在家工作之家庭要求、工作家庭衝突與員工福祉之關係;The relationships among family demand, work family conflict and employee well-being in a work from home context.

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題名:	在家工作之家庭要求、工作家庭衝突與員工福祉之關係;The relationships among family demand, work family conflict and employee well-being in a work from home context.
作者:	董羿宣;Tung, Yi-Xuan
貢獻者:	人力資源管理研究所
關鍵詞:	家庭要求;工作家庭衝突;員工福祉;疆界管理偏好;家庭角色重要性;family demand;work family conflict;employee well-being;boundary management preference;family role salience
日期:	2022-06-09
上傳時間:	2022-07-13 15:32:40 (UTC+8)
出版者:	國立中央大學
摘要:	在家工作在過去被視為一種用以降低工作家庭衝突的福利措施，但突如其來的疫情讓在家工作成為常態。相較於以往，在家工作的工作家庭界線模糊難以區隔，個人若無法在家庭與工作角色之間適當切換、分配資源，便可能產生工作家庭衝突，進而影響員工福祉，導致生產力下降、幸福感降低等。故本研究以員工福祉為依變項，探討家庭要求、工作家庭衝突、員工福祉、疆界管理偏好及家庭角色重要性之間的關係，以工作家庭衝突為中介變項，疆界管理偏好、家庭角色重要性為調節變項，進行統計檢驗分析，探討變項之間的關聯本研究採網路問卷蒐集資料，共回收 215 份有效樣本，研究結果發現：(1)工作家庭衝突與員工福祉呈現負向關係；(2)在家工作之家庭要求與工作家庭衝突呈現正向關係；(3)工作家庭衝突對在家工作之家庭要求與員工福祉之間具中介效果；(4)疆界管理偏好、家庭角色重要性對在家工作之家庭要求與工作家庭衝突之間不具調節效果；(5)疆界管理偏好、家庭角色重要性對在家工作之家庭要求與生活滿意之間具負向調節效果。盼組織能在疫情下提供工作家庭措施，協助員工分擔家庭要求以減少工作家庭衝突，並建立個人的疆界管理，進而提升員工福祉。;Work from home has been regarded as a kind of benefits to reduce employees’ work family conflict. But sudden outbreak has made work from home become normal. Compared to the past, the boundary between work and family is blurred and difficult to distinguish. If individuals switch between family and work roles inappropriately, work family conflict may happen. Furthermore, employees’ well-being may decrease and then results in low productivity and less happiness. Therefore, this study uses employee well-being as dependent variable to explore the relationships between family demand, work family conflict, employee well-being, boundary management preference and family role salience. In the research model, family demand is seen as independent variable, work family conflict as mediator. Also, the study uses boundary management preference and family role salience as moderator and then conducts statistical analysis to investigate the relationships between variables. In this study, online questionnaires were used to collect data, and a total of 215 valid samples were collected. The results include:(1)work family conflict has a negative effect on employee well-being;(2)family demand has a positive effect on work family conflict in a work from home context;(3)work family conflict has a mediating effect between family demand and employee well-being in a work from home context;(4) boundary management preference, family role salience has no moderating effect between family demand and work family conflict in a work from home context;(5)boundary management preference, family role salience has a negative effect between family demand and life satisfaction in a work from home context. This study is aim to encourage organizations to provide work family practices, sharing employees’ family demand in order to reduce work family conflict, and build up personal boundary management, leading to enhancing employee well-being.
顯示於類別:	[人力資源管理研究所] 博碩士論文

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