本研究主要探討組織工作家庭措施對員工職家衝突的影響,並進一步探究工作不安全感及職級對組織工作家庭措施與員工職家衝突之間的調節效果。 本研究以台灣地區高科技產業中之全職工作者為樣本,進行結構式問卷施測,共收回399份樣本,扣除填答不全者,其中有效問卷共319份,有效回收率為79.9%。問卷資料經由統計分析編碼計算為各變數數值,再以因素分析、相關分析、迴歸分析及變異數分析來探討變數間之關係,以驗證本研究之假設。 研究結果顯示: 1.工作家庭措施對職家衝突呈負向影響。 2.工作不安全感會弱化工作家庭措施對職家衝突的負向關係獲部份支持。 3.職級會強化工作家庭措施對職家衝突的負向關係獲部份支持。 本研究之主要貢獻在於以資源保存理論觀點探討工作家庭措施與職家衝突間的關係,並探討工作不安全感(資源損失)及職級(資源獲得)的調節效果,透過資源投入與損失來說明個人面對職家衝突的因應方式。實證結果獲得部分支持,可做為臺灣地區高科技產業制定相關工作家庭措施時參考。
This study discusses the impact of work-family programs on work-family conflict. Meanwhile, we also try to examine the moderating effects of job insecurity and job level. The informants of this study are the full-time workers who work at high-tech companies in Taiwan. A total of 319 completed questionnaires were returned, the respondents is 79.9%. After the works of recording and transforming survey data, we proceeded statistical analyses, including factor, correlation, regression analysis and ANOVA. Results provided conclusions as following: 1.There exist significantly negative relationships between work-family programs and work-family conflict. 2.Job insecurity was found to have partially moderating effects between work-family programs and work-family conflict. 3.Job level was found to have partially moderating effects between work-family programs and work-family conflict. The present study adopted the theoretical perspective of conservation of resource (COR) to investigate the impact of work-family programs on work-family conflict and examine the moderating effects of job insecurity (resource loss) and job level (resource gain). We can explain how individual coping conflict through supply and demand of resources. Our research findings shall be quite useful in assisting with high-tech companies in Taiwan when setting up their work-family programs.