檢驗LMX理論和職家衝突：以工作量與組織支持為中介

Examining the Relationship between Leader-Member Exchange and Work-Family Conflict in the Context of Expatriate Assignment: Using Perceived Organizational Support and Workload as Mediators

陳氏玉碧(Bich-Ngoc Tran)

指導教授 ： 邱雅萍

中原大學/商學院/企業管理研究所/碩士(2015年)

https://doi.org/10.6840/cycu201500258

摘要

企業球化的業務和全球市場收益的增長下將使外派人員的需求增加，因此跨國公司經常利用外派人員經營其業務。過去對於外派人員的研究非常多樣，其中多以預測徵選，外派承諾和意願，組織支持和外派失敗。其中，很少有實證研究測試外籍的工作績效以及工作 - 家庭衝突（WFC）之間的關係，由於家庭生活影響著外派人員生活組成很重要的一個部分。當一個員工外派至國外工作，他必需適應新的工作環境並在執行其任務的同時也將會面臨情感上的剝奪。因此，若外派人員產生工作和家庭問題，它可能會導致其工作與家庭之間的角色衝突，並且因為越來越大的壓力的精神，進而減少自己的生產力和工作效率。此外，本研究為了探討領導者 - 成員交換（LMX）及WFC的原因將通過工作負荷和組織支持感（POS）來說明。
有鑑於此，本研究將檢驗LMX、工作負荷、POS、WFC與工作績效的關係及其效果。具體來說，首先研究LMX對WFC通過調解工作量和POS角色間的影響。其中，它是否對WFC工作產生負面影響。本研究採簡單抽樣的方法，將調查問卷發放給台灣的外派人員。最後，共蒐集179份樣本問卷，其中170為有效問卷。
實證結果表明，LMX將負向的影響的工作負荷量；同時又正向的影響了POS。此外，它確認其工作負荷量於LMX和WFC之間為中介效果的關係，然而POS則非中介效果。至於WFC則與工作績效具有負向的關係。

關鍵字

工作-家庭衝突 ； 工作績效 ； 工作負荷 ； 組織支持感 ； 領導-部屬交換

並列摘要

Nowadays, the growth of global business and benefits of global markets make the demand for expatriates increase because multinational companies (MNCs) often use them to run its business in host countries. It is obvious that the importance of expatriates’ performance promotes studies of them in diverse aspects, such as predictors for selection, expatriate commitment and willingness, organizational supports and expatriate failure’s factors. However, few empirical researches are carried out to test the relationship between expatriate job performance and work-family conflict (WFC) while family also plays an essential part in every corner of expatriate life. When an expatriate works abroad, he adapts to new workplace and does his task at the same time besides facing emotional deprivation. Hence, the expatriate has to solve the conflict of role between work and family unless it may lead him to decrease his productivity and work spirit because of increasing stress. In addition, causes of WFC remain questionable; however leader-member exchange (LMX) can reason it through workload and perceived organizational support (POS).
Given that fact, this study would like to empirically examine deeper about the relationships among LMX, workload, POS, WFC and job performance. In details, it firstly investigates the effects of LMX on WFC through mediating roles of workload and POS. After that, it explodes whether WFC negatively affects job performance. To do so, it applies the convenient sampling approach to distribute questionnaires to Taiwanese expatriates. In the end, 179 answers are collected and 170 of them are valid to research.
In conclusion, empirical results show that the quality of LMX is negatively related to workload and positively related to POS. Also, it confirms that workload is a mediator in the relationship between LMX and WFC, but POS is not. As for WFC and job performance, a negative relationship is found.

並列關鍵字

workload ； perceived organizational support ； work-family conflict ； job performance. ； leader-member exchange

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