경찰공무원이 인식한 상관의 갈등관리 방식이 직무태도에 미치는 영향

주재진(Joo Jae Jin) 한국공안행정학회 2016 한국공안행정학회보 Vol.25 No.3

이 연구는 그 동안 경찰공무원과 경찰조직을 대상으로 직무태도에 영향을 미치는 연구들이 진행되어 왔지만, 경찰 조직 내의 갈등관리는 최고관리자 또는 중간관리자의 중요한 업무임에도 불구하고 경찰공무원이 인식하는 상관의 갈등관리 방식에 대한 연구는 거의 없었다는 인식에서 출발하여 경찰공무원이 인식한 갈등관리 방식이 직무태도에 미치는 영향을 실증적으로 검증하였다. 선행연구의 검토를 통하여 독립변수로는 상관의 갈등관리 방식(하위변수: 통합(integrating), 수용(obliging), 지배(dominating), 회피(avoiding), 타협(compromising)에 대한 인식을, 종속변수로는 직무태도(하위변수: 직무만족, 조직몰입, 조직시민행동)을 선정하였다. 분석결과, 이 연구의 대상인 경찰공무원들은 경찰조직내의 갈등관리 방식을 타협>수용>지배>통합>회피 순으로 인식하고 있는 것으로 나타났고, 갈등관리 방식 중 타협이 통계적으로 유의하게 직무만족, 감정몰입, 지속몰입, 스포츠맨십, 그리고 양심적 행동에 정(+)적인 영향을 미치고, 회피가 직무만족, 감정몰입, 지속몰입, 규범몰입에 정(+)적인 영향을, 통합은 양심적 행동에 정(+)적인 영향을 미치는 것으로 나타났다. 반면에 수용은 양심적 행동에 부(-)적인 영향을 미치는 것으로 나타났다. This study explored the relationship between the conflict management style, and job attitude, The police officers’ perception on the conflict management style has been measured, and then how their perception on the conflict management style affects the job attitude has been examined. For the purpose, this study, the literature on conflict management style has been reviewed and with particular emphasis on associated conceptual issues. in chapter 2, presents an overview of research that has assessed the ability to explain job attitude on the basis of perceived conflict management style. in chapter 3 and 4, deals with the empirical relationships between conflict management style and job attitude. This study aimed at measuring the effects of police officers’ perception on the conflict management style on job attitude. and providing the basis with implications to promote the job attitude in the police organization in korea. By reviewing previous finding, police officers’ perception on the conflict management style(integrating, obliging, dominating, avoiding, compromising) were selected as independent variables, job attitude(job satisfaction, job commitment (affective commitment, continuance commitment, normative commitment), organizational citizenship behaviors(sportsmanship, conscientiousness) was selected as dependent variable. The result of analysis showed that ‘compromising’ influenced in job satisfaction, affective commitment, continuance commitment, sportsmanship, and conscientiousness (positive). And ‘avoiding’ influenced in job satisfaction, affective commitment, continuance commitment, and normative commitment(positive). And ‘integrating’ influenced in conscientiousness(positive). On the other hand ‘obliging’, influenced in conscientiousness(negative).

간문화능력이 갈등관리방식에 미치는 영향: 다문화가정의 ‘개인 간 갈등’을 중심으로

원순옥,김영경 사단법인 한국민족연구원 2019 민족연구 Vol.0 No.74

The purpose of this study is to investigate how intercultural competence affects conflict management style. To achieve this goal, the interrelation between each factors(cognitive, affective, and practical domain) of intercultural competence and conflict management style preferred in their interpersonal conflict was statistically verified. The results of the analysis are summarized as follows; The intercultural competence of the cognitive, affective, practical domain has positive(+) correlation with integration and compromise conflict management style but negative(-) correlation with control conflict management style. These findings show the inclination that intercultural competence is a positive mediator for the choice of conflict management approaches that are pro-social and cooperative, including integration and compromise conflict management style but intercultural competence could have negative effects on the choice of exclusive conflict management style such as control method. Based on these conclusions, considering the acquisition of the intercultural competence is to be a valid way to help adopt a healthy conflict management style, this researcher propose to embed the elements of intercultural capacity in the contents and operation of multicultural education. 본 연구는 간문화능력이 갈등관리방식에 어떠한 영향을 미치는가를 밝히는 데목적을 두고 고찰하였다. 연구의 목적을 위하여 다문화가정의 구성원이 보유한인지적, 정의적, 실천 차원의 간문화능력 요소와 그들의 ‘개인 간 갈등’에서 선호되는갈등관리방식 간 관련성을 통계적으로 검증하였다. 연구 결과, 인지적 차원, 정의적차원, 실천 차원의 간문화능력 모두 통합과 타협 갈등관리방식과는 정(+)의 상관성을 보이고 통제 형태의 갈등관리방식과는 부(-)의 상관성을 나타내었다. 이러한연구 결과는 간문화능력이 통합과 타협 등 친사회적이고 협력적 성향의 갈등관리방식 채택에는 긍정적인 매개로 작동하는 반면 배타적 성향의 통제 갈등관리방식의사용에는 부정적인 관련성을 가지는 경향을 잘 보여주고 있다. 따라서 본 연구자는간문화능력의 습득이 건전한 갈등관리방식을 수용하도록 돕는 유효한 방안이라간주하여 다문화교육 내용과 운영에서 간문화능력의 요소를 내장할 것을 제안한다.

가족의사소통 패턴, 의사소통 스타일 및 불안감이 갈등관리방식에 미치는 영향

장해순 ( Haesoon Jang ),이만제 ( Manje Lee ) 한국화법학회 2016 화법연구 Vol.0 No.31

The purpose of this study is to examine the relationship between family communication pattern, socio-communication style and communication apprehension and conflict management style. The data of 663 college student respondents was analyzed with statisticals methods of correlation analysis and canonical correlation analysis. The findings are as follows; 1. Family communication pattern was associated with conflict management style. The high conversation orientation group was showned to communicate through integrating style rather than avoiding style in conflict situations. 2. Socio-communication style demonstrated to have an effect on conflict management style. The high assertiveness orientation group obliged to communicate using dominating style, while the high responsiveness orientation group obliged to communicate through integrating style and compromising style under conflict contexts. 3. The results of the study also revealed that communication apprehension had an effect on conflict management style. The high communication apprehension group preferred to use avoiding style to manage conflict rather than integrating style, dominating style, and compromising style.

A Comparative Analysis of Conflict Management Styles between Local and Expatriate Managers in Hong Kong-Based Multinational Corporations

Li-Ying Wu,Bertha Du-Babcock 한국경영커뮤니케이션학회 2021 Business Communication Research and Practice Vol.4 No.1

Objectives:This paper investigates and compares how and whether conflicts are managed differently between expatriate managers and Hong Kong local managers when handling conflicts with organizational members from different organizational levels. Methods:Both quantitative and qualitative data were collected. To examine the differences, Rahim’s ROCI–II Forms A, B, and C questionnaires were administered to 41 expatriate and 50 local managers working at multinational corporations in Hong Kong. The questionnaire addresses five conflict management styles (CMS). In total, 273 questionnaires were collected. Ninety-one in-depth interviews were also conducted to strengthen findings and interpretation of the questionnaire data. Results:The findings show that similar and different preferred CMS are observed in both expatriate and local managers when handling conflicts at different organizational levels; to superiors, subordinates, and peers. Of five CMS, integrating style was the most preferred CMS by both expatriate and local managers. Dominating style was preferred when handling conflicts with subordinates by expatriate and local managers, while compromising style was likely to be used by local managers but not expatriate managers. Avoiding style, being considered lose-lose orientation, is least preferred. By adopting the avoiding style, both parties tend to withdraw themselves from the conflict scenes and leave conflicts go unaddressed. Conclusions:Findings suggest that culture affects the use of CMS between expatriate and local managers. Differences also are found by local and expatriate managers when dealing with conflicts in different organizational levels. We also provide implications, limitations, and suggestions for future research.

갈등관리스타일이 조직시민행동에 미치는 영향 -조직신뢰를 매개로-

김선엽 한국비교정부학회 2009 한국비교정부학보 Vol.13 No.1

This study examines the impact of conflict-manage styles on organizational citizenship behaviors, and the potential mediating role played by subordinate‘s trust in that process. The analysis based on the data collected from 321 officials of 4 public organizations located in Seoul. In order to determine whether conflict-manage styles augment their effects on follows' trust and citizenship behaviors were examined. Three significant conflict manage styles are extracted from the original scale(MODE) as the result of factor analysis. First, The results are as followers. There is a significant difference among the conflict manage styles, problem solving and dominating styles influence on OCB. Second, the style of avoiding doesn't influence on trust and OCB directly and the style of problem solving doesn't influence on OCB, but influences on it through the intervening variable(trust) and the trust is the most important variable to enhance OCB. This results indicate that the effects of conflict-manage style on citizenship behaviors are indirect, rather than direct, in that they are mediated by follower's trust in their leaders. Finally, the pattern approach is more useful than the analytical one in studying the relationships between the conflict management and organizational performance. These results were found not to be wholly attributable to the effects of common method biases, The implications of these findings for future research on conflict-management, trust, and organizational citizenship behavior are then discussed.

서비스 기업에서 팀관리자의 갈등관리유형이 팀몰입에 미치는 영향

이준호(Lee Jun Ho) 한국부동산학회 2008 不動産學報 Vol.32 No.-

  1. CONTENTS<BR>  (1) RESEARCH OBJECTIVES<BR>  Team system of service firms introduced for the first time in Korea industried has not evaluated to become successful until recently. Team commitment and performance based wage system are point out as success factors in making it productive. And so the research was carried to confirm how conflict management method of team manager has greater influence on team commitment in team system in service firms. For this purpose the traditional hamonizing conflict management of collectivistic countries and the collaborating conflict one and competing conflict one of individualistic ones.<BR>  (2) RESEARCH METHOD<BR>  Questionnaires were surveyed to construcion, real estate, distribution, financial organizations and so on. Structural equation modeling method and path diagram were used by SPSS12,0 and AMOS 5.0.<BR>  (3) RESEARCH RESULTS<BR>  This research has found that the traditonal harmonizing conflict management has significant positive influences on team commitment through the perception of organizational justices contrary to the argument of western researcher. The most influencial conflict management on team commitment in service firms was also revealed as the collaborating conflict management of individualistic society in our country"s service companies. The harmonizing conflict management has much effects on the perception of procedural justice and interactional justice but the collaborating conflict management gives the greatest effects on all the justices. And all of the justices gives significant influences on the team commitment in korea service team. But the procedural justice has the largest influence on it and the distributive justice is the secondary great one.<BR>  2. RESULT<BR>  The research suggests that the conflict management of team manager of service organization in our country should be changed into using the colloborating management to make teams more productive and to make customer satisfactory because it was found that the hamonizing conflict management gives limited effect on the perception of organizational justices than the colloborating management. And the research would argu that the role of procedural justice is going to become more important one according to the development of team system in korea service industry.

사회복지종사사의 관계 및 역할갈등이 임파워먼트에 미치는 영향에 관한 갈등관리방식의 조절효과분석: 서울,경기지역 장애인복지관 종사자를 중심으로

이동영 ( Dong Young Lee ),김정업 ( Jeong Up Kim ) 한국사회복지정책학회 2012 사회복지정책 Vol.39 No.2

본 연구는 장애인복지관 사회복지종사자의 임파워먼트에 부정적으로 영향을 미치는 관계 및 역할갈등에 대한 효율적,효과적 대처전략을 탐색하기 위해 갈등관리방식의 조절효과를 실증적으로 검토하였다. 분석방법은 서울,경기지역 소재 장애인복지관 사회복지종사자 420명을 대상으로 구조화된 서베이조사를 실시하고, 이로부터 확보된 자료를 바탕으로 구조방정식분석의 집단비교 방법인 다집단분석을 적용하였다. 분석결과, 우선 기술통계에서 조사대상자의 갈등 및 임파워먼트는 척도값 기준 보통이상의 다소 높은 수준이었고, 갈등관리방식은 주로 절충형과 경쟁형의 비중이 높았다. 다집단분석 결과에서는 관계 및 역할갈등이 임파워먼트에 부적(-)인 영향을 미치는데 있어 갈등관리방식의 조절효과가 통계적으로 유의미함이 확인되었고, 특히 절충형의 완충효과가 상대적으로 큰 의미를 나타냈다. 이에 효과적 갈등관리방식을 통한 임파워먼트 증진을 위해 신뢰구축 및 근로자지원프로그램, 셀프-임파워먼트 프로그램, 참여적 의사결정구조의 구축 등에 대한 실천전략을 제시하였다. This study empirically examined the moderating effects of conflict management styles in order to explore efficient and effective coping strategies for relationship and role conflicts having negative effects on the empowerment of social workers working for welfare centers for the disabled. For analysis purposes, the investigator administered a structured survey to 420 social workers working for welfare centers for the disabled in Seoul and Kyonggi and applied multiple group analysis of the structural equation modeling(SEM), to gathered data. The analysis results show that the subjects recorded an average or higher than average level of conflict and empowerment in descriptive statistics and adopted the compromising and competitive conflict management style in high percentage. According to the multiple group analysis results, the conflict management styles were confirmed to have statistically significant effects on the negative(-) impacts of relationship and role conflicts on empowerment. In particular, the compromising buffer effects were relatively highly significant. The study proposed a couple of practice strategies including the development of employee assistance programs, self-empowerment program, participative communication structure in order to increase empowerment through the effective conflict management style.

대학생의 자의식과 자기애가 갈등관리 방식에 미치는 영향

남궁은정,김은정,이인희 한국가족관계학회 2009 한국가족관계학회지 Vol.13 No.4

The aim of this study was to explore the influence of self-consciousness and narcissism on conflict management style among the youth. Data obtained with a Likert-type rating scale of each variable were analyzed via multiple regression analysis to examine the research questions: (1) what is the effect of self-consciousness on individual conflict management style? (2) what is the effect of narcissism on individual conflict management style? A total of 336 undergraduates (205 females and 131 males) participated in the survey. Self-conscious was measured with three dimensions: public and self-consciousness, and social anxiety. Private self-consciousness refers to the tendency one has to focus on personal inner experiences such as thoughts, memories and feelings. Public self-consciousness concerns characteristics that can be observed by others, such as appearance. Social anxiety is the discomfort someone feels in the presence of others. Narcissism was measured with two dimensions: self-oriented and other-oriented narcissistic personalities. Conflict management style included five elements: integrating, obliging, dominating, avoiding, and compromising. The results illustrated the effects of each independent variable on conflict management style. Higher private self-consciousness showed greater scores in integrating and compromising styles. Higher public self-consciousness demonstrated greater scores in integrating, dominating, obliging, and compromising styles. Higher social anxiety is found to affect avoiding and obliging styles. Regarding narcissism, self-oriented narcissistic personality showed a higher preference of integrating, dominating, and compromising styles, while other-oriented narcissistic personality showed a higher preference of avoiding and dominating styles. This study illustrates possibilities for and limitations of the results, and also suggest criteria for a further research.

Conflict Management in Team Ministry

Seong Eun Kim 한국기독교교육정보학회 2011 Journal of Christian education information tech Vol.0 No.20

Conflict cannot be avoided in any team setting. Conflict can be caused by four dimensions: personality, boundary, politics, and property. Conflict can be managed by five management styles: avoiding, accommodating, compelling, collaborating, and compromising styles. The interaction of a given conflict dimension and a given conflict management style can occur on the matrix of team role preference: completer/finisher, implementer, team worker, specialist, monitor/evaluator, coordinator, resource investigator, plant, and shaper. Leadership can help a team transform the team role preferences, but it requires some time and effort.

갈등관리유형으로 본 한국 노사관계의 발전과정

장동운(Chang, Dong Woon) 한국경영사학회 2004 經營史學 Vol.33 No.-

This paper tried to trace the historical transitions in Korean lndustrial Relations in tenns of the conf1ict vîew and conf1ict management sLyles. The wriler classified transitions in induslrial relations into (1) strife stage (~) compromise stage, (3) cooperation stage based on the previous research published. Results of the paper show that management view on conflicL betwecn labor and management was negative under strife stage. As the resu1L of it, dominating style in managing conflict was used. :.Jext, in compromise stage, conflict view was forcibly transferred into positive side by unexpected 6 . 29 events. At the result, in conflict management style, smoothing or compromrsing was used. ln final stage cooperation one-managemenL and labor both placed their eyes of conflicl on positive one. However, conflict management style is ,though immature, in the process of beîng changed compromlsmg into win-win, that IS, problem solving style. Viewed from the fact that ,ve lìve in an age of unlimited competition throughout the world, malured or creative relationships between labor and management in industrial settings are one of the most sincere and urgent problems to solve for the coming. It is hoped that the attempt in thîs direclion will further stimulate search for the improvemenL of those ctitical points suggested in this study