在全球經濟快速變遷之下，二十一世紀已成為高度競爭的世代。企業組織競爭優勢的關鍵，已漸趨向於吸引及留住一流的人才。然而近年來在社會結構、勞參率、消費支出的變遷以及幸福企業、樂活企業概念的倡導下，員工對於工作及家庭之間的平衡也越趨重視。 本研究欲了解在工作家庭平衡措施滿意程度與員工工作態度影響上，並探究是否存在知覺組織支持之中介變項。故本研究主要的研究目的為： 1. 探討工作家庭平衡措施滿意程度對工作滿意、工作投入及組織承諾之影響。 2. 探討知覺組織支持是否為工作家庭平衡措施滿意程度與工作滿意、工作投入 及組織承諾之中介變項。 3. 探討性別是否為工作家庭平衡措施滿意程度與工作滿意、工作投入及組織承 諾之干擾變項。 本研究發現員工對於工作家庭平衡措施之滿意程度對於員工工作態度包括工作滿意、工作投入及組織承諾上皆呈現正向顯著影響；再者，知覺組織支持在工作家庭平衡措施滿意度與員工工作態度間亦呈現顯著中介效果；然而，工作家庭平衡措施滿意度對於男性或女性員工的工作態度面向上皆呈現顯著影響。是故性別在工作家庭平衡措施滿意度對工作態度的影響上並沒有其干擾效果存在。 因此，企業組織在追求其競爭力與自身成本可以承擔的範圍內，應更關切員工身心與工作平衡的相關問題、或是新的職家平衡之議題，並建立更適當、更符合員工需求的相關措施；以法定之工作家庭平衡措施為基礎，發展並延伸其相關福利服務；同時提升員工對組織工作家庭政策的知覺程度，也才能更加提升員工對工作滿意、工作投入與組織承諾等工作態度的程度。Under rapid transformation in the global economy, the competition among companies has become much intenser in the 21st century. Companies tend to recognize attracting and retaining talents as the competitive advantage. However, high payment is not the only condition for talents to enter and stay. Recently, the changes of social structure and family structure and the concept promotion of LOHAS lifestyle make employees regard work-family balance as an important issue. Employees want to get more balance and fewer conflicts between work and family to enhance their life quality. The purpose of this study is to examine the relationship between satisfaction of work-family benefits and work attitudes by testing the effect of perceived organizational support as a mediator. The result of this study showed the following: (1) there is a positive correlation between satisfactions of work-family benefits and work attitudes; (2) the relationship between satisfaction of work-family benefits and work attitudes was mediated through perceived organizational support.
