| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 李和健 | zh_TW |
| DC.creator | Ho-Jian Lee | en_US |
| dc.date.accessioned | 2007-7-17T07:39:07Z | |
| dc.date.available | 2007-7-17T07:39:07Z | |
| dc.date.issued | 2007 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=944207025 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 女性就業人口增加，為一個全球化的趨勢，台灣也不能免除於外。隨著女性就業的增加，家庭與工作有本質上的改變。在傳統的社會價值觀中，台灣社會一直都是男主外、女主內的家庭分工模式，隨著經濟發展與教育普及，女性進入職埸工作的情形日漸普遍，愈來愈多的女性走出家庭進入職場，女性就業人口比重漸增，由民國60年的30.54%，提高至民國93年之41.96%。隨著女性就業的不斷增加，越來越多的家庭成員開始重新考慮工作和家庭上的責任與投入，女性除原有的家庭勞務之外，還需面對職場上的要求，男性原本只需面對職場上的工作負荷，隨著女性的就業，也漸漸地需要分擔傳統上屬於女性的家務勞動工作，因此工作與家庭間衝突的問題日益增加。
工作家庭界線模糊也是造成職家衝突的主因，過去雖然認為工作與家庭是兩個清楚的概念，但隨著科技的進步、組織制度的改變等因素，出現許多不同以往的工作方式，如SOHO族、通勤族（teleworker）等，使家庭也是工作場所，更有員工因為無法在上班時間完成工作，而將工作帶回家庭，這些因素都使得工作與家庭逐漸結合在一起（Kanter, 1977），兩者間的界線越來越加模糊，也因此衝突逐漸產生。
本研究試圖探討職家衝突的來源、職家衝突的後果與職家衝突的關係。並希望藉由職家衝突的前因、後果以及可能調節作用的呈現，可以提供個人、組織一些重要資訊，例如組織是否該設計或發展友善的家庭政策、文化，來吸引或留住人才、增加員工士氣，而員工也可因為這些政策減輕扮演工作家庭雙重角色的壓力。本研究最後也驗證了部分因素的確會影響職家衝突，因此，組織設計其政策時，可以將這些因素加以考量，員工也可藉由瞭解這些因素，思考其解決方案，得到家庭與工作上的和諧。 | zh_TW |
| dc.description.abstract | The present research focused on work/family conflict （in both directions: WFC and FWC）, specifically examining roles of work constraints and family responsibility as antecedents, “supervisor family support” and “organizational family support values” as moderators, job satisfaction and family satisfaction as consequences, in the cultural context of a Chinese society （Taiwan）. Using structured questionnaires, a sample of 264 full-time employees were surveyed.
Analyses revealed that for Taiwanese employees, all the proposed main effects in the multivariate model were supported: （1） work constraints and family responsibility correlated with WFC and FWC respectively; （2） WFC and FWC correlated with both job satisfaction and family satisfaction; （3） “supervisor family support” correlated with WFC and job satisfaction, whereas “organizational family support values” correlated with FWC and family satisfaction. In a further series of hierarchical multiple regression analyses, “supervisor family support” was found to be associated with reduced WFC and enhanced job satisfaction, whereas “organizational family support values” were found to be associated with reduced FWC. However, no consistent moderating effects of both types of social support were found.
These results demonstrated that both “supervisor family support” and “organizational family support values” as work-site social support were beneficial for combating work/family conflicts for employees working in relationship-conscious and family-centered collectivistic Chinese culture. | en_US |
| DC.subject | 主管支持 | zh_TW |
| DC.subject | 工作限制 | zh_TW |
| DC.subject | 職家衝突 | zh_TW |
| DC.subject | 組織家庭支持 | zh_TW |
| DC.subject | 家庭責任 | zh_TW |
| DC.subject | 工作滿意 | zh_TW |
| DC.subject | 家庭滿意 | zh_TW |
| DC.subject | Chinese cultures. | en_US |
| DC.subject | social support | en_US |
| DC.subject | family responsibility | en_US |
| DC.subject | work constraints | en_US |
| DC.subject | work/family conflict （WFC/FWC） | en_US |
| DC.title | 工作限制、家庭責任與職家衝突之關聯：以社會支持為調節因子 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | Work Constraints, Family Responsibility, and Work/Family Conflict: The Moderating Effect of Social Support | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |