角色衝突與成功恐懼對女性工作者工作績效影響之研究
-以友善職場為調節變項

雙薪家庭時代的來臨，女性投入職場比例大幅增加，角色衝突已成為女性工作者面臨的挑戰之一，另有部分女性因顧慮而產生對成功的恐懼。因此本研究期望對女性工作者角色衝突與成功恐懼及工作績效方面進行探討，並且加入友善職場作為調節變項，以了解有較完善之友善職場，是否能減少其角色衝突及成功恐懼或增強其工作績效?以及不同人口統計變項的女性工作者在角色衝突、成功恐懼、工作績效及友善職場上之關係，用以提供管理階層及相關決策單位參考，作為企業參考之依據。由Derossis, Bothwell, Sigman, & Fried (1998)、Babin & Boles (1996)、黨宗元 (1997)研究發現角色衝突與工作績效之間存在負向影響；Goh & Mealiea (1984)、華月娟 (1985)、陳旻 (2001) 研究發現女性成功恐懼與工作績效呈現負向影響；陳頌恩 (2017)研究指出，好的工作環境如與主管有良好的互動，與同事間的人際關係佳有助於提昇工作績效。基於以上之研究文獻，本研究推論出假設一至假設六。本研究以曾就職或現職女性工作者作為研究對象，抽樣方式則以便利抽樣及滾雪球抽樣來獲取資料樣本，共回收有效問卷252份(50%)，並運用SPSS統計分析軟體進行敘述性統計分析、信度分析、因素分析、相關分析、T檢定、變異數分析、迴歸分析及層級迴歸分析來驗證各項研究假設。本研究根據研究假設架構，經由分析得知以下結果: 1.假設一獲得支持:角色衝突對工作績效具有顯著負向影響。 2.假設二未得到支持:成功恐懼對工作績效不具有顯著負向影響。惟經子假設驗證發現工作壓力對工作績效具有顯著正向影響。 3.假設三獲得支持:友善職場對工作績效具有顯著正向影響。 4.假設四獲得支持:友善職場在角色衝突對工作績效之影響上具有顯著正向調節效果。 5.假設五獲得支持:友善職場在成功恐懼對工作績效之影響上具有顯著正向調節效果。 6.假設六獲得部分支持:不同人口統計變項的女性工作者在角色衝突、成功恐懼、友善職場以及工作績效具有部分顯著差異。經本研究結果之發現，女性在職場上的表現逐漸受到重視，成功恐懼對女性在工作績效上已漸無影響。惟角色衝突對工作績效具有顯著負向影響；友善職場對工作績效具有顯著正向影響；友善職場在角色衝突及成功恐懼對工作績效上皆具有顯著正向調節效果。建議企業透過創造友善職場給予員工支持，更加推動發展友善福利政策，建立更完善的職場環境，重視友善職場使社會對企業有高的評價與尊重，並增加員工產能與創造職場良好氣氛，減少員工角色衝突及成功恐懼之影響，也有助於企業優勢吸引更多優秀人才的加入。

關鍵字

角色衝突；成功恐懼；女性工作者；友善職場；工作績效

並列摘要

With the advent of the two-paycheck family era, women’s participation in the workplace has increased significantly. Role conflicts have become one of the challenges faced by women workers, and some women have fears of success due to concerns. Therefore, this research expects to discuss the role conflicts, fears of success and job performance of female workers, and joins the friendly workplace as a regulatory variable to understand whether a better and more friendly workplace could reduce their role conflicts and fear of success or even enhance their work performance? The research explores the relationship between female workers with different demographic variables in role conflicts, fear of success, work performance and friendly workplace, to provide corporate management and related decision-making units as a reference. Research by Derossis, Bothwell, Sigman, & Fried (1998), Babin & Boles (1996), Dang Zongyuan (1997) found that there is a negative impact between role conflict and job performance; Goh & Mealiea (1984), Hua Yuejuan (1985) and Chen Min (2001) studies have found that women’s fear of success has a negative impact on job performance; Chen Songen (2017) research indicates that a good working environment, such as good interaction with supervisors, good interpersonal relationships with colleagues can help to improve work performance. Based on the above research literature, this study infers Hypothesis 1 to Hypothesis 6. In this study, female workers who have worked or are currently employed are used as the research object. The sampling method uses convenience sampling and snowball sampling to obtain data samples. A total of 252 valid questionnaires are recovered (50%), and SPSS statistical analysis software is used to perform descriptive statistical analysis and reliability analysis, Factor analysis, correlation analysis, T test, variance analysis, regression analysis and hierarchical regression analysis to verify various research hypotheses. Based on the research hypothesis framework, this study obtained the following results through analysis: 1.Hypothesis 1 is supported: role conflicts have a significant negative impact on job performance. 2.Hypothesis 2 is not supported: fear of success does not have a significant negative impact on job performance. However, the hypothesis test proved that work pressure has a significant positive effect on work performance. 3.Hypothesis 3 is supported: a friendly workplace has a significant positive impact on job performance. 4.Hypothesis 4 is supported: a friendly workplace has a significant positive adjustment effect on the impact of role conflicts on job performance. 5.Hypothesis 5 is supported: a friendly workplace has a significant positive adjustment effect on the impact of fear of success on job performance. 6.Hypothesis 6 received partial support: female workers with different demographic variables have some significant differences in role conflict, fear of success, friendly workplace, and job performance. According to the findings of this study, women's performance in the workplace is gradually being valued, and the fear of success has no effect on women's work performance. However, role conflicts have a significant negative impact on job performance; friendly workplaces have a significant positive effect on job performance in terms of role conflicts and fear of success. It is recommended that companies provide employees with support by creating friendly workplaces, promote the development of friendly welfare policies, establish a better workplace environment, value friendly workplaces. In this way the society has high evaluation and respect for the company, and all these measures increase employee productivity, create a good workplace atmosphere, reduce the impact of role conflicts and fear of success also helps the company to attract more talents.