조직 갈등 인식의 세대 차 연구: X, Y 세대를 중심으로

Abstract

This study approaches organizational conflict from the perspective of generation theory. Although it may be difficult for individuals to be grouped as individual beings with unique values, they share similar identities and attitudes from the environment surrounding them and weave a cluster of generations. Therefore, individuals tend to easily accept generational values in order to belong to the generation themselves. It is an anachronism to dismiss the conflicts that heterogeneous generations face in a bureaucratic society with hierarchical order as simply the inadequacy of individuals who cannot adapt to the work environment. After the retirement of the baby boomers, Generational change of bureaucracy causes the need for a re-discussion of public values. In this study, organizational conflicts are divided into relationship conflicts and task conflicts to analyze the differences between the groups of Generation X and Y. As a result of the analysis, there are intergenerational differences in the perception of organizational conflict. Specifically, in relational conflicts, Generation X concentrates on the formation of relationships between colleagues and takes personal sacrifice for granted, whereas Generation Y has a high demand for respect and protection for private life. In task conflict, it is found that Generation X is familiar with a controlled and formal task behavior based on a connectedness and a commitment, but Generation Y is fatigued with the directive task process and prefers a fair task handling method.