台灣銀行業隨經濟轉型而改變經營型態，進而影響員工工作與家庭生活間的互動。本研究以正向心理學為出發點，融合工作需求資源理論、角色理論等，旨在探討員工透過多重角色扮演，取得不同的工作及家庭的資源，進而形塑了工作家庭促進構念，並增加了各個角色的效能及績效表現。
本研究包括三個階段，首先藉由質性訪談並綜合過去文獻建立工作家庭促進量表，並針對銀行業員工、其直屬主管及其配偶施測；前測及正式階段各發放60及200份問卷，回收率各為100%。研究結果顯示：(1)工作場所的資源中，工作自主性及直屬主管的支持分別形塑行動為主及發展為主的工作對家庭促進機制；(2)來自配偶的實質支持則有助於心理社會為主的家庭對工作促進機制；(3)以結果變項來看，發展為主的家庭對工作促進機制則有助於組織公民行為的產生；(4)其餘為顯著的結果則說明除本研究探討的資源外，應該再納入其他可能影響工作家庭促進機制的選項並考慮相關的具體結果變項。
本研究建立工作家庭促進量表將有助於此概念的衡量，並結合相關領域資源及角色績效等結果變項，能更完整的了解工作家庭各角色間產生的綜效。在實務上則能協助企業在訂定友善家庭政策前，了解並有效分配現有資源，不但能增加員工的績效，更能進一步形塑組織正向品牌形象。

This research follows the positive psychology to explore the synergies from playing multiple roles in Taiwanese banking employees’ life to expand the scope of work-family field by developing a work-family facilitation scale through qualitative interviews and quantitative questionnaires. The antecedents and outcomes of work-family facilitation were also included to further examine needed resources from both work and family domains to support the better role performance in each domain.
Two-stage survey study consisting separately 60 and 200 samples of each that was composed of three groups of samples (i.e. employees, their supervisors and spouses). Results revealed that, firstly, job autonomy as well as supportive supervisors help engender action- and development-based work-to-family facilitation; spouse practical support promote psychosocial-based family-to-work facilitation; Organisational citizenship behaviour were encouraged by development-based family-to-work facilitation. The insignificant results showed there may be other possible resources as well as consequences needed to be further uncovered, and the work-family facilitation scale is encouraged to be re-examined in the future. This study can not only measure the work-family facilitation but investigate the resources and outcomes relevant to the construct. Organisations may make good use of the mechanisms to re-allocate the current resources and practices to improve the effectiveness as well as convey the positive brand image to stakeholders.

CONTENTS
謝　辭 i
中文摘要 ii
Abstract iii
1. INTRODUCTION 1
1.1. Background 1
1.2. Overview of the work-family facilitation 2
1.3. The present study 3
2. LITERATURE REVIEW 7
2.1. The theoretical basis of work-family facilitation 7
2.2. Definition of work-family facilitation 11
2.3. The antecedents of work-family facilitation 17
2.4. The consequences of work-family facilitation 24
3. PRELIMINARY STUDY 29
3.1. Overview 29
3.2. Study 1: Qualitative pilot study 29
3.3. Methods 31
3.4. Results 34
3.5. Study 2: Quantitative pilot study 36
3.6. Methods 36
3.7. Results 36
4. EMPIRICAL STUDY AND HYPOTHESES TEST 45
4.1. Overview of the empirical study 45
4.2. Methods 47
4.3. Results 49
4.4. Hypotheses test 55
4.5. The antecedents and consequences of work-to-family facilitation 57
4.6. The antecedents and consequences of family-to-work facilitation 58
5. CONCLUSION AND SUGGESTIONS 61
5.1. The antecedents of work-family facilitation 62
5.2. The outcomes of work-family facilitation 65
5.3. Implications and limitations 65
REFERENCES 71
APPENDICES 78
Appendix 1. Outline of the Study 1 78
Appendix 2. Descriptive statistics for all analysis variables 79
Appendix 3.1. Questionnaire for Study 2-Employee 81
Appendix 3.2. Questionnaire for Study 2-Supervisor 85
Appendix 3.3. Questionnaire for Study 2-Spouse 87
Appendix 4.1. Questionnaire for Study 3-Employees 89
Appendix 4.2. Questionnaire for Study 3-Supervisor 93
Appendix 4.3. Questionnaire for Study 3-Spouse 95

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