병원 종사자의 역할갈등 및 역할모호성이 팀성과에 미치는 영향과 관계갈등 및 과업갈등의 매개효과
The Effects of Role Conflict and Role Ambiguity on Team Performance and the Mediating Effects of Relationship Conflict and Task Conflict among Hospital Employees
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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.
Abstract
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.
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