工作家庭措施可使用性對職家衝突與工作滿意之影響─以知覺組織支持為中介;The impact of the Accessibility of Work Family Practices on Work Family Conflict and Job Satisfaction: Perceived Organizational Support as a Mediator

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题名:	工作家庭措施可使用性對職家衝突與工作滿意之影響─以知覺組織支持為中介;The impact of the Accessibility of Work Family Practices on Work Family Conflict and Job Satisfaction: Perceived Organizational Support as a Mediator
作者:	洪薏晴;Hung,I-Ching
贡献者:	人力資源管理研究所在職專班
关键词:	工作家庭措施可使用性;知覺組織支持;職家衝突;工作滿意;Accessibility of Work Family Practices;Perceived Organizational Support;Work Family Conflict;Job Satisfaction
日期:	2016-06-29
上传时间:	2016-10-13 11:23:50 (UTC+8)
出版者:	國立中央大學
摘要:	隨著勞動結構改變，雙薪家庭增高，台灣勞工平均工作時間長、且多數對工作感到不快樂，時代變遷之下，工作與事業不再是人們唯一追求，家庭生活也同樣重要。職家成為熱門討論議題，國內外的研究皆強調職家衝突對組織與員工的重大影響。本研究透過問卷調查，對象包含科技業、傳統產業、銀行業、服務業、運輸業等35家台灣公司，發放問卷700份，有效問卷654份，有效回卷率93%。並將蒐集到的資料以統計分析，了解企業提供的工作家庭措施可使用性對員工職家衝突及工作滿意是否會受員工知覺組織支持程度而影響。其結果如下： 1：工作家庭措施可使用性對職家衝突有負向影響 2：工作家庭措施可使用性對工作滿意有正向影響 3：工作家庭措施可使用性對員工知覺組織支持具正向影響 4：知覺組織支持對職家衝突具負向影響 5：知覺組織支持對工作滿意具正向影響 6：知覺組織支持完全中介工作家庭措施可使用性對職家衝突的關聯性 7：知覺組織支持部分中介工作家庭措施可使用性對工作滿意的關聯性透過研究我們知道，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.
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