女性主管工作-家庭衝突之研究 - 以企業經理、創業家及頭家娘為例

Work-Family Conflict of Managerial Women: Comparisons among Managers, Entrepreneurs, and Copreneurs

蕭米芳(Mi-Fang Hsiao)

指導教授 ： 吳美連

中原大學/商學院/企業管理研究所/碩士(2009年)

https://doi.org/10.6840/cycu200900827

摘要

摘要
工作─家庭衝突普遍存在於職業婦女身上，特別是女性主管，在過去工作─家庭衝突的研究中，大部分都是以女性經理為研究的對象，針對女性經理調查在工作及家庭兩個領域中所面臨的要求、衝突等狀況。
本研究試圖探討不同的女性主管─企業經理、創業家及頭家娘，工作─家庭衝突的情形之差異，並且加入調節變項，如家庭內部支持、配偶支持等社會支持來驗證其關係。
本研究透過相關文獻分析與整理，提出兩個研究問題與兩個研究假設，以台灣女性主管為研究對象進行實證，以便利抽樣方法共發出200份問卷，回收有效問卷152份。經由統計分析之後歸納出下列研究結論：
1.女性經理、創業家以及頭家娘在工作-家庭衝突、工作影響家庭衝突與家庭影響工作
衝突之間並無顯著差異。
2. 若三組女性主管一起分析，工作影響家庭衝突的程度要顯著高於家庭影響工作衝突的程度，顯見女性不論是自行創業或在組織工作，工作衝突外溢至家庭衝突的效果仍很顯著。
3.女性主管面臨的工作─家庭要求越高，其工作─家庭衝突程度越高；其中工作要求對工作干擾家庭衝突的影響高過家庭要求對工作干擾家庭衝突的影響; 而家庭要求對家庭干擾工作衝突的影響高過工作要求對家庭干擾工作衝突的影響。此結果驗證學者主張工作家庭衝突的前因具有工作及家庭兩領域範疇性的本質(domain-specific antecedent)，而工作家庭衝突的構念是以雙向構念的探討為宜。
4. 社會支持在工作─家庭要求與工作─家庭衝突之間具有調節作用，即社會支持會減弱工作─家庭要求與工作─家庭衝突之間的關係強度。

關鍵字

女性創業家 ； 頭家娘 ； 女性經理 ； 工作-家庭衝突 ； 工作-家庭要求、社會支持

並列摘要

Abstract
Women faced work and family conflicts, especially women who are in the decision making positions. Yet, most previous studies of the work-family conflict focused on female managers, and viewed work-family conflict as a unidirectional construct. The other two groups of managerial women, namely copreneurs and entrepreneurs, were rarely studied. Besides, many authors argued that the construct of work-family conflict should be bi-directional. Therefore, the present study used theories of work/family domains as a framework to achieve the following purposes: 1) compare the differences and prevalence of work-family conflict, work-to-family conflict (WIF), and family-to-work conflict (FIW) among female managers, female entrepreneurs, and female copreneurs; 2) examine the effects of family and work demands on work-family conflict, including WIF and FIW; and 3) assess the moderating effects of spouse and domestic support (social support) on the relationships between work/family demands and work-family conflict.
Analytical results from 152 women in management answer the two research questions and supported the two general hypotheses. In summary, this study found no significant differences of WFC, WIF, and FIW among different types of managers and WIF was more prevalent than FIW among managers. Work and Family Demands were positively related to WFC, WIF, and FIW. Specifically, Work demands accounted more variance of WIF than that of FIW and Family Demands accounted more variance of FIW than that of WIF. Furthermore, Social Support moderated the relationships between demands and WFC. The results were discussed and both practical and theoretical implications were provided.

並列關鍵字

Key Words: Women in Management ； Copreneur ； ； Work-Family Conflict

參考文獻

1. Allen, T.D., Herst, D.E.L., Bruck, C.S., and Sutton, M. (200), “Consequences Associated with Work-to-Family Conflict: A Review and Agenda for Future Research”, Journal of Occupational Health Psychology, 5(2): 278-308.

2. Aryee S., Fields, D., Luk, V. (1999), “ A cross-cultural test of a model of the work-family interface” Journal of Management pg. 491

4. Beehr, T.A. (1985), “The role of social support in coping with organizational stress”, In: Beehr, T.A. and Bhagat, R.S (Eds) Human Stress and Cognition in Organizations: An Integrated Perspective, Wiley Interscience, New York

7. Carlson, D.S., Kacmar, K.M. & Williams, L.J. (1998), “The development and validation of a multi-dimensional measure of work-family conflict”, Proceedings of the 1998 Academic of Management Meeting, San Diego, CA.

8. Carter, N., Brush, C., Greene, P., Gatewood, E. & Hart, M. (2003), “ Women entrepreneurs who break through to equity financing: the influence of human, social and financial capital”, Venture Capital: An International Journal of Entrepreneurial Finance, 5(1), pp. 1-28