中文摘要 本研究旨在探討職業女性職家衝突、工作壓力與離職傾向三者間的關係,並企圖驗證工作壓力是否為職家衝突與離職傾向的中介變項,最後驗證職家關係的不同,是否會影響工作壓力與離職傾向的程度,藉由主管支持與組織家庭支持二項變數驗證其干擾效果。本研究針對台灣地區職業女性為研究對象,共獲得有效問卷403份。經文獻回顧相關理論後,並以SPSS12.0軟體進行實證分析。研究結果主要發現如下:(1)職家衝突對離職傾向有顯著正向影響;(2)職家衝突對工作壓力有顯著正向影響;(3)工作壓力對離職傾向有顯著正向影響。由此可知職業女性會因為工作壓力和職家衝突等問題而提高離職傾向的程度。此外,本研究證實工作壓力在職家衝突與離職傾向兩者間,扮演著中介變項的角色。最後,本研究發現職家關係中的主管支持與組織家庭支持交互作用後未對女性工作壓力與離職傾向造成顯著影響。究其原因,可能與研究樣本的年齡、婚姻狀況相關聯。 本研究希望藉由探討職業女性職家衝突、工作壓力與離職傾向的關聯性,期望可降低職業女性離職傾向,並建議組織重視女性工作壓力與職家衝突等問題,進一步減輕女性在面臨工作與家庭雙重角色的壓力。因此,未來組織設計管理政策時,可納入上述因素之考量並思考其解決方案,相信可以降低職業女性離職傾向的程度,並提高組織績效及工作士氣。
Abstract The purpose of this study was about relationships among career women’s work-family conflict, job stress and turnover intention. As well as verify the mediating effects of job stress to work-family conflict, turnover intention. Finally, verify the influences of work-family relationship in job stress and work-family conflict. With supervisor support and organization and family support two variables verify the effect of Moderating. A total of 403 valid questionnaires were collected from a sample of career women. SPSS 12.0 was used to analyze these questionnaires. The results show (1) work-family conflict has a positive relationship to turnover intention. (2) work-family conflict has a positive relationship to job stress. (3) job stress has a positive relationship to turnover intention. Career women because of job stress and work-family conflict improve the level of turnover intention. By the way, this study demonstrated the mediating effects of job stress to work-family conflict, turnover intention. Finally, the findings further revealed that supervisor support and organization and family support interaction is not related to career women job stress and turnover intention. The reason may be related to study samples of the age, marital status. This study is to explore the association of the work-family conflict, job stress and turnover intention among the career women and expect to reduce turnover intention and suggest organizations to focus on women's job stress, work-family conflict, staff, and further reduce the pressures when facing dual role between the work and family. Therefore, the future organizational design and management policies, these factors can be incorporated into the concerns and think about solutions, I believe that will reduce the degree of turnover intention, and improve organizational performance and morale.
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