本研究基於工作需求-資源理論（JD-R Theory）和角色理論，探討彈性 工時、工作生活衝突與工作滿意度之間的關聯性。本研究以 426 名台灣參與者 為樣本，進行相關分析。結果顯示，彈性工時與工作滿意度之間存在顯著正相 關，突顯出彈性工時作為一種有價值的資源，有助於提升員工的滿意度。然 而，彈性工時與工作生活衝突之間並未顯示出顯著的直接關聯，這意味著彈性 工作安排的可用性對於降低工作生活衝突的效果有限。此外，工作生活衝突並 未在彈性工時與工作滿意度之間起到中介作用，顯示彈性工時可直接提升工作 滿意度，而工作生活衝突對此影響的調節效果較小。性別在彈性工時與工作生 活衝突之間的關聯性上也未展現顯著的調節作用。這些發現對於考慮實施彈性 工時政策的組織具有重要的實務意涵，建議企業在推動彈性工時制度時應綜合 考量不同員工的需求與實際情境;This study examines the relationships between flextime, work-life conflict, and job satisfaction through the lens of the Job Demands-Resources (JD-R) theory and Role theory. A sample of 426 Taiwanese participants was analyzed to examine this framework. Results indicate a strong positive correlation between flextime and job satisfaction, highlighting flextime as a valuable resource that enhances employee satisfaction. However, flextime does not exhibit a significant direct relationship with work-life conflict, suggesting that the availability of flexible work arrangements does not strongly influence work-life conflict levels. Work-life conflict does not mediate the relationship between flextime and job satisfaction, indicating that while flextime can improve job satisfaction directly, work-life conflict has a limited effect on this influence. Furthermore, gender does not significantly moderate the relationship between flextime and work-life conflict. These findings provide important implications for organizations considering the implementation of flextime policies.
