工作家庭衝突對創新行為之影響-以工作滿意為中介變項

企業要獲得持久的競爭力，持續創新是重要的因素(Tidd, Bessant,and Pavitt, 2005)。組織創新能力需仰賴員工來創造，員工的創新行為能夠帶動組織創新並提升組織績效；因此，企業若企圖提升創新能力並保有競爭優勢，則必須重視員工的創新行為。現代工作人因兼負工作與家庭雙重責任，長期處於高壓及時間迫切下，容易造成工作家庭衝突，甚至阻礙創新行為，對組織造成極大負面影響。此外，工作家庭衝突還會導致工作滿意度降低，而工作滿意度則會影響創新績效與創新能力。根據以上的關聯，本研究主要探究，工作滿意在工作家庭衝突與創新行為之間的中介效果。本研究整合過去相關文獻，以問卷方式對國內上市上櫃公司進行實證研究，在本研究中使用Pearson積差相關分析來了解變項間的相關程度以及關係方向，並藉由階層迴歸方程式預測變項之間彼此關係，依此探討工作滿意是否為中介變項。實證分析結果顯示，工作家庭衝突對創新行為及工作滿意皆有負向影響，而工作滿意與創新行為為正向相關，且工作滿意在工作家庭衝突與創新行為之間具有完全中介效果。因此，本研究建議企業組織在推導創新活動的同時，應兼顧考量員工工作家庭生活平衡的議題，除了追求創新，強化競爭力外，並應注意減少員工因工作家庭衝突所帶來的壓力，如此才能使員工感到工作滿意，進而產生更多創新行為。當企業擁有創新能力之員工，將更能帶動組織創新並展現創新績效，使企業更具競爭優勢。

關鍵字

工作家庭衝突；創新行為；工作滿意

並列摘要

To achieve lasting business competitiveness, continuous innovation is an important factor (Tidd, Bessant, and Pavitt, 2005). Organizational innovation capability relies on staff to create innovative organizational behavior of employees can drive innovation and improve organizational performance; Therefore, if companies attempt to enhance innovation capability and maintain a competitive advantage, you must pay attention to innovative behavior of employees. Modern employees have the negative result of the dual responsibilities of work and family, a long period of time and urgency under high pressure, making it easy to work-family conflict, and even hinder innovation behavior caused great negative impact on the organization. In addition, work-family conflict will lead to lower job satisfaction, and job satisfaction will affect innovation performance and innovation capability. According to the above correlation, this study explored job satisfaction mediating effect between work-family conflict and innovation behavior. This study integrates literature, questionnaire survey of domestic listed companies conduct empirical research. In this study using the Pearson product moment correlation analysis to understand the relationship between the direction and degree of correlation between variables, and each other through hierarchical regression equation to predict the relationship between variables, so explore whether job satisfaction as mediator. The empirical results show that work-family conflict on innovative behavior and job satisfaction individually negative impact, while job satisfaction and innovative behavior is positively related to job satisfaction between work and family conflict and innovative behavior fully mediated effects. Therefore, this study suggests that organizational innovation activities in the derivation, it should also take into account the concerns of employees balance work and family life issues, in addition to the pursuit of innovation, strengthen competitiveness, and should be taken to reduce staff due to work-family conflict brought about by the pressure, so to make employees feel job satisfaction, and produce more innovative behavior. When enterprises have innovation capability employees, will be better able to drive organizational innovation and show innovation performance, strengthen competitive advantage.