領導者與成員交換關係對工作－家庭衝突的影響：社會支持和敬業貢獻度的干擾型中介模式

Leader-Member Exchange Quality on Work-Family Conflict: The Moderated- Mediation Model of Social Support and Job Engagement

沈其泰(Chi-Tai Shen) ； 蔡依穎(Yi-Ying Tsai)

《組織與管理》 13卷1期 (2020/02) Pp. 87-123

https://doi.org/10.3966/199687602020021301003

摘要

本研究旨在探討敬業貢獻度的前因後果，嘗試以整合性的架構，探討社會支持（同事支持和組織支持）如何對於領導者與成員交換關係品質和工作－家庭衝突之間接關係（透過敬業貢獻度的中介）產生干擾的效果。為了符合本研究的需求，採取兩階段的資料蒐集方法，回收有效問卷共222份，並進行干擾型中介模式的驗證。結果發現：一、領導者與成員交換關係對敬業貢獻度具有正向關係；二、敬業貢獻度對工作－家庭衝突具有負向關係；三、領導者與成員交換關係透過敬業貢獻度對工作－家庭衝突具有顯著影響；四、同事支持對於領導者與成員交換關係和工作－家庭衝突之間的關係不具有干擾的效果，但組織支持對於領導者與成員交換關係和工作－家庭衝突之間接關具有干擾的效果。研究之實務意涵、限制及未來研究將在最後做討論。

關鍵字

工作－家庭衝突 ； 同事支持 ； 組織支持 ； 敬業貢獻度 ； 領導者與成員交換關係

並列摘要

This study aims to investigate a research framework that social support (organizational support and co-worker support) moderated the relationship between leader-member exchange (LMX) and work-family conflict after the mediating effect of job engagement. A two-stage data collection method was used and totally 222 samples were collected. Results show that: (1) LMX has positive effect on job engagement. (2) Job engagement has negative effect on work-family conflict. (3) Job engagement mediates the relationship between LMX and work-family conflict. (4) Not co-worker support but organizational support moderates the indirect effect of LMX on work-family conflict (through job engagement). Theoretical contributions, limitations, future research, and managerial implications were discussed.

並列關鍵字

work-family conflict ； co-worker support ； organizational support ； job engagement ； leader-member exchange

參考文獻

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