在現今社會中,由於就業婦女人口上升、雙薪家庭日益增多,職家衝突 (i.e.,工作-家庭衝突、家庭-工作衝突),成為近年來研究與實務界所重視的議題,然而,鮮少有研究將員工正向情感特質在組織行為之職家衝突下探討,並將員工正向情感特質如何影響職家衝突的過程予以模型化。因次本研究透過實地法的方式以擴大建立理論 (Broaden-And-Build)為基礎,主要目的在於探討員工正向情感特質是否會透過問題解決能力、職業倦怠、自我堅韌性、知覺組織支持四個中介機制,影響到職家衝突(i.e., 工作-家庭衝突、家庭-工作衝突)。本研究以台灣地區54家企業的233位員工為研究對象,採跨期的方式蒐集問卷。結果顯示研究假設獲得了部分支持,即職業倦怠會中介員工正向情感特質二種職家衝突的關係、問題解決能力與自我堅韌性會中介員工正向情感特質與一種職家衝突(家庭-工作衝突)、知覺組織支持會中介員工正向情感特質與一種職家衝突(工作-家庭衝突)。
In recent years affect at work-family has been an issue of great interest to researchers and practitioners. However, there has been very little research to precisely model the process in which positive affectivity lead to work-family conflict (family-work conflict) in organizational settings. This study applied the theoretical basis of Broaden-And-Build theory. The main purpose of this field research was to explore the mediating mechanisms between positive affectivity and work-family conflict (family-work conflict). Data were collected from 233 employees in fifty-four organizations in Taiwan. Results showed that burnout mediated the relationship between positive affectivity and work-family (family-work conflict), both problem-solving and ego-resilience mediated the relationship between positive affectivity and family-work conflict, and perceived organizational support mediated the relationship between positive affectivity and work-family.