집단적 요인과 개인적 요인이 갈등관리유형 선호에 미치는 영향에 관한 연구

다국어 초록 (Multilingual Abstract)

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.

목차 (Table of Contents)

• Ⅰ. 서 론
• Ⅱ. 선행연구 고찰
• Ⅲ. 연구가설의 설정
• Ⅳ. 연구방법
• 1. 측정도구
• 2. 표본 및 통계방법
• Ⅴ. 연구결과
• Ⅵ. 결 론
• 참고문헌
• Abstract

참고문헌 (Reference)

1 이광로, "국가간 문화차이에 따른 갈등관리유형의 선호에 관한 비교 연구" 13 (13): 327-361, 1999

2 양기동, "개인의 욕구 강도와 갈등관리유형과의 관계에 관한 연구" 1 : 261-274, 1995

3 이광로, "Type A/B에 따른 갈등관리유형 선호의 차이" 9 : 221-238, 1998

4 Perrewe, P. L., "The impact Type A Behavior and Personal Control on Perceptions of Anxiety, Conflict and Satisfaction among Members of a Decision Making Group" 5 : 123-135, 1990

5 Schindler, P. C., "The Structure of Interpersonal Trust in the Work Place" 563-573, 1993

6 Nicholson, P. J., "The Relationship of Organization Structure and Interpersonal Attitudes to Role Conflict and Ambiguity in Different Work Environments" 26 : 148-155, 1983

7 Perrewe, P. L., "The Moderating Effects of Activity Level and Locus of Control in the Personal Control-Job Stress Relationship" 22 : 179-193, 1987

8 Cook, J. D., "The Experience of Work" Academic Press 259-260, 1981

9 Moch, K. M., "Structure, Task Characteristics, and Experienced Role Stress in Organizations Employing Complex Technology" 24 : 258-268, 1979

10 Miles, R. H., "Role Requirements as Sources of Stress" 61 : 699-710, 1976

11 Schuler, R. S., "Role Perceptions, Satisfaction, and Performance : A Partial Reconciliation" 60 : 683-687, 1975

12 Rizzo, J. R., "Role Conflict and Ambiguity in Complex Organizations" 15 : 150-163, 1970

13 House, R. J., "Role Conflict and Ambiguity as Critical Variables in a Model of Organizational Behavior" 7 : 467-505, 1972

14 Lyons, T. F., "Role Clarity, Need for Clarity, Satisfaction, Tension, and Withdrawal" 6 : 99-110, 1971

15 Greene, C., "Role Ambiguity, Locus of Control, Role Dynamics and Job Behavior" 58 : 101-102, 1973

16 Hamner, W. C., "Relationship of Role Conflict and Role Ambiguity to Job Involvement Measures" 59 : 497-499, 1974

17 Jones, R. E., "Personality and the Preference for Models of Conflict Resolution" 35 : 649-658, 1982

18 Bell, E. C., "Personality Correlates of Conflict Resolution Models" 30 : 849-957, 1977

19 Kahn, R. L., "Organizational Stress:Studies in Role Conflict and Ambiguity" Wiley 1964

20 Tosi, H. W., "Organizational Stress as a Moderator of the Relationship between Influence and Role Response" 14 : 7-20, 1971

21 Miles, R. H., "Organizational Role Conflict : Its Antecedents and Consequences" 17 : 19-44, 1976

22 Rosers, D. L., "Organizational Antecedents of Role Conflict and Ambiguity in Top Level Administrators" 21 : 598-610, 1976

23 Lawrence, P. R., "Organization and Environment, Graduate School of Business Administration" Harvard University 1967

24 Myers, I. B., "Myers-Briggs Type Indicator, Educational Testing Service" Princeton 1962

25 Owen, W. F., "Metaphor Analysis of Cohesiveness in Small Groups" Small Group Behavior 107-116, 1985

26 Schneer, J. A., "Manifest Needs as Personality Predispositions to Conflict-handling Behavior" 40 : 575-590, 1987

27 Sims, H. P., "Leader Structure and Satisfaction of Nurses : A Path Analysis Approach" 60 : 194-197, 1975

28 Kilmann, R. H., "Interpersonal Conflict-handing Behavior as Reflections of Jungian Personality Dimensions" 37 : 863-879, 1975

29 Morris, J. H., "Influence of Organization Structure on Role Conflict and Ambiguity for Three Occupational Groupings" 22 : 58-71, 1979

30 Seligman, M. E. P., "Helplessness : On Depression, Development, and Death" Freeman 1975

31 Kilmann, R. H., "Developing a Forced-choice Measure of Conflict Handling behavior : The “MODE” Instrument" 37 : 309-325, 1977

32 Brief, A., "Correlates of Role Indices" 61 : 468-472, 1976

33 Thomas, K. W., "Conflict Management in:Handbook of Industrial and Organizational Psychology" Rend McNally 889-935, 1976

34 Steers, R. M., "Braunstein, A Behaviorally-Based Measure of Manifest Needs in Work Setting" 9 : 251-266, 1976

35 Miles, R. H., "An Empirical Test of Causal Inference Between Role Perceptions of Conflict and Ambiguity and Various Personal Outcomes" 60 : 334-339, 1975

36 Chanin, M. N., "A Study of the Relationship between Jungian Personality Dimension and Conflict-handling Behavior" 37 : 863-879, 1984