由於全球化科技進步等影響，現今企業組織面臨到組織結構、工作流程以及工作型態的改變。許多新的工作設計以及管理方法興起，像是全面品質管理、及時生產管理、六標準差、品管圈等等。然而這些新的工作不僅為組織帶來正面的效果，也進而對員工產生一些負向影響，像是工作要求以及工作負荷增加等，進而影響員工工作家庭的衝突。 本研究目的在於探究品質管理活動對於員工工作家庭衝突的影響以及公司實施工作家庭政策是否能夠降低員工工作家庭衝突，最後探討工作家庭政策是否對於品質管理活動與工作家庭衝突之間有調節效果。本研究以台灣企業為抽樣主體，樣本來自於28家公司共776位員工。其中450份為有效樣本，回收率為57.77%。 主要利用spss進行相關分析以及階層迴歸分析。研究結果：1.假設一成立，員工參與品質管理會對工作家庭衝突有正向顯著的影響。2.假設二不成立，工作家庭政策無法降低工作家庭衝突。3. 假設三成立，工作家庭政策具有調節效果，也就是說當員工參與較多工作家庭政策，品質管理活動與工作家庭衝突之間的負向關係會降低。 The work organizations have undergone a dramatic change which leads to some new forms of organizational work practices, such as total quality management, six sigma, and self-managing team. These new forms of practices may bring some competitive advantages and sustaining organizational performance. However, these work practices need employees to involve in work process and concentrate on problem-solving which may result in their work overload and increasing work stress. More and more researchers devoted their energy into exploring the negative effect of new forms of work practices on the increasing of employees’ work demand. In addition, the increasing work demands may invoke the neglect of family responsibilities which lead to work family conflict. However, research which has empirically documented the direct impact of quality management practices on employees’ work family conflict is scant. Therefore, the aim of the paper tries to explore the direct effect of work family policies on work family conflict and the relationship between new forms of work practices and work family conflict and examine whether work family policies will moderate the relationship between the implications of new work practices and work family conflict. Survey data were obtained from 766 employees among 28 corporations in various industries. The results indicated that quality management practices could significant predict work family policies, however, work family policies did not show significant effect on work family conflict. The major finding suggested that the relationship between quality management practices and work family conflict could be moderated by work family policies. To conclude, this study explained that employees participate in quality management practices more frequently would cause their work family conflict. The importance of work family policies was confirmed that they could be used as a complementary between quality management practices and work family policies. However, the direct effect of work family policies on work family conflict was not supported.
