 유치원원감의 역할갈등을 조사한 설문지를 수정·보완하여 사용하였다. 자료분석은 기술통계 분석을 통하여 주임교사의 역할갈등 정도를 분석하였고 주임교사의 일반적 배경에 따른 역할갈등 하위요인별 차이를 밝히기 위해 일원변량분석(ANOVA)을 실시하였다. 연구 결과, 역할갈등의 5가지 하위요인 중 ‘역할갈등’으로 인한 갈등의 정도가 가장 높은 것으로 나타났고, 주임교사의 일반적 배경 중 시설유형에 따른 역할갈등정도의 차이가 뚜렷하게 나타났으며, 역할갈등 하위요인 중에서는 ‘역할 모호성’으로 인한 갈등이 주임교사의 보육교사 경력, 학력, 시설유형, 담당학급 연령에 따라 통계적으로 유의미한 차이가 있는 것으로 나 타났다. 이러한 결과는 보육의 질에 영향을 미치는 역할갈등을 해소하기 위한 방법을 모색하는데 기초자료를 제공할 것으로 기대한다. The purpose of this study was to investigate head teachers’ role conflict on job performance in child-care centers and the differences of their role conflict depending on their demographic information such as their age, teaching experience, head teacher experience, educational background, type of child-care center, and class age. In order to conduct this research, the data were collected from 167 head teachers who worked at child-care centers in Korea by using the survey asking head teachers’ role conflict in terms of 5 types of role conflict such as role conflict, role ambiguity, leadership type, self-respect, and experience and method of resolving conflict. The data were analyzed by descriptive data analysis and ANOVA using PASW17.0. The results of this study showed that the head teachers had higher level of role conflict in ‘role conflict’, ‘role ambiguity’ among the 5 type of role conflict. The results also indicated that there were statistically significant differences in head teachers’ role conflict by their age, type of child-care center, and class age. The analysises of the results suggest that it is necessary to make a regulation for job position and performance of head teachers in child-care center and to provide systematic inservice education for them in order to reduce their role conflict and enhance their role performance.

치과위생사 역할갈등 경험에 관한 질적연구

이순영,임순연 한국치위생과학회 2018 치위생과학회지 Vol.18 No.4

임상에 근무하는 치과위생사가 경험하는 역할갈등의 유발요인과 대처에 대한 본질을 탐색하고자 9명의 임상치과위생사를 대상으로 심층면담을 실시하였다. 면담내용을 분석한 결과 업무 범위, 역할갈등, 역할갈등에 대한 대처와 한계로 이루어진 3개의 범주가 도출되었다. 첫 번째 범주는 업무 범위로 치과위생사가 인식하고 있는 업무 범위, 법적 업무 범위 및 실제 수행하는 업무 범위가 다소 차이를 보였다. 두 번째 범주는 역할갈등으로 대인관계, 업무, 업무환경, 역량, 전문직으로서의 정체감으로 인한 역할갈등을 경험하고있었다. 세 번째 범주는 역할갈등에 대한 대처와 한계이며치과위생사는 다양한 노력을 통해 역할갈등 상황을 해결하려 노력하였으며 그러한 노력에도 불구하고 해결되지 않는현실에 직면할 경우 한계를 느끼고 이직을 선택하고 있었다. 본 연구결과를 토대로 치과위생사의 역할갈등에 관한수준을 정량적으로 측정할 수 있는 도구의 개발 및 역할갈등 상황별 대처 방안의 효과에 대한 후속 연구가 필요하다. This study was based on the experience of dental hygienists’ role conflict, and attempted to grasp the nature of the dental hygienist role conflict factor, constituent factor and coping. Giorgi’s phenomenological method was used to analyze data collected through in-depth interviews with nine dental hygienists working in a dental clinic. The analysis revealed three central meanings: task scope, role conflicts, and role conflict management style and limitations. In the first category, task scope, the range of the legal scope, and the duties performed by the dental hygienist differed slightly. The second category included role conflict due to interpersonal relationship, work, work environment, competence, and identity as a professional because of role conflict. The third category included the role conflict management style and limitations. Dental hygienists tried to solve the role conflict situation through various efforts. In the face of the reality that the conflict is not solved despite such efforts, the dental hygienists felt the limitation and chose to leave. Dental hygienists are dissatisfied with their roles because of confusion regarding professional values and lack of awareness of the professional workforce due to differences between legal scope and actual practice. Based on the results of this study, it is necessary to develop a tool to quantitatively measure the level of role conflict in dental hygienists and to conduct follow-up studies on the effects of coping strategies by role conflict situations.

장애유아 통합 교육·보육기관 교사의 역할 수행과 갈등

송영미,조광순 한국유아특수교육학회 2008 유아특수교육연구 Vol.8 No.3

The purpose of this study was to investigate the levels of role performance and role conflict of general early childhood education (ECE) and early childhood special education (ECSE) teachers in inclusive preschool and childcare settings. A survey questionnaire, using a rating scale, was employed with 128 teachers. The results demonstrated that the overall role performance levels among ECE and ECSE teachers were found to be average and the overall role conflict levels were low. Most teachers demonstrated higher levels of role performance as curriculum designer, lesson planner and implementer, and evaluator, but not as researcher or collaborator. The ECSE teachers demonstrated higher levels of role performance, not only as curriculum designer, lesson planner and implementer, and evaluator, but also as assessor. However, these differences in the levels of role performance among role types and between ECE and ECSE teachers were not statistically significant. It was also found that teacher background variables such as age, years of teaching experience, and program type did not affect the overall levels of role performance. Teachers demonstrated somewhat higher levels of role conflict within intra-roles and lower levels of role-conflict within role-ambiguities compared to other areas. However, these differences in the levels of role conflict among role conflict types and between ECE and ECSE groups were not statistically significant. Also, teacher variables of age, years teaching, and program type were not found to affect the levels of role conflict. This report discusses enhancing the collaboration between ECE and ECSE teachers, investigating the interaction effects among teacher variables by increasing the sample size, employing the qualitative research methodology, and identifying variables related to teacher role performance and conflict. Future studies on the development and implementation of training and technical assistance programs for teachers, other professionals, and families are suggested. 본 연구에서는 장애유아들을 통합하여 서비스를 제공하고 있는 국공립 유치원 및 어린이집의 유아교사와 유아특수교사 128명을 대상으로 교사들의 역할 수행과 갈등 수준을 알아보았다. 연구결과, 교사들의 역할 영역별 수행 수준은 전반적으로 볼 때 보통 수준이었고 역할갈등 수준은 비교적 낮은 편이었다. 전체적으로 교사들의 교육과정 설계와 수업계획·실행, 진단자로서의 역할수행 수준은 다른 영역 수행 수준에 비해 비교적 높았고 유아특수교사의 경우 평가와 관련된 역할 수행수준 또한 높은 편이었다. 그러나 역할 하위 영역에 따른 유아교사와 유아특수교사 집단 간 차이 및 연령과 경력, 근무기관에 따른 역할수행 수준 차이는 통계적으로 유의미 하지 않았다. 역할갈등의 경우 개인 내 갈등 수준은 다른 하위 영역에 비해 조금 높았고 역할 모호성은 비교적 낮은 편이었지만 각 하위 역할영역에 있어 집단 간 차이 및 교사의 일반적 배경 변인에 따른 역할갈등 수준 차이 또한 통계적으로 의미 있게 나타나지 않았다. 이러한 연구결과를 토대로 유아교사와 유아특수교사와의 협력 증진과 표집수 증가를 통한 변인들 간의 상호작용 효과를 밝히는 연구 및 질적 연구, 역할수행 관련 변인에 관한 논의를 하였고 연수·기술지원 프로그램 개발·적용에 관한 향후 연구 제안을 하였다.

The CORRECTIONAL Orientation and Role Conflict of Correctional Officers

Seungjoo Lee J-INSTITUTE 2020 Regulations Vol.5 No.2

Purpose: The recent correctional administration emphasizes not only aspects of detention-security focused on the execution of prisoners in the past but also the rehabilitation ideology through personality education. A cor-rectional officer who must pursue these two conflicting ideologies at the same time has no choice but to feel a role conflict. Therefore, the focus of this study is to examine role conflicts based on the contradictory role expec-tations of “punishment ideology” and “rehabilitation ideology” required of correctional officers from the per-spective of role conflicts. Method: This study is based on a survey that targeted 431 current correctional officers and the collected questionaries were analyzed by the statistics program of SPSS 22.0. For specific research methods, factor analysis, reliability analysis and correlation analysis were conducted to verify the reliability and validity of each variable. In addition, ANOVA analysis was conducted for the purpose of proving the research hypothesis to verify the dif-ferences in the correctional concepts and role conflicts by the socio-demographic characteristics of correctional officers and the differences in role conflicts according to the correctional orientation. Results: Although the punishment orientation of correctional officers differed depending on age, period of service and first department of work, the rehabilitation orientation differed only in the first department of work, this means that the first department of work was the only common link reinforcing either a punishment and rehabilitation ideology. Also, the more the punishment ideology was followed, the greater the chance that role conflict could be experienced. However, there are no difference in role conflicts according to the socio-demo-graphic characteristics, such as gender, age, period of service, current and first department of work. Conclusion: In order to further examine role conflicts of correctional officers, various approaches such as in-depth interviews and panel research will be required. It is also necessary to study various forms of organizational culture to reduce the role conflicts of correctional officers and to efficiently accept contradictory ideologies of punishment and rehabilitation simultaneously.

호텔 기혼남성 종사원들의 역할갈등이 직무스트레스에 미치는 영향에 있어 마음챙김의 조절효과

장성빈 ( Jang Seong-bin ),이희승 ( Lee Heeseung ) 한국관광산업학회 2020 Tourism Research Vol.45 No.1

역할갈등에서 파생된 일-가정 갈등/ 가정-일 갈등 관련 논문들은 주로 여성들을 대상으로 꾸준히 연구되어 오고 있다. 왜냐하면 여성들의 사회적 지위가 높아지고 있으며, ‘워킹맘’의 경우 가사부담, 자녀양육과 함께 직장 내 직무를 수행해야 한다는 부담감이 존재하며, 일-가정에 있어 다중역할 갈등인 스트레스에 노출되어 있기 때문이다. 그런데 최근 들어 이러한 사회변화에 따른 갈등은 여성만 겪는 것이 아니며 남성들 역시 일-가정 사이에서 스트레스와 갈등을 겪는 것으로 나타나고 있다. 미국 심리학회 보고 자료에 의하면 일-가정, 가정-일 사이의 갈등은 여성들이 높을 것이라는 일반적인 인식과 달리 남성들 역시 거의 비슷한 수준으로 일과 가정 사이에서 역할갈등을 겪는 것으로 나타났다. 이러한 이유로 본 연구는 호텔 기혼남성종사원들이 지각하는 역할갈등이 직무스트레스에 미치는 영향과 그들이 지각하는 역할갈등이 직무스트레스에 미치는 영향에 있어 마음챙김이 조절효과가 있는지에 대해 확인하였다. 연구결과 첫째, 역할갈등이 직무스트레스에 미치는 영향에 있어서 역할갈등의 요소인 일-가정 갈등, 가정-일 갈등이 높을수록 직무스트레스가 높아진다는 결과가 도출되었다. 둘째, 역할갈등과 직무스트레스의 영향관계에 있어 마음챙김의 조절효과를 분석한 결과 아직까지 마음챙김은 조절효과가 없는 것으로 밝혀졌다. 이는 기존의 선행연구들에서 사회적 지지나 조직후원인식의 조절효과가 있는 것으로 보아, 단기적으로 살펴보았을 때, 우리나라 호텔 기업에서는 내적 측면보다 외적 측면으로써 조직후원인식이나 사회적 지지에 대한 중요성이 더 큰 것으로 판단된다. 그러나 장기적인 관점에서 예측해본다면, 우리나라의 호텔 기업에서도 마음챙김에 대한 중요성을 인식하며, 선진국의 마음챙김 사례들을 벤치마킹하여 종사원들의 스트레스 완화에 적극적인 노력을 기울이게 된다면 호텔 종사원들의 소진을 미리 방지하고 더 나아가 기업의 성과에도 많은 도움을 줄 수 있을 것이다. Studies on work-home / home-work conflict derived from existing role conflicts focus on women. In modern society, 'working moms' are under pressure to carry out their duties at work with their children, and there is a strong argument that they are exposed to multiple roles in their work-home conflicts. This has led to a steady stream of studies on the perceived work-home role conflict among married women. Recently, however, it has been revealed that the conflict caused by social change is not just for women, and that men also suffer from stress and conflict between work and family. Contrary to the general perception that women will be high in conflict between work and family, men feel at a level almost similar to that of women, that is, work is disrupted by family ties or family, according to a report by the American Psychological Society, married men around the world with the growing view that the traditional gender role for men should change, the family recognizes that the sharing of roles is becoming more active. So in this study, the purpose was to check, the impact of the perceived role conflict on job stress by married male employees at hotels and if there was any adjustment effect of the mindfulness in the impact of the role conflict on job stress. In order to achieve this research objective, married men working in hotels were surveyed and the research findings were as followed. First, it was found that the higher the work-home conflict, which is a factor of the role conflict, in the effect of the role conflict on the job stress, the higher the job stress, the equally higher the work-home conflict, the higher the job stress. Next, after examining the effect of control the mindfulness in relation to the influence of role conflict and job stress, it was found that this study had no effect on controlling the mind.

역할불일치, 성과불일치가 조직 내 갈등에 미치는 영향: 커뮤니케이션 능력의 조절효과

안혜경,이시훈 한국지역언론학회 2022 언론과학연구 Vol.22 No.3

The present study examined the effects of role discrepancy and performance discrepancy on conflicts within the organization and the moderating effect of communication competence in the process. As a result of a survey on 305 local office workers, it was confirmed that both role and performance discrepancy increase role conflict, task conflict, and relationship conflict within the organization. Role conflict increases when workers recognize role discrepancy, task conflict arises when there are differences in tasks and performance methods, and relationship conflict also increases. Performance discrepancy causes workers to feel helpless and decrease their confidence which results to conflicts over the role and task assigned to them, and disappointment and resentment expressed among members of the organization lead to increased relationship conflict. Communication competence has been found to have a role in moderating conflict in areas with low role discrepancy, however, it has been found to increase task conflict. 본 연구는 역할불일치와 성과불일치가 조직 내 갈등에 미치는 영향과 그 과정에서 커뮤니케이션 능력의 조절효과를 고찰하는 것을 연구목적으로 하고 있다. 국내 직장인 305명을 대상으로 조사한 결과, 역할불일치와 성과불일치가 조직 내 역할갈등, 과업갈등, 관계갈등을 증가시키는 요인으로 확인되었다. 조직구성원은 역할불일치를 인식하면 역할과 상호연관되어 나타나는 역할갈등과 업무내용과 수행방식의 차이에서 발생하는 과업갈등을 증가시키며, 관계갈등 또한 증가시키는 것으로 나타났다. 성과불일치는 구성원이 무력감을 느끼고 자신감이 감소하여 자신에게 부여된 역할과 과업수행에 대한 갈등을 초래하며, 구성원 간에 서운함과 원망의 감정이 표출되어 관계갈등까지 증가시켰다. 커뮤니케이션 능력은 역할불일치가 낮은 영역에서 갈등을 조절하는 역할이 일부 발견되었으나 과업갈등을 증가시키는 것으로 나타났다.

병원 종사자의 역할갈등 및 역할모호성이 팀성과에 미치는 영향과 관계갈등 및 과업갈등의 매개효과

김태경 ( Tae Kyoung Kim ),지재훈 ( Jae Hoon Ji ),신희경 ( Hee Kyoung Shin ) 한국보건정보통계학회(구 한국보건통계학회) 2019 보건정보통계학회지 Vol.44 No.2

Objectives: The objective of this study is to grasp effects of role-conflict and role-ambiguity on team performances in hospital employees and to verify the mediating effects of relationship conflict and task conflict on the relationships among the variables. Methods: In order to achieve research purposes, an empirical study model was designed to test the cause-and-effect relationship between team performances and conflicts among the members through earlier studies. The subjects were 280 employees of 9 hospitals located in Busan and the survey was conducted by self-administered questionnaire. Results: The role ambiguity was the greatest in team performance, the task conflict in sequence and the relationship conflict in order. In terms of direct effect, the task conflict was the biggest variable. However, the role ambiguity which has both direct and indirect effects was verified as the most important variable among variables in study model. Conclusions: In conclusion, the role ambiguity in total effect and the task conflict in direct effect are the most precious variable. Therefore, it is necessary to develop the management method to effectively manage the role ambiguity and the task conflict among the different conflicts in organization.

관절염 환자의 역할갈등, 가족지지와 삶의 질과의 관계

허혜경 성인간호학회 1999 성인간호학회지 Vol.11 No.1

This study was done to identify the relationships among family support, role conflict and the quality of life of patients with arthritis. And it was investigated the effects of family support on role conflict and the quality of their lives. The subjects were 98 patients with arthritis. The instruments used in this study were used Family Support Scale by Kang(1985), Modifided Quality of Life Scale by Ro(1988), and Role Conflict Scale developed by the researcher. The results of study were as follows: 1. Disease characteristics related to role conflict were pain intensity(r=.35, p<.001) and limitation of activities of daily living(ADL)(r=.37, p<.001). That related to quality of life was pain(r=-.27, p<.01). 2. There were no significant variations family support, role conflict and quality of life between rheumatoid arthritis and osteogenic arthritis patients. The patients with rheumatoid arthritis had more than twice the number of affected joints as comparing to osteogenic arthritis. But there were no differences the pain intensity and limitation of activity of ADL. 3. As applying to arthritis patients in general : There was a significant negative relationship between family support and role conflict(r=-.28, p<.01). There was a significant negative relationship between role conflict and quality of life(r=-.46, p<.01). There was a significant positive relationship between family support and quality of life(r=.58, p<.01). Family support, as an intervening variable, had an impact on quality of life and role conflict. In conclusion, family support is an important variable in improving the quality of life of patients with arthritis. And especially role conflict has a significant influence on the quality of their lives. Therefore, we have to develope nursing interventions for higher levels of family support through family education and support programs. In future studies, it would be well to investigate for effects and qualities of role conflict in the lives of patients with arthritis.