本研究首先探討「友善家庭措施」對「工作家庭衝突」的影響。進一步探討「友善家庭措施」的類型(包含1.減損型措施,2.增獲型措施,3.事前型措施,4.事後型措施)對「工作家庭衝突」的影響效用。再來探討「友善家庭措施員工需求程度」對「友善家庭措施」與「工作家庭衝突」的調節效果。最後探討「工作家庭衝突」對「工作滿意度」的影響。 本研究以臺灣電子產業中之全職工作者為樣本,進行結構式問卷施測,共回收317份樣本,扣除填答不全者,其中有效問卷共289份,有效回收率為91.2%。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,以驗證本本研究之假設。 研究結果顯示: 1.友善家庭措施與工作家庭衝突的負向關係獲得部份支持。 2.減損型措施較增獲型措施對工作家庭衝突減緩程度效用大不成立。 3.事前型措施較事後型措施對工作家庭衝突減緩程度效用大。 4.友善家庭措施員工需求程度會強化友善家庭措施對工作家庭衝突的負向關係。 5.工作家庭衝突與工作滿意度呈負向影響。
The study explores the influence of family-friendly programs on work-family conflict. Meanwhile, this study also examines the moderating effect of demand level of family-friendly programs on the relationship between family-friendly programs and work-family conflict. Finally, the effect of work-family conflict on job satisfaction is discussed. The participants of this study are full-time workers at companies of the electronic industry in Taiwan. A total of 289 completed questionnaires were returned. The effective respondent rate is 91.2%. After the works of recording and transforming survey data, we proceed with statistical analyses, including factor analysis, correlation analysis, and regression analysis. The empirical results are as follows: 1.Family-friendly programs have a partial negative impact on work-family conflict. 2.The effectiveness of resource-reduced family-friendly programs which has higher significant impact on work-family conflict than resource-increased family-friendly programs is not supported. 3.The effectiveness of preventive family-friendly programs on work-family conflict is higher than the remedial family-friendly programs. 4.The demand level of family-friendly programs has positive moderating effect between the relationship between family-friendly programs and work-family conflict. 5.Work-family conflict has a negative impact on job satisfaction.