관계갈등과 기업 성과 간의 관계에서 채용유형의 차이에 관한 연구

Conflict is an important factor that affects an individual's perception and behavior. Even at the organizational level, conflict has been attracting attention as a representative cause that negatively affects individual performance and satisfaction. Therefore, conflict has been recognized as a negative factor that must be avoided or resolved immediately. According to recent research, there are benefits that organizations can gain from conflict, so the argument that research should be done on ways to promote productive conflict is attracting attention. Work-related team conflict increases organizational performance and growth by promoting diverse perspectives and creative thinking. Creative conflict, productive conflict, creative abrasion, creative chaos, and challenging work promote organizational innovation and learning. Therefore, this study seeks to examine the impact of relationship conflict on corporate performance. Rather than taking a one-dimensional approach to how conflict affects performance, we would like to examine whether conflict resolution ability can play a moderating role in these two relationships. Through this, how does relationship conflict affect corporate performance? And does conflict resolution ability play a moderating role between relationship conflict and corporate performance? Additionally, we would like to examine whether all of these relationships appear differently depending on the type of employment (regular, contract, freelance) or whether they appear the same across all types of employment. The analysis results are as follows. First, among the three types of employment, relationship conflict was found to have a significant impact on corporate performance in contract workers. There was no significant relationship between regular workers and freelancers. Likewise, conflict resolution ability was found to have a significant impact on corporate performance only in contract workers. Lastly, in the impact of relationship conflict on corporate performance, the moderating effect of conflict resolution ability was significant for both regular and contract workers. On the other hand, freelancers did not appear to have a significant effect on all relationships. Through this study, it can be seen that conflict resolution among contract workers within an organization is important.