The Effect of Rapport Formation on Conflict Resolution and Job Commitment in Public Organizations

Abstract

Recently, in our society, as the MZ generation in their 20s and 30s enters society, changes are occurring in their values and career views that are different from those of the older generation. In order to harmonize with the MZ generation, whose mindset, work patterns, communication methods, and values are completely different from the older generation, some companies are making efforts to improve work productivity by abolishing ranks and forming a horizontal and flexible organizational culture. However, in public institutions with a vertical and conservative organizational culture structure of top-down, things that impede organizational efficiency, such as human rights violations and turnover due to conflicts between the older generation and the MZ generation, frequently occur. Accordingly, this study attempted to analyze the impact of rapport between members on conflict resolution and job commitment in order to resolve intergenerational conflicts occurring in public institutions and suggest ways to improve organizational commitment. As a result of the study, mutual trust relationship rapport in public organizations was found to have no effect on generational conflict, work conflict, emotional commitment, and continuous commitment, but facilitative relationship rapport was positively significant on emotional commitment and continuous commitment. This shows that it is necessary to activate facilitative relationship rapport in order to resolve generational conflicts that cause work conflicts among members. Therefore, if public institutions strengthen rapport among members through continuous rapport formation programs and legal compliance education and training to activate facilitative relationship rapport and develop and manage evaluation indicators, it is expected that members' job immersion and work performance can be increased.