透過研究我們知道，知覺組織支持會對工作家庭措施可使用性與職家衝突和工作滿意產生中介效果。企業應塑造家庭支持式的組織文化；管理者應給予員工家庭生活的支持；人力資源從業者應佈達工作家庭措施方案予員工，在管理辦法上保持彈性並與時俱進；員工得妥善使用工作家庭措施，承擔職家間不同角色應負的責任義務，使職家相互增益。 ;With the changes of structure among labor markets, double-income families increased, the average working time is so long and most of the labor are unhappy upon working. People no longer only care about their career but chase their family life as well. Work family related issues has become popular topics. Both domestic and international studies emphasize a significant impact on the labors and the organizations of work family conflicts.
The aim of this study is to examine the impact the accessibility of work-family practices on work family conflict and job satisfaction, also trying to figure out if the perception organization support would be a mediator. The study using structured questionnaires, 700 samples came from different industries in Taiwan were surveyed, 654 copies returned with effective rate of 93%.
After Data collected and statistical analysis to understand the work family measures, the company offers workability staff level family conflict and job satisfaction and whether the employees affected by the degree of perceived organizational support. The results are as follows:
1：Accessibility of work family practices have negative effects on work family conflict. 2：Accessibility of work family practices have positive effects on job satisfaction. 3：Accessibility of work family practices have positive effects on employee perceived organizational support. 4：Perceived organizational support have negative effects on work family conflict. 5：Perceived organizational support have positive effects on job satisfaction. 6：Perceived organizational support have full mediation effect on accessibility of work family practices to work family conflict. 7：Perceived organizational support have partial mediation effect on accessibility of work family practices to job satisfaction.
Based on the result, we know that perceived organizational support play an important role within the relationship between the accessibility of work family practices to work family conflict and job satisfaction. Therefore this study proposed some practical that organizations should create family support culture, and managers should be considerate, HR practitioners need to keep flexible when implement the work family practices, also employees should properly use of those practices when participate in.
