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姓名 吳珮君(Pei-chun Wu)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 主管支持工作家庭平衡氣候與員工組織承諾之關聯:以家庭工作衝突為中介
(The Relationship Between Managerial Support Work-Life Balance Climate and Employee Organizatinal Commitment:Family-Work Conflict as a Mediator)
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摘要(中) 有感於近幾年企業工時長議題備受關切,企業員工的家庭生活可能受到影響,而工作與家庭平衡的需求也漸為員工所看重,甚至已受到國際經貿組織(OECD)的高度重視。在國內企業裡也漸漸開始思考及建立起自己的維持職涯與生活平衡的正式或非正式的資源體系,期能藉此為企業留任人才。
但要維持職場與家庭的平衡並非單限於個人層面,組織層面的資源也是相當重要的支持力量。本研究聚焦在組織非正式的資源層面,探討主管對於工作家庭平衡氣候的支持與員工組織承諾的關聯性;此外,更進一步探討家庭工作衝突是否會影響主管支持工作家庭平衡氣候與員工組織承諾的關聯性。有鑑於此,本研究針對台灣上市櫃公司的員工為研究對象,共施測了1166位受訪者,回收有效樣本為918份,研究結果發現:
1.「主管支持工作家庭平衡氣候」對「員工組織承諾」有正向影響力;表示受訪員工認
為當主管提供較高的工作家庭平衡支持感受時,員工對於組織的忠誠度愈高。
2.「家庭工作衝突」對「員工組織承諾」有負向影響力;表示受訪員工認為當其面臨家
庭與工作衝突狀況愈多時,員工較容易產生離職念頭而對組織忠誠度愈低。
3.「主管支持工作家庭平衡氣候」對「家庭工作衝突」具有負向影響力;表示受訪員工
認為當主管提供較高的工作家庭平衡支持感受時,將減緩員工家庭工作的衝突程度。
4.「家庭工作衝突」對「主管支持工作家庭平衡氣候」與「員工組織承諾」之影響具有
完全中介效果。表示主管支持工作家庭平衡氣候需要透過降低家庭工作衝突才能影
響到員工的組織承諾度。
以上研究結果謹提供國內企業,以為實施相關管理政策與措施時參考。
摘要(英) Within these years, the long working hours has been intensively concerned as it might affect employees’ family life, and employees have also focused more on the needs of the balance between work and life. Even Organization for Economic Co-operatoin and Development, OECD, also pays high attention to this subject. Local firms have also stated to reconsider and establish their own formal or informal resources system on career-life balance with the hope to retain talent manpower for their companies.
However, to maintain the balance between career and family is not just limited to the individual level; supportive resources provided by the organization also play a critical role. The study emphasized the informal resources of the organization to probe into the relationship between managerial support work-life balance climate and employee organizational commitment. Moreover, it further discussed whether or not family-work conflict will impact the relationship between managerial support work-life balance climate and employee organizational commitment. Based on this, the study aimed at employees of Taiwan listed companies as research objects. 1,166 participants were investigated, and 918 copies collected were effective.
The findings of the study suggested:
1.“Managerial support work-life balance Climate " vs "Employee organizational commitment" showed positive influence.
It indicated that participants believe when their supervisors provide higher support of work-family balance, they show higher loyalty to the organization in return.
2. "Family-work conflict" vs "Employee organizational commitment" indicated negative influence.
It meant that participants consider when facing more family-work conflicts, their intention to resign gets stronger and they lower their loyalty to the organizations.
3." Managerial support work-life balance Climate," vs "Family-work conflict" showed negative influence.
It referred that participants think when their supervisors offer more work-family balance support, it will lower their family-work conflict level.
4."Family-work conflict" fully acted as a mediator on the influence of"Managerial support work-family balance climate" vs "Employee’s organizational commitment"
It referred that through reducing family-work conflict level, managerial support work-family balance climate can generate influences on the degrees of employees’ commitment to the organizations.
Findings above are references to local corporates only for planning and executing relevant managerial strategies and approaches.
關鍵字(中) ★ 主管支持工作家庭平衡氣候
★ 家庭-工作衝突
★ 員工組織承諾
關鍵字(英) ★ Managerial support work-life balance Climate
★ Family-work conflict(FWC)
★ Organizational Commitment
論文目次 摘要…………………………………………………………………………………….…..i
ABSTRACT…………........................................................................................................ii
誌謝…….............................................................................................................................iv
目錄………………………………………………………………………………….…….v
圖/表目錄…………………………………………………………………………….…..vii
第一章 緒論
第一節 研究動機…………………………………………………………………….1
第二節 研究目的…………………………………………………………………….3
第二章 文獻探討
第一節 工作家庭平衡氣候的定義與影響………………………………………….4
一、組織氣候的概念………………………………………………………….4
二、工作家庭平衡氣候的定義與影響……………………………………….4
第二節 職家衝突的定義類型與前因後果………………………………………….7
一、職家衝突的定義………………………………………………………….7
二、職家衝突的類型 ………………………………………………………...9
三、職家衝突的前因…………………………………………………….......10
四、職家衝突的後果………………………………………………………...12
五、家庭工作資源對職家衝突的影響……………………………………...13
第三節 組織承諾……………………………………………………………….…..15
一、組織承諾的定義. ………………………………………….....................15
二、組織承諾的重要性. ………………………………………….................16
第四節 主管支持工作家庭平衡氣候與員工組織承諾
-以家庭工作衝突為中介效果. …………………………………………...17
第三章 研究方法
第一節 研究架構…………………………………………………………………19
第二節 研究假設………………………………………………………………….19
第三節 研究對象與抽樣…………………………………………………………19
第四節 研究工具…………………………………………………………………20
一、主管支持工作家庭平衡氣候量表……………………………………..20
二、員工組織承諾量表………………………………………………….......21
三、家庭工作衝突量表……………………………………………………...21
第五節 資料分析方法……………………………………………………….........23
第四章 研究結果
第一節 樣本基本分析……………………………………………………………24
第二節 信度分析…………………………………………………………………25
第三節 相關分析…………………………………………………………………26
一、 主管支持工作家庭平衡氣候與家庭工作衝突變項間之相關…………26
二、 主管支持工作家庭平衡氣候與員工組織承諾變項間之相關…………26
三、 家庭工作衝突與員工組織承諾變項之相關 ……………………..........26
第四節 迴歸分析…………………………………………………………….........27
一、 預測主管支持工作家庭平衡氣候/員工組織承諾/家庭工作
衝突關聯性………………………………………………………………27
二、家庭工作衝突的中介效果………………………………………………29
第五章 結論與建議
第一節 結果與討論………………………………………………………………..31
一、組織非正式工作資源的效果………………………………………..........31
二、家庭工作衝突與其後果變項………………………………………..........32
三、家庭工作衝突與員工組織承諾及其中介效果……………………..........32
第二節 管理意涵…………………………………………………………………..34
第三節 研究限制…………………………………………………………………..37
參考文獻…………………………………………………………………………………38
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指導教授 劉念琪(Nien-Chi Liu) 審核日期 2013-7-22
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