工作資源、職家衝突及其後果

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陳俊谷(Chun-Ku Chen) 查詢紙本館藏

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人力資源管理研究所

論文名稱

工作資源、職家衝突及其後果
(work resources, work/family conflict and work/nonwork-related outcomes)

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摘要(中)

這篇研究最主要目的探索在華人文化體系為主的社會（台灣）中，「工作資源」、「職家衝突」與工作和非工作相關後果之關係。而本次研究將特別聚焦於各種不同形式「工作資源」降低「職家衝突」與增進「工作滿意度」、「家庭滿意度」與「幸福感」的效能。本研究利用結構式問卷蒐集264份有效樣本，訪談對象均為全職員工。
研究結果發現對於台灣員工而言，各種不同形式「工作資源」均能有效降低「工作-家庭衝突」、「家庭-工作衝突」，並增進「工作滿意度」、「家庭滿意度」與「幸福感」。「工作-家庭衝突」、「家庭-工作衝突」均會降低「工作滿意度」、「家庭滿意度」與「幸福感」。而「工作滿意度」、「家庭滿意度」均能有效提升「幸福感」。更重要的是，本研究發現「主管理念性支持」是所有不同形式「工作資源」中效果最強的資源，其能最有效降低「工作-家庭衝突」、「家庭-工作衝突」，並增進「工作滿意度」、「家庭滿意度」與「幸福感」。相較於「主管理念性支持」，「組織家庭政策」與「組織家庭支持」效果則不如「主管理念性支持」強烈。因此在「職家衝突」的議題上，對於工作在注重關係的集體主義文化的員工而言，組織必須重視「主管理念性支持」的關鍵效果。

摘要(英)

The aim of the research was to explore relations between work resources, work/family conflict and work/nonwork-related outcomes, in the cultural context of a Chinese society (Taiwan). Specifically, we explored the effectiveness of various types of work resources in reducing work/family conflict and enhancing work morale as well as personal well-being. Using structured questionnaires, a sample of 264 full-time employees were surveyed.
Analyses revealed that for Taiwanese employees, various types of work resources were positively related to reduced WFC and FWC, enhanced job satisfaction, family satisfaction and happiness. Both WFC and FWC were positively related to reduced job satisfaction and family satisfaction. Both job satisfaction and family satisfaction were positively related to enhanced happiness. More importantly, we found that “supervisor family support” was the most effective work resource in reducing work/family conflict and enhancing work/nonwork-related well-being, whereas “organizational family-supportive policies” and “organizational family support values” were less effective resources. Thus, the crucial beneficial effect of supervisor support was again underlined regarding work/family issues for employees working in relationship-conscious collectivistic cultures.

關鍵字(中)

★ 工作資源
★ 華人文化
★ 職家衝突

關鍵字(英)

★ work/family conflict
★ Chinese cultur
★ work resources

論文目次

第一章研究動機與目的 1
第一節研究動機 1
第二節研究目的 1
第二章文獻探討 3
第一節職家衝突的意涵及前因後果 3
一、職家衝突的定義與方向性 3
二、職家衝突的前因變項 6
三、職家衝突的後果變項 8
四、職家互動的正向思維 11
第二節職家衝突的正向保護因子 13
一、社會支持的意涵 13
二、職場的社會支持：工作資源 18
第三章研究方法 23
第一節研究架構與假設 23
一、研究架構 23
二、研究假設 25
第二節研究對象 26
第三節研究工具 26
一、工作資源量表 26
二、職家衝突量表 27
三、工作滿意度與家庭滿意度量表 28
四、幸福感量表 29
第四章研究結果 30
第一節樣本描述 30
第二節研究變項描述性統計分析 33
第三節變項間之相關分析 35
一、人口學變項與主要研究變項之相關 35
二、主要變項之間的相關 38
第四節層級式迴歸分析 42
一、預測工作-家庭衝突 42
二、預測家庭-工作衝突 43
三、預測工作滿意度 44
四、預測家庭滿意度 45
五、預測幸福感 46
第五節結構方程模式分析 48
一、以「工作-家庭衝突」為核心變項 48
二、以「家庭-工作衝突」為核心變項 53
第五章討論 59
第一節研究結果概述 59
第二節工作資源之功效 61
第三節職家衝突與後果變項之關係 63
第四節研究限制與建議 64
參考文獻 66
附錄問卷題項 73

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指導教授

陸洛(Luo Lu)

審核日期

2007-6-26

推文