從認知評價觀點探討工作-家庭衝突的 因果模式—調適行為的調節效果

Examining the Work-Family Conflict Model from the Cognitive Evaluation Perspective—Moderating Effects of Coping Behavior

溫淑戀(Shu-Lien Wen)

指導教授 ： 吳美連

中原大學/商學院/企業管理研究所/博士(2011年)

https://doi.org/10.6840/cycu201100287

摘要

本研究以探討工作-家庭衝突的雙向概念，同時考量工作干擾家庭及家庭干擾工作，對工作滿足與家庭滿足產生的負面影響；並且認為個體之核心自我評價人格特質在面對工作-家庭衝突時，會有助於降低衝突的認知。本研究整理過去與工作-家庭衝突有關的模式，加入個人認知評價的因素，即核心自我評價及調適行為，提出一個從認知評價觀點探索工作-家庭衝突的因果模式。

本研究採用天下雜誌調查2009年製造業前一千大以及服務業前五百大企業樣本進行實證，以已婚及全職員工為研究對象，樣本發出1820份，回收526份，回收率28.9％，剔除85份未婚及24份無效問卷（資料填答不全），得到417份有效問卷。問卷以信度分析、描述性統計分析、相關分析、迴歸分析及SEM驗證性分析等統計分析後，實證調查結果獲致如下重要發現：
1、核心自我評價程度愈高者，感受工作-家庭衝突(WFC)愈低。
2、核心自我評價程度愈高者，感受工作干擾家庭(WIF)及家庭干擾工作(FIW)愈低；衝突感受乃由個體主觀認知而定，當個體有正向的CSE時，對各種情況處理會有一致性的方式，感受到的衝突較低。
3、工作干擾家庭(WIF)對工作滿足的影響會高於對家庭滿足的影響。
4、家庭干擾工作(FIW)對家庭滿足的影響會高於對工作滿足的影響；表示工作與家庭的衝突其結果變項是有特定領域性。
5、核心自我評價程度愈高的個體，因為感受到較低的家庭干擾工作衝突(FIW)，而有較高程度的家庭滿足；表示個體在工作與家庭領域多元角色下，能將FIW的衝突情況降低，才能真正享受家庭滿足的樂趣。
6、問題焦點調適行為會干擾家庭干擾工作(FIW)衝突所產生家庭滿足降低的程度；表示透過問題焦點調適行為的確可以讓個體在家庭領域中，得到較大程度的滿足。
7、情緒焦點調適行為會干擾工作干擾家庭(WIF)衝突所產生工作滿足降低的程度；表示透過情緒焦點調適行為可讓個體在工作領域中，得到較大程度的滿足。

本研究根據實證結果，建議企業重視員工之工作-家庭衝突，增加員工教育訓練內容與輔導，並參考本研究之結果制定相關的人力資源管理制度，提供員工改變壓力衝突的能力，擁有身心健全的員工，才是企業有續經營的動力。

關鍵字

家庭滿足 ； 工作滿足 ； 核心自我評價 ； 工作-家庭衝突 ； 調適行為

並列摘要

This study examines the bidirectional concepts of work-family conflict (WFC) and at the same time considers the negative impact of work interference with family (WIF) and family interference with work (FIW) on job satisfaction and family satisfaction. Further, this study asserts that individuals’ personality traits help reduce perceived conflicts when they confront work-family conflicts. This study incorporates cognitive valuation factors (i.e. core self-evaluation and coping behavior) into past models of WFC to construct a model aimed at examining WFC from the cognitive valuation perspective.

This study surveyed married and full-time employees from the top 1,000 manufacturers and top 500 service companies, according to a survey conducted by the Common Wealth Magazine in 2009. One thousand eight hundred and twenty questionnaires were distributed and 526 were returned, representing a return rate of 28.9%. After excluding 85 single respondents and 24 respondents who did not complete the surveys questions, 417 valid samples were collected. Through statistical analyses such as reliability analysis, descriptive statistical analysis, correlation analysis, regression analysis, and SEM confirmatory factor analysis, the investigation results demonstrated the following important findings。

(1) the higher the CSE, the lower the perception of WFC; 2) the higher the CSE, the lower the perception of WIF and FIW. The perception of conflict is determined by individuals’ subjective cognition. When individuals exhibit positive CSE, they adopt a universal method to handle different types of situations and the perceived conflict is reduced; 3) the effect of WIF on job satisfaction is higher than that on job satisfaction. This result indicates that the outcome variables of work and family conflicts are affected by specific domains; 5) since individuals with high CSE perceive lower FIW and higher degree of family satisfaction, FIW conflict can be alleviated due to individuals’ diversified work and family roles and they ultimately enjoy the happiness of family satisfaction; 6) problem-focused coping behavior can weaken the degree of reduction in family satisfaction caused by FIW. This result shows that problem-focused coping allows individuals to obtain a larger degree of satisfaction in the family domain；and 7) emotion- focused coping behavior can weaken the degree of reduction in work satisfaction caused by WIF. This result shows that emotion-focused coping allows individuals to obtain a larger degree of satisfaction in the work domain.

Empirical results of this study can be used as reference for companies in terms of putting an emphasis on employees’ work-family conflict and establishing a human resource management system. Businesses should increase employees’ education training contents and counseling, as well as sharpen their ability to deal with stress and conflict. Employees with sound mental frame of mind can provide the momentum behind the sustained operations of a company. Applicants with higher self-attribute inclinations and higher self-determination can better support their living; coping can enhance the satisfaction level in the work and family domains.

並列關鍵字

family satisfaction ； job satisfaction ； coping behavior ； work-family conflict ； core self-evaluation

參考文獻

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