本研究旨在探討具有工作狂傾向的人願徹底犧牲私人時間對工作高度投入情形之下,同時面對工作跟家庭二層面時往往難以兼顧,此時,工作家庭衝突就因而產生。此衝突可概分為二種情形,分為工作干擾家庭與家庭干擾工作,兩者間具有雙向性。當具有工作狂傾向的人有工作家庭衝突的情形時,以情緒管理作為干擾變項,是否對其工作家庭衝突而有所改善,使工作者在工作與家庭之間取得一個平衡點,減少工作與家庭間的衝突,使其生活更美好。 研究對象以台灣高科技產業員工做以下之分析與探討並採問卷調查法,以便利抽樣的方式,共回收198 份問卷,利用描述分析、相關分析與迴歸等分析驗證本研究之假設,研究結果顯示: 一、工作狂傾向與工作家庭衝突具有顯著關聯性。其中,「工作投入」與「內驅力」與工作家庭衝突有顯著正相關;「工作樂趣」與工作家庭衝突有顯著負相關。 二、情緒管理與工作家庭衝突具有顯著關聯性。其中,「情緒察覺」與工作家庭衝突有顯著正相關;「情緒調適」與工作家庭衝突有顯著負相關。 三、情緒管理對於工作狂傾向與工作家庭衝突的關係具有干擾效果。其中,「情緒調適」對「工作投入」與「工作-家庭衝突」具有顯著的負向干擾效果。
This study explores the possible tendencies of a workaholic, whose willing to sacrifice and commit all of his or her time into work. However, a workaholic may have a difficult time dealing with family, making work-family conflict more likely to occur. This conflict can be categorized into two types of circumstances that share mutual characteristics: work interfering with family and family interfering with work. The paper nvestigates how a workaholic can find a balance between work and family when he/she experiences work-family conflict. Emotion management is identified as a moderating variable, aiming to minimize the conflict between the two aspects. A study is conducted based on Taiwanese high tech employees by using survey sampling method. Descriptive analysis, correlation analysis and regression were used to examine 198 surveys. Findings reveal: 1. There’s a strong correlation between orkaholic and work-family conflict. Work involvement and “feeling driven to work” have significant positive correlation to work-family conflict. Enjoyment of work has significant negative correlation to work-family conflict. 2. There’s a strong correlation between emotion management and work-family conflict. Emotional awareness has significant positive correlation to work-family conflict, while emotion adjustment has significant negative correlation to work-family conflict. 3. Managing emotion affects workaholic’s tendencies to work-family conflict.Emotional adjustment has significant negative correlation in affecting work involvement and work-family conflict.