사회복지전담공무원의 갈등요인과 갈등수준이 조직유효성에 미치는 영향 = Influence of social welfare officials'conflict causes and conflict levels on organizational effectiveness

다국어 초록 (Multilingual Abstract)

The objective of this study is to inquire about social welfare officials' conflict causes by performing their duties in an organization and find out how these conflict causeshave influence on conflict levels and how all the conflict causes and levels have influence on organizational effectiveness. This study can help manage efficiently social welfare officials' conflict causes to improve organizational effectiveness and make better quality of service.
As a result of this study, social welfare officials' conflict causes on their performing duties were classified into seven factors. And the degree of conflict causes was found to be high rather than average and the 'conflict of interdependence' was shown to be the highest conflict cause.
'Conflict of role dissatisfaction', 'conflict of perception gap', and 'conflict of education'were found as next ones and the rest ones, 'conflict of duty compensation', 'conflict of mutual understanding', and 'conflict of role ambiguity' were found to have rather low degree of conflict. Women had higher conflict level than men and the twenties had much more conflict than the thirties and the forties in the 'conflict of interdependence'. As age got younger, the conflict levels were seriously high in the communication of people, conflict of interdependence among colleagues and so on.
To collectivize social welfare officials' conflict levels, we classified them by high, middle and low. The conflict levels were found to be low rather than average. Depending on conflict levels of common characteristics, the conflict levels were rather low in a short period and a long period of employment while they were rather high in a certain period of employment. And conflict levels were rather higher as the officials' positions were lower.
In the correlation between conflict levels and conflict causes, the degree of having conflict by former causes was serious as conflict levels were higher. And the organizational effectiveness of social welfare official was found to be rather high. In the correlation between conflict levelsand organizational effectiveness, a 'low' group, which had a low conflict level, was relatively higher in organizational effectiveness than a 'middle' and 'high' group which had a high conflict level. This result seemed to be contrary to the theory that if the conflict level is middle, the organizational effectiveness will be commonly much high. That's why it's different anorganization in social welfare official from a business organization.
In conflict levels and organizational effectiveness, it was found to relieve social welfare officials' conflict levels to reduce the degree of conflict about mutual understanding and duty compensation. And the conflict causes having influence on organizational effectiveness were analyzed to be duty compensation, role ambiguity and perception gap. Therefore, to reduce these conflict causes was the way to strengthen social welfare officials' organizational effectiveness.
The results of this study indicate that social welfare officials' conflict causes have influence on organizational effectiveness. So, it should be needed to manage officials' conflict effectively to give better quality of service to people who want to live in a welfare society. For having effectiveness of administration organization, it is a good way to settle down a mentoring system and to educate social welfare officials to have their own welfare mind by taking pride on their works to create new welfare services.And social welfare officials should be welfare professionals by taking education related their own works and adjusting the rapidly changing external surroundings to raise their own ability and organizational effectiveness. Hereafter, social welfare officials should be the leaders of social welfare to improve environment and system problems with the surrounding social welfare centers' people.

목차 (Table of Contents)

• 제1장 서론 = 1
• 제1절 연구의 의의 및 목적 = 1
• 제2절 연구의 방법 및 범위 = 4
• 제3절 연구의 한계 = 5
• 제2장 이론적 배경 = 6
• 제1절 갈등의의 및 유형 = 6
• 제2절 갈등요인 및 갈등수준 = 14
• 제3절 조직의 유효성 = 20
• 제4절 사회복지전담공무원 직무실태 = 26
• 제5절 선행연구 검토 = 32
• 제3장 조사 설계 및 방법 = 36
• 제1절 조사대상 및 기간 = 36
• 제2절 연구모형 = 36
• 제3절 조사도구 = 37
• 제4절 조사분석 방법 = 43
• 제4장 조사 결과 분석 = 44
• 제1절 조사대상자의 일반적 특성 = 44
• 제2절 갈등요인에 대한 집단간 차이 = 45
• 제3절 갈등수준의 집단간 차이 = 53
• 제4절 갈등수준에 따른 갈등요인 차이 = 56
• 제5절 일반특성 및 갈등수준에 따른 조직유효성 차이 = 58
• 제6절 갈등수준과 요인, 조직유효성의 상관관계 = 64
• 제7절 갈등수준 및 조직유효성에 영향을 미치는 요인 = 65
• 제5장 결론 및 제언 = 72
• 제1절 결론 = 72
• 제2절 제언 = 74
• 참고문헌 = 75
• Abstract = 81
• 설문지 = 84