工作家庭措施知覺與工作家庭衝突、壓力感知、離職傾向之關聯

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：161

、訪客IP：18.117.196.217

姓名

張靜如(Ching-Ju Chang) 查詢紙本館藏

畢業系所

人力資源管理研究所在職專班

論文名稱

工作家庭措施知覺與工作家庭衝突、壓力感知、離職傾向之關聯
(Exploring the Relationships among Perceived Accessibility of Work-family Practices, Work-Family Conflict, Stress Perception, and Turnover Intention)

相關論文

★ 空服員之工作特性、工作壓力源與個人壓力反應	★ 人力資源管理活動對員工離職意願之影響- 以工作滿意度為中介變項
★ 直線主管之管理訓練與其參與人力資源管理活動之關聯	★ 直線經理參與人力資源管理活動之影響因素探討
★ 員工風險承擔對個人持股意願之影響	★ 人力資本投資、知識分享與組織績效之關聯
★ 人力資源部門跨界活動對企業採行高績效人力資源管理實務之影響	★ 賦權感知、工作滿意、組織承諾與服務行為之相關性研究―以某連鎖便利商店為例
★ 業務代表人格特質與核心職能對績效影響的探討 —以某藥廠為例	★ 實施利益分享制度對心理賦權感及工作滿意之影響
★ 員工股票獎酬對員工心理所有權之影響---以內外控人格特質為干擾變項	★ 組織氣候感知、組織承諾與組織公民行為之關聯
★ 人力資源高績效工作實務、創新氣候與組織績效之關聯－以IC設計產業為例	★ 高績效工作實務對員工知識分享行為之影響 -
★ 人格特質與工作績效之關係研究─以航空服務業空服人員為例	★ 員工對功能彈性氣候的感知對工作滿意度的影響以工作自主與工作要求為中介變項

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

由於社會型態的改變，雙薪家庭的產生，愈來愈多員工必須同時承擔工作與家庭的雙重責任，因此本研究主要探討員工對於企業鼓勵使用工作家庭措施之知覺程度，是否可降低工作家庭衝突、壓力與離職傾向，並透過實證結果提出企業管理建議。
本研究採用問卷調查方式，發放700份問卷，回收有效問卷共654份進行研究分析，經由相關分析及迴歸分析驗證，發現以下結果：
1. 壓力感知對離職傾向有正向影響。
2. 工作家庭衝突分別對壓力感知、離職傾向有正向影響。
3. 壓力感知會部分中介工作家庭衝突對離職傾向的影響。
4. 工作家庭措施知覺使用程度對工作家庭衝突與離職傾向有負向影響，但對壓力感知無顯著關聯。
5. 工作家庭衝突會部分中介工作家庭措施知覺對離職傾向的影響。
因此本研究建議企業應提升員工對於使用工作家庭措施知覺使用程度，協助員工降低工作與家庭衝突及壓力，以避免員工產生離職傾向，達到企業留才之效益。

摘要(英)

In recent years, The dual-earner couples have become one of primary family types. People must face problems in work-family conflict. Therefore, This study is to investigate whether the perceived accessibility of work-family practices helps the employee decrease work-family conflict, Stress Perception and Turnover Intention.
This research employed the questionnaire survey to collect the data. Totally 700 copies of the questionnaire were released; 654 valid copies were returned with a valid sample return rate of 93.43%. Through statistical analysis such as correlation analysis and regression analysis, the results of the investigation demonstrate the following important findings:
1. Stress perception has a positive relationship to turnover intention.
2. Work-family conflict has a positive relationship to stress perception and turnover intention.
3. Stress perception was found to have partially mediating effects between work-family conflict and turnover intention.
4. Perceived accessibility of work-family practices has a negative relationship to work-family conflict and turnover intention. However, Perceived accessibility of work-family practices did not show significant effect on stress perception.
5. Work-family conflict was found to have partially mediating effects between perceived accessibility of work-family practices and turnover intention.
This finding provides business managers when they try to manage and prevent employee turnover, that they can increase employee perceived accessibility of work-family practices and to decrease employee work-family conflict and turnover intention.

關鍵字(中)

★ 工作家庭措施
★ 工作家庭衝突
★ 壓力
★ 離職傾向

關鍵字(英)

★ Work-family Practices
★ Work-Family Conflict
★ Stress
★ Turnover Intention

論文目次

摘要 i
Abstract ii
誌謝 iii
目錄 iv
圖目錄 vi
表目錄 vii
第一章緒論 1
1.1 研究背景與動機 1
1.2 研究目的 2
第二章文獻探討 3
2.1 工作家庭措施 3
2.2 工作家庭衝突 5
2.3 工作家庭衝突對壓力感知、離職傾向的關聯 8
2.4 工作家庭措施知覺與工作家庭衝突的關聯 14
第三章研究方法 18
3.1 研究架構與假設 18
3.2 研究樣本與資料蒐集 19
3.3 問卷設計與變數衡量 19
3.4 分析方法 22
第四章研究結論 24
4.1 描述性統計分析 24
4.2 信度分析 26
4.3 相關分析 26
4.4 迴歸分析 29
第五章研究討論與建議 37
5.1 研究結論 37
5.2 管理意涵 39
5.3 研究限制 41
參考文獻 43

參考文獻

英文文獻
Abelson, M. A. (1987). Examination of Avoidable & UnavoidableTurnover. Journal of Applied, 72(3), 282-286.

Allen, T. D., Herst, D. E., Bruck, C. S., & Sutton, M.T. (2000). Consequences Associated With Work-to-Family Conflict: A Review and Agenda for Future Research. Journal of Occupational Health Pschology, 5(2), 278-308.

Anderson, S. E., Coffey, B. S. & Byerly, R. T. (2002). Formal Organizational Initiatives and Informal Workplace Practices: Links to Work-family Conflict and Job-Related Outcomes. Journa of Managnment, 28, 787-810.

Baughman, R., DiNardi, D. & Holtz-Eakin, D. (2003). Productivity and Wage Effects of Familyfriendly Fringe
Benefits. International Journal of Manpower, 24(3), 247-259.

Bedeian, A. G., and Armenakis, A. A. (1981). A Path Analytic Study of Consequences of Role Conflict and Ambiguity. Academy of Management Journal, 24, 417-424.

Blau, J. G. (1985). The Measurement and Prediction of Career Commitment. Journal of Occupational Psychology, 58, 277-288.

Bluedorn, A. C. (1982). A Unified Model of Turnover form Organization. Human Relations, 135-153.

Budd, J. W. & Mumford, K. A. (2006). Family-Friendly Work Practices in Britain: Availability and Perceived Accessibility. Human Resource Management, 45(1), 23-42.

Campion, Michael A. and Michelle M. (1986). Management Turnover. Experiential Differences Between Former and Current Managers. Personnel Psychology, 39, 57-69.

Christensen, K. E. & Staines, G. L. (1990). Flexible: A Viable Solution to Work/Family Conflict. Journal of Family Issues, 11(4), 455-477.

Cohen S., Kamarck T. & Mermelstein, R. (1983). A Global Measure of Perceived Stress. Journal of Health and Social Behaviour, 24, 385-396.

Cohen, S. & Williamson, G. M. (1988). Perceived Stress in a Probability Sample of the United States. In S. Spacapan & S. Oskamp (Eds.), The Social Psychology of Health(31-67). Newbury Park. CA: Sage.

Colarelli, M.S. (1984). Methods of Communication and Mediating Processes in Realistic Job Previews. Journal of Applied Psychology, 69(4), 633-642.

Cooper, C. L. & Marshall, J. (1976). Occupational Sources of Stress: Areview of the Literature Relating to Coronary Heart Disease and Mental Ill Health. Journal of Occupation Psychology, 49, 11-28.

Cropanzano, R. & Mitchell, M. S. (2005). Social Exchange Theory: An Interdisciplinary Review. Journal of management, 31(6), 874-900.

Duxbury, L. E. & Higgins, C. A. (1991). Gender Difference in Work-Family Conflict. Journal of Applied Psychology, 76(1), 60-72.

Eaton, C. S. (2003). If You can Use Them: Flexibility Policies, Organizational Commitment, and Perceived Performance. Industrial Relations, 42(2), 145-167.

Folkman, S. & Lazarus, R. S. (1984). Stress, Appraisal, and Coping. New York : Springer Publishing Company.

Frone, M. R., Russell, M. & Cooper M. L. (1992). Antecedents and Outcomes of Work-Family Conflict: Testing a Model of the Outcomes of Work-Family Interface. Journal of Applied Psychology, 77, 65-78.

Frone, M. R., Yardley, J. K. & Markel, K. S. (1997). Developing and Testing an Integrative Model of the Work-Family Interface. Journal of Vocational Behavior, 50, 145-167.

Glass, J. L., & Estes, S. B. (1997). The Family Responsive Workplace. Annual Review of Sociology, 23, 289-313.

Glass, J. L. & Fujimoto, T. (1995). Employer Characteristics and the Provision of Family Responsive Policies. Work and Occupations, 22(4), 380-411.

Goff, S.J., Mount, M.K. & Jamison, R.L. (1990). Employer Supported Child Care, Work/Family Conflict, and Absenteeism: A Field Study. Personnel Psychology, 43(4), 793-809.

Googins & Burden, D.B. (1987). Vulnerability of Working Parents: Balancing Work. Social Work, 32, 295-299.

Graen, G. B. & Scandura, T. A. (1987). Toward a Psychology of Dyadic Organizing. In L. L. Cummings & B. Staw (Eds.). Research in organizational behavior (399-423). Greenwich, CT: JAI.

Greenberger, E., Goldberg, W. A., Hamill, S., O′Neil, R. & Payne, C. K. (1989). Contributions of a Supportive Work Environment to Parents′ Well-Being and Orientation to Work. American Journal of Community Psychology, 17(6), 755-783.

Greenhaus, J. H. & Beutell, N. J. (1985). Sources of Conflict between Work and Family Roles. Academy of Management Review, 10, 76-88.

Grover, S. L. & Crooker, K. J. (1995). Who Appreciates Family-Responsive Human Resource Policies: The Impact of Family-Friendly Policies on the Organizational Attachment on the Organizational Attachment of Parents and Non-Parents. Personnel Psychology, 48, 271-288.

Gupta, N. & Beehr, T. A. (1979). Job Stress and Employee Behavior. Organization Behavior and Human Performance, 23, 129-145.

Haar, J. M. & Spell, C. S. (2004). Programme Knowledge and Value of Work-Family Practices and Organizational Commitment. International Journal of Human Resource Management, 15(6), 1040-1055.

Hammer, L. B., Allen, E. & Grigsby, T. D. (1997). Work-Family Conflict in Dual-Earner Couples: Within-Individual and Crossover Effects of Work and Family. Journal of Vocational Behavior, 50, 185-203.

Hofferth, S. (1996). Child Care in the United States Today. The Future of Children: Financing Child Care, 6(2), 41-61.

Hom, P. W. & Griffeth, R. W. (1991). Structural Equations Modeling Test of a Turnover Theory: Cross-Sectional and Longitudinal Analyses. Journal of Applied Psychology, 76(3), 350.

Invancevich J.M. & Matteson, M.T. (1980). Stress and Work：A Managerial Perspective Glenview. IL: Scott. Foresman.

Invancevich, J. M., Matteson, M. T. & Preston, C. (1982). Occupational stress, type a behavior, and physical well being. Academy of Management Journal, 25(2), 373-391.

Jamal, M. (1990). Relationship of Job Stress and Type-A Behavior to Employees′ Job Satisfaction, Organizational Commitment, Psychosomatic Health Problems, and Turnover Motivation. Human Relations, 43(8), 727-738.

Johnson, T. & Graen, G. B. (1973). Organizational Assimilation and Role Rejection. Organizational Behavior and Human Performance, 10(1), 72-78.

Konrad, A.M. & Mangel, R. (2000). The Impact of Work-Life Programs on Firm Productivity. Strategic Management Journal, 21(12), 1225-1237.

Kossek, E. E. & Nichol, V. (1992). The Effects of On-Site Child Care on Employee Attitudes and Performance. Personel Psychology, 45, 485-509.

Kossek, E. E. & Ozeki, C. (1999). Bridging the Work-Family Policy and Productivity Gap: A Literature Review. Community, Work & Family, 2(1), 7-32.

Lambert, J.S. (2000). Added Benefits: The Link between Work-Life Benefits and Organizational Citizenship Behavior. Academy of Management Journal, 43(5), 801-815.

Lobel, A.S. (1999). Impacts of Diversity and Work-Life Initiatives in Organizations. In Handbook of Gender and Work, 453-476.

Michaels, C. E.& Spector, P. E. (1982). Causes of Employee Turnover：A Test of the Mobley, Griffeth, Hand & Meglino Model. Journal of Applied Psychology, 67(3), 53-59.

Miller, H. E. & Katerberg, R. (1979). Evaluation of the Mobley, Honer and Hollngsworth Model of Employee Turnover. Journal of Applied Psychology, 64.

Mobley, H. W. (1977). Intermediate Linkages in the Relationship Between Job. Journal of Applied Psychology, 62(2), 237-240.

Netemeyer, R. G., Boles, J. S. & McMurrian, R. (1996). Development and Validation of Work-Family Conflict and Family-Work Conflict Scales. Journal of Applied Psychology, 81(4), 400-410.

O`Driscoll, P., Ilgen, D. R. & Hildreth, K.M. (1992). Time Devoted to Job and Off-Job Activities, Interrole Conflict, and Affective Experiences. Journal of Applied Psychology, 77(3), 272-279.

Osterman, P. (1995). Work/Family Programs and the Employment Relationship. Administrative Science Quarterly, 40(4), 681-700.

Parasuramanet, A. (1996). The Behavioral Consequences of Service Quality. Journal of marketing, 60(2).

Perry-Smith, J. E. & Blum, T. C. (2000). Work-Family Human Resource Bundles and Perceived Organizational Performance. Academy of Management Journal, 43(6), 1107-1117.

Porter, L.W., Steers, R.M., Mowday, R.T. & Boulian, P.V. (1974). Organizational Commitment Job Satisfaction, and Turnover Among Psychiatric Technician. Journal of Applied Psychology, 59, 603-609.

Sager & Jeffrey, K. (1991). Type A Behavior Pattern (TABP) Among Salespeople and Its Relationship to Job Stress. The Journal of Personal Selling & Sales Management., 11(2), 1-14.

Scheibl, F. & Dex, S. (1998). Should we have More Family-Friendly Policies? European Management Journal, 16(5), 586-599.

Simkin, C. & Hillage, J. (1992). Family-Friendly Working: New Hope or Old Hype? IMS Report, 24.

Steers, M. R. (1977). Antecedents and Outcomes of Organizational Commitment. Administrative Science Quarterly, 22, 46-56.

Szilagyi, D.A. (1979). Keeping Employee Turnover under Control. The Management of People at Work, 42-55.

ThomasT. & Ganster, D. C.L. (1995). Impact of Family-Supportive Work Variables on Work-Family Conflict and Strain: A Control Perspective. Journal of Applied Psychology, 80(1), 6-15.

Thompson, C. A., Beauvais, L. L. & Lyness, K. S. (1999). When Work-Family Benefits are not Enough: The Influence of Work-Family Culture on Benefit Utilization, Organizational Attachment, and Work-Family Conflict. Journal of Vocational Behavior, 54(3), 392-415.

Warren, J. A. & Johnson, P. J. (1995). The Impact of Workplace Support on Work-Family. Family Relations, 44(2), 163-169.

Wayne, S. J., Shore, L. M. & Liden, R. C. (1997). Perceived Organizational Support and Leader-Member Exchange: A Social Exchange Perspective. Academy of Management Journal, 40, 82-111.

中文文獻
吳美連(1998)。高成就婦女的身心特徵、壓力知覺與工作－家庭衝突之探討。中原學報, 26(2), 1-10。

吳英璋(1994)。壓力的因應與成功的因應的副作用。測驗與輔導, 123, 2511-2513。

李佳俐(2004)。工作/家庭政策、工作/家庭平衡與員工績效關係之研究。碩士論文。國立成功大學國際企業研究所。

李雪麗(1995)。已婚職業婦女角色衝突、組織承諾與離職意願關係之研究。碩士論文。國立臺灣師範大學家政教育學系。

初麗娟、高尚仁(2005)。壓力知覺對負面心理健康影響－靜坐經驗、情緒智能調節效果之探討。中華心理學刊, 47(2), 157-179。

侯望倫(1984)。工作壓力的實證研究-組織氣候、角色特性、人格特質與壓力症狀的關係。碩士論文。國立政治大學企業管理研究所。

陳勁甫、鍾武侖(2007)。工作滿足、組織承諾、工作尋找與離職傾向關係之研。運輸學刊, 19(2), 191-214。
陸洛、黃茂丁、高旭繁(2005)。工作與家庭的雙向衝突：前因、後果及調節變項之探討。應用心理研究(27), 133-166。
黃寶園(2004)。結合統合分析與結構方程模式之理論驗證：以壓力調節反應模式之建立與驗證為例。博士論文。國立臺灣師範大學教育心理與輔導研究所。
劉念琪、王志袁、劉雯中(2010)。工作與家庭措施之使用度、知覺組織支持與員工工作態度關聯性之探討。組織與管理, 3(1), 41-66。

劉雯中(2014)。工作要求、工作資源、工作家庭衝突與其影響：探討個人工作家庭區隔偏好之干擾效果。博士論文。國立中央大學人力資源管理研究所。

歐陽玲(1994)。工作生活品質與臨床護理人員離職意願之探討－以台南地區綜合醫院為例。東海大學企業管理研究所。

蔡婷婷(2006)。工作家庭政策、工作家庭衝突與組織承諾之研究。碩士論文。國立中山大學人力資源管理研究所碩士在職專班。

藍采風、廖榮利(1994)。組織行為學。台北: 三民。

指導教授

劉念琪(Nien-Chi Liu)

審核日期

2016-6-27

推文