本研究旨在探討員工對管理創新活動涉入程度對其「工作-家庭衝突」與「工作-家庭促進」兩構面組成之「工作-家庭平衡」之關聯。經實證研究調查550位全職工作者後，發現男性填答者對工作-家庭衝突有較高的感知；女性填答者對工作-家庭促進有較高的感知程度。學歷越高的填答者，對工作-家庭衝突的感知愈小。扶養小孩數越多工作-家庭衝突的感知愈顯著；同時，扶養小孩數與工作-家庭促進呈正向相關，即扶養小孩數目越多，工作-家庭促進的感知愈顯著。擔任基層主管的填答者，其工作-家庭促進則呈負向關聯。員工對管理創新活動中的「即時法（JIT）管理」、「六標準差管理」的涉入程度對其工作-家庭衝突有正向關聯；而「全面品質管理」、「工作團隊管理」與「個人薪酬與個人績效連結管理」則呈負向關聯。管理創新活動中的「工作團隊管理」與員工工作-家庭促進有正向關聯。 This research explored the relationships between the involvement of work innovation and work-family balance concepts (work-family conflict and work-family facilitation). The data came from 550 full-time workers in Taiwan. Results indicated that male workers had higher perception of work-family conflict; but female workers had higher perception of work-family facilitation. Individuals with higher educational background had less work-family conflict. Surprisingly, individuals with more children had higher work-family conflict and work-family facilitation at the same time. Additionally, middle managers felt less work-family facilitation. This study revealed that the involvement of “JIT (just-in-time) system” and “six sigma” were positively associated with work-family conflict. Three management innovation activities, “total quality management (TQM)”, “work team”, and “pay-for-performance system” were negatively associated with work-family conflict. “work team” had positive relationship with work-family facilitation.
