本研究之目的為探討組織工作家庭措施與工作家庭氣候對於家庭工作衝突的影響，自變項為組織層次的工作家庭措施與工作家庭氣候，後者包含：主管支持氣候及同事支持氣候；依變項為個人層次的家庭工作衝突；中介變項為組織支持感知。 本研究採用問卷調查的方式，研究對象為台灣上市上櫃的在職員工，調查共分為兩波進行。第一波調查在2012年進行蒐集，回收75家，共1,335筆有效樣本；第二波在2013年進行蒐集，針對在2012年有回覆問卷企業中的58家企業發放後，一共回收57家企業，共1,166筆有效樣本。 本研究結果顯示，工作家庭氣候中主管支持氣候對家庭工作衝突有負向影響，工作家庭措施及同事支持氣候對家庭工作衝突則不具有統計意義；組織支持感知在主管支持氣候對家庭工作衝突影響上有中介效果。研究最後同時針對本研究結果進行初步的探討，並且給予企業實務應用上及未來後續研究的建議。;The aim of this study is to examine the effect of work-family practices and work-family climate on family-work conflict. This study adapted the work-family practices and work-family climate as independent variables, the second variable including managerial support climate and coworker support climate. We adapted the individual level of family-work conflict as the dependent variable and the perceived organizational support as the mediator. This research employed the questionnaire survey to collect the data, based on the sample in Taiwanese context, and there are two survey steps in this research. The first step collected independent variable in 2012 and there are 1,355 valid questionnaires from 75 firms. The second step collected dependent variable in 2013 and there are 1,166 valid questionnaires from 57 firms. The result shows that managerial support climate has negative influences on family-work conflict. Work-family practices and coworker support climate has no statistical significance on family-work conflict and managerial support climate has mediation effect on family-work conflict. Based on the result, this study proposed some practical and follow-up study suggestion.
