工作家庭措施可使用性對職家衝突與工作滿意之影響─以知覺組織支持為中介

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：46

、訪客IP：18.226.187.60

姓名

洪薏晴(I-Ching Hung) 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

工作家庭措施可使用性對職家衝突與工作滿意之影響─以知覺組織支持為中介
(The impact of the Accessibility of Work Family Practices on Work Family Conflict and Job Satisfaction: Perceived Organizational Support as a Mediator)

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)

隨著勞動結構改變，雙薪家庭增高，台灣勞工平均工作時間長、且多數對工作感到不快樂，時代變遷之下，工作與事業不再是人們唯一追求，家庭生活也同樣重要。職家成為熱門討論議題，國內外的研究皆強調職家衝突對組織與員工的重大影響。

本研究透過問卷調查，對象包含科技業、傳統產業、銀行業、服務業、運輸業等35家台灣公司，發放問卷700份，有效問卷654份，有效回卷率93%。並將蒐集到的資料以統計分析，了解企業提供的工作家庭措施可使用性對員工職家衝突及工作滿意是否會受員工知覺組織支持程度而影響。其結果如下：

1：工作家庭措施可使用性對職家衝突有負向影響
2：工作家庭措施可使用性對工作滿意有正向影響
3：工作家庭措施可使用性對員工知覺組織支持具正向影響
4：知覺組織支持對職家衝突具負向影響
5：知覺組織支持對工作滿意具正向影響
6：知覺組織支持完全中介工作家庭措施可使用性對職家衝突的關聯性
7：知覺組織支持部分中介工作家庭措施可使用性對工作滿意的關聯性

透過研究我們知道，知覺組織支持會對工作家庭措施可使用性與職家衝突和工作滿意產生中介效果。企業應塑造家庭支持式的組織文化；管理者應給予員工家庭生活的支持；人力資源從業者應佈達工作家庭措施方案予員工，在管理辦法上保持彈性並與時俱進；員工得妥善使用工作家庭措施，承擔職家間不同角色應負的責任義務，使職家相互增益。

摘要(英)

With the changes of structure among labor markets, double-income families increased, the average working time is so long and most of the labor are unhappy upon working. People no longer only care about their career but chase their family life as well. Work family related issues has become popular topics. Both domestic and international studies emphasize a significant impact on the labors and the organizations of work family conflicts.

The aim of this study is to examine the impact the accessibility of work-family practices on work family conflict and job satisfaction, also trying to figure out if the perception organization support would be a mediator. The study using structured questionnaires, 700 samples came from different industries in Taiwan were surveyed, 654 copies returned with effective rate of 93%.

After Data collected and statistical analysis to understand the work family measures, the company offers workability staff level family conflict and job satisfaction and whether the employees affected by the degree of perceived organizational support. The results are as follows:

1：Accessibility of work family practices have negative effects on work family conflict.
2：Accessibility of work family practices have positive effects on job satisfaction.
3：Accessibility of work family practices have positive effects on employee perceived organizational support.
4：Perceived organizational support have negative effects on work family conflict.
5：Perceived organizational support have positive effects on job satisfaction.
6：Perceived organizational support have full mediation effect on accessibility of work family practices to work family conflict.
7：Perceived organizational support have partial mediation effect on accessibility of work family practices to job satisfaction.

Based on the result, we know that perceived organizational support play an important role within the relationship between the accessibility of work family practices to work family conflict and job satisfaction. Therefore this study proposed some practical that organizations should create family support culture, and managers should be considerate, HR practitioners need to keep flexible when implement the work family practices, also employees should properly use of those practices when participate in.

關鍵字(中)

★ 工作家庭措施可使用性
★ 知覺組織支持
★ 職家衝突
★ 工作滿意

關鍵字(英)

★ Accessibility of Work Family Practices
★ Perceived Organizational Support
★ Work Family Conflict
★ Job Satisfaction

論文目次

目錄
第一章緒論 1
第一節研究背景與動機 1
第二節研究目的 2
第二章文獻探討 4
第一節工作家庭措施可使用性對職家衝突與工作滿意之影響 4
第二節工作家庭措施可使用性對知覺組織支持的影響 7
第三節個人知覺組織支持對於職家衝突及工作滿意之影響 9
第四節知覺組織支持是否為工作家庭措施可使用性對職家衝突與工作滿意的中介變項 11
第三章研究方法 14
第一節研究架構 14
第二節樣本對象 15
第三節問卷設計 15
第四節統計分析方法 19
第四章研究結果 22
第一節樣本統計 22
第二節信度分析 23
第三節相關分析 24
第四節迴歸結果 27
第五章結論 32
第一節研究結果與討論 32
第二節研究限制 35
第三節管理意涵 37
參考文獻 40
中文部分 40
英文部分 41

參考文獻

中文部分
吳逸賢(2007) 品質管理活動, 工作家庭政策與工作家庭衝突之關聯; Quality management practices, work family policy and work family conflict. 中央大學人力資源管理研究所學位論文

李佳怡. (2000). 知覺組織支持對員工工作態度影響之研究 (Doctoral dissertation, 撰者).

張婷婷, & 陸洛. (2009). 資源損失與資源獲得對職家衝突之影響: 資源保存理論的觀點. 臺大管理論叢, 20(1), 69-98.

陳家銘(2009) 法定/非法定工作家庭平衡措施對員工工作態度之影響-以C公司為例中央大學人力資源管理研究所學位論文

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》(台灣), 27, 133-166.

葉倩妏, & 劉念琪. (2009). 工作負荷, 工作家庭衝突與工作滿意度之關聯研究. 第十五屆企業人力資源管理實務專題研究論文. 桃園: 中央大學人力資源管理研究所.

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.

羅資瑋 (2007)台灣地區企業實施彈性福利現況及其影響因素探討國立中央大學人力資源管理研究所碩士論文

英文部分
Allen, T. D. (2001). Family-supportive work environments: The role of organizational perceptions. Journal of vocational behavior, 58(3), 414-435.

Allen, T. D., & Russell, J. E. (1999). Parental Leave of Absence: Some Not So Family‐Friendly Implications1. Journal of Applied Social Psychology, 29(1), 166-191.

Allen, T. D., Herst, D. E., Bruck, C. S., & Sutton, M. (2000). Consequences associated with work-to-family conflict: a review and agenda for future research. Journal of occupational health psychology, 5(2), 278.

Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of managerial psychology, 22(3), 309-328.

Baltes, B. B., Briggs, T. E., Huff, J. W., Wright, J. A., & Neuman, G. A. (1999). Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria. Journal of Applied Psychology, 84(4), 496.

Barnett, R. C., & Hyde, J. S. (2001). Women, men, work, and family. American psychologist, 56(10), 781.

Bowen, G. L. (1988). Corporate supports for the family lives of employees: A conceptual model for program planning and evaluation. Family Relations, 183-188.
Bruck, C. S., Allen, T. D., & Spector, P. E. (2002). The relation between work–family conflict and job satisfaction: A finer-grained analysis. Journal of vocational behavior, 60(3), 336-353.

Burke, R. J., & El-Kot, G. (2010). Correlates of work-family conflicts among managers in Egypt. International Journal of Islamic and Middle Eastern Finance and Management, 3(2), 113-131.

Burke, R. J., & Greenglass, E. R. (1999). Work–family conflict, spouse support, and nursing staff well-being during organizational restructuring. Journal of occupational health psychology, 4(4), 327.

Burke, R. J., Weir, T., & DuWors, R. E. (1980). Work demands on administrators and spouse well-being. Human Relations, 33(4), 253-278.

Carlson, D. S., & Frone, M. R. (2003). Relation of behavioral and psychological involvement to a new four-factor conceptualization of work-family interference. Journal of business and psychology, 17(4), 515-535.

Carlson, D. S., Kacmar, K. M., & Williams, L. J. (2000). Construction and initial validation of a multidimensional measure of work–family conflict. Journal of Vocational behavior, 56(2), 249-276.

Cutcher-Gershenfeld, J., Kossek, E. E., & Sandling, H. (1998). Managing concurrent change initiatives: Integrating quality and work/family strategies.Organizational dynamics, 25(3), 21-37.

de Janasz, S., Behson, S. J., Jonsen, K., & Lankau, M. J. (2013). Dual sources of support for dual roles: how mentoring and work–family culture influence work–family conflict and job attitudes. The International Journal of Human Resource Management, 24(7), 1435-1453.

Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied psychology, 86(3), 499.

DiRenzo, M. S., Greenhaus, J. H., & Weer, C. H. (2011). Job level, demands, and resources as antecedents of work–family conflict. Journal of Vocational Behavior, 78(2), 305-314.

Eby, L. T., Casper, W. J., Lockwood, A., Bordeaux, C., & Brinley, A. (2005). Work and family research in IO/OB: Content analysis and review of the literature (1980–2002). Journal of vocational behavior, 66(1), 124-197.

Eisenberg, E. M., & Witten, M. G. (1987). Reconsidering openness in organizational communication. Academy of Management Review, 12(3), 418-426.

Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of applied psychology, 75(1), 51.

Ernst Kossek, E., & Ozeki, C. (1998). Work–family conflict, policies, and the job–life satisfaction relationship: A review and directions for organizational behavior–human resources research. Journal of applied psychology, 83(2), 139.

Finkel, S. K., Olswang, S., & She, N. (1994). Childbirth, tenure, and promotion for women faculty. The Review of Higher Education, 17(3), 259.

Fletcher, J. K., & Bailyn, L. (1996). Challenging the last boundary: Reconnecting work and family. The boundaryless career: A new employment principle for a new organizational era, 256-267.

Fredriksen-Goldsen, K. I., & Scharlach, A. E. (2001). Families and work. New Directions in the Twenty-First Century.

Friedman, D. E., & Galinsky, E. (1992). Work and family issues: A legitimate business concern. Jossey-Bass.

Friedman, S. D., & Greenhaus, J. H. (2000). Work and family--allies or enemies? what happens when business professionals confront life choices. Oxford University Press.

Galinsky, E., & Stein, P. J. (1990). The impact of human resource policies on employees balancing work/family life. Journal of Family Issues, 11(4), 368-383.

Galinsky, E., & Stein, P. J. (1990). The impact of human resource policies on employees balancing work/family life. Journal of Family Issues, 11(4), 368-383.

Galinsky, E., Bond, J. T., & Swanberg, J. E. (1998). 1997 National Study of the Changing Workforce.
Galinsky, E., Bond, T., & Friedman, D. E. (1993). National study of the changing workforce. New York: Families and Work Institute.

Gerson, K. (2010). The unfinished revolution: How a new generation is reshaping family, work, and gender in America. New York: Oxford University Press.

Gilbert, L. A., Hallett, M., & Eldridge, N. S. (1994). Gender and dual-career families: Implications and applications for the career counseling of women.

Grandey, A. A., & Cropanzano, R. (1999). The conservation of resources model applied to work–family conflict and strain. Journal of Vocational Behavior, 54(2), 350-370.

Grandey, A., Cordeiro, B., & Crouter, A. (2005). A longitudinal and multi‐source test of the work–family conflict and job satisfaction relationship. Journal of occupational and Organizational Psychology, 78(3), 305-323.

Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of management review, 10(1), 76-88.

Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: A theory of work-family enrichment. Academy of management review, 31(1), 72-92.

Grzywacz, J. G., & Marks, N. F. (2000). Reconceptualizing the work–family interface: An ecological perspective on the correlates of positive and negative spillover between work and family. Journal of occupational health psychology, 5(1), 111.

Hall, D. T., & Richter, J. (1988). Balancing work life and home life: What can organizations do to help?. The Academy of Management Executive, 2(3), 213-223.

Hammer, L. B., Bauer, T. N., & Grandey, A. A. (2003). Work-family conflict and work-related withdrawal behaviors. Journal of Business and Psychology, 17(3), 419-436.

Hammonds, K. H., Furchgott, R., Hamm, S., & Judge, P. C. (1997). Work and family. Business Week, 9(1), 5.

Hancock, F., & Page, F. (2013). Family to work conflict and the usefulness of workplace support. Occupational medicine, 63(5), 373-376.

Harrington, B., & Ladge, J. J. (2009). Work–Life Integration:: Present Dynamics and Future Directions for Organizations. Organizational Dynamics, 38(2), 148-157.

Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American psychologist, 44(3), 513.

Judiesch, M. K., & Lyness, K. S. (1999). Left behind? The impact of leaves of absence on managers′ career success. Academy of management journal, 42(6), 641-651.

Kamerman, S. B., & Kahn, A. J. (1987). Universalism and income testing in family policy: New perspectives on an old debate. Social Work, 32(4), 277-280.

Keith, P. M., & Schafer, R. B. (1980). Role strain and depression in two-job families. Family Relations, 483-488.

Kelloway, E. K., Gottlieb, B. H., & Barham, L. (1999). The source, nature, and direction of work and family conflict: a longitudinal investigation. Journal of occupational health psychology, 4(4), 337.

Kofodimos, J. R. (1995). Beyond Work-Family Programs: Confronting and Resolving the Underlying Causes of Work-Personal Life Conflict. Center for Creative Leadership, PO Box 26300, Greensboro, NC 27438-6300.

Konrad, A. M., & Mangel, R. (2000). Research notes and commentaries the impact of work-life programs on firm productivity. Strategic Management Journal, 21(12), 1225-1237.

Kossek, E. E., & Lobel, S. A. (Eds.). (1996). Managing diversity: Human resource strategies for transforming the workplace. Cambridge, MA: Blackwell Business.

Kossek, E. E., Lewis, S., & Hammer, L. B. (2009). Work–life initiatives and organizational change: Overcoming mixed messages to move from the margin to the mainstream. human relations.

Lobel, S. A. (1999). Impacts of diversity and work-life initiatives in organizations. Sage Publications, Inc.

Maertz, C. P., & Boyar, S. L. (2011). Work-family conflict, enrichment, and balance under “levels” and “episodes” approaches. Journal of Management,37(1), 68-98.
McCroskey, J. (1982). WORK AND FAMILIES-WHAT IS THE EMPLOYERS RESPONSIBILITY. Personnel Journal, 61(1), 30-38.

Morris, M. H., Williams, R. O., Allen, J. A., & Avila, R. A. (1997). Correlates of success in family business transitions. Journal of business venturing, 12(5), 385-401.

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.

Perlow, L. A. (1995). Putting the work back into work/family. Group & Organization Management, 20(2), 227-239.

Pleck, J. H., Staines, G. L., & Lang, L. (1980). Conflicts between work and family life. Monthly Lab. Rev., 103, 29.

Reynolds, J. (2005). In the face of conflict: Work‐life conflict and desired work hour adjustments. Journal of Marriage and Family, 67(5), 1313-1331.

Scharlach, A. E., & Boyd, S. L. (1989). Caregiving and employment: Results of an employee survey. The Gerontologist, 29(3), 382-387.

Seashore, S. E., Lawler, E. E., Mirvis, P., & Cammann, C. (1982). Observing and measuring organizational change: A guide to field practice.

Shellenbarger, S. (1992). Lessons from the workplace: How corporate policies and attitudes lag behind workers′ changing needs. Human Resource Management, 31(3), 157-169.

Siegel, P. A., Post, C., Brockner, J., Fishman, A. Y., & Garden, C. (2005). The moderating influence of procedural fairness on the relationship between work-life conflict and organizational commitment. Journal of Applied Psychology, 90(1), 13.

Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences (Vol. 3). Sage publications.

Starrels, M. E. (1992). The evolution of workplace family policy research. Journal of family issues, 13(3), 259-278.

Thomas, L. T., & Ganster, D. C. (1995). Impact of family-supportive work variables on work-family conflict and strain: A control perspective. Journal of applied psychology, 80(1), 6.

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.

Thompson, C. A., Thomas, C. C., & Maier, M. (1992). Work-family conflict and the bottom line: Reassessing corporate policies and initiatives. Womanpower: Managing in times of demographic turbulence, 59, 84.

Voydanoff, P. (1988). Work role characteristics, family structure demands, and work/family conflict. Journal of Marriage and the Family, 749-761.
Warren, J. A., & Johnson, P. J. (1995). The impact of workplace support on work-family role strain. Family relations, 163-169.

指導教授

劉念琪(Nien-Chi Liu)

審核日期

2016-6-29

推文