台灣高科技產業體認到具專業知識與技能的員工才是組織核心競爭力的來源，然而現今的高科技產業正面臨各種複雜的挑戰，企業員工較長的工作時間與工作壓力，對許多家庭或是員工健康，已造成許多不良影響，因此也讓企業愈來愈重視員工的工作與家庭或是生活的平衡。於是許多高科技公司開始推行減少工時或是開始重視員工工作與家庭生活的平衡，朝往幸福企業邁進。然而在推行這些政策的高科技企業，是否真的能讓員工感受到幸福感呢？本研究除了希望了解這兩者的相關性外，也試著從員工層面的中介變數，透過工作/家庭平衡與工作壓力兩個中介變數來了解是否也會對員工幸福感有所影響。
本研究從個體層次探討其對於員工幸福感的影響及工作/家庭平衡與工作壓力的中介效果，資料收集及分析單位是以高科技產業的個體層次為主，共計回收424份有效樣本，並透過因素分析、信度分析及迴歸分析來驗證各研究構念的影響關係，從研究中得到以下結果：知覺組織支持對於員工幸福感具有顯著影響；知覺組織支持對工作/家庭平衡有顯著影響；知覺組織支持對工作壓力有負向影響；知覺組織支持透過工作/家庭平衡的中介效果，對員工幸福感有顯著影響；知覺組織支持透過工作壓力的中介效果，對員工幸福感也有顯著影響；工作壓力透過工作/家庭平衡的中介效果，對員工幸福感也有顯著影響。

Taiwan’s high-tech industry has realized that employees with professional knowledge and skills are the source of the organizations’ core competitiveness. However, today’s high-tech industry faces complex challenges, longer working hours, and job stress among employees. Many high-tech companies have reduced working hours to focus on employees’ work and family life balance and become happy workplaces.
This study, in addition to understanding the mediating effects of work/family balance and job stress, also explores their impact on an employee’s sense of happiness at the individual level.The data collection and analysis units were mainly high-tech industry individuals. A total of 424 valid samples were collected. Through factor analysis, reliability analysis, and regression analysis, the influential relationships of the various research ideas were verified. The following research findings were obtained: perceived organizational support had a significant impact on employees’ sense of happiness and work/family balance and a negative impact on job stress. Through the mediating effect of the work/family balance, perceived organization support had a significant impact on the employees’ sense of happiness, and through the mediating effect of job stress there was a significant impact on the employees’ sense of happiness. Job stress through the mediating effect of work/family balance also had a significant impact on the employees’ sense of happiness.

論文審定書 ii
謝 誌 iii
摘 要iv
Abstractv
目 錄vi
表目錄viii
圖目錄 x
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 工作家庭平衡 5
第二節 工作壓力 8
第三節 知覺組織支持 11
第四節 幸福感 14
第五節 各構面間之關係探討 17
第三章 研究方法 20
第一節 研究架構 20
第二節 研究假設 22
第三節 變項之定義與衡量方法 25
第四節 抽樣方法與樣本 31
第五節 資料處理與分析方法 32
第六節 各量表之因素、信度與效度分析 34
第四章 研究結果分析與討論 46
第一節 各研究變數之描述性統計分析 46
第二節 各構面之間的相關性分析 54
第三節 不同的個人特徵在各研究變數上之差異性分析 59
第四節 各研究變項之影響性分析與探討 67
第五節 中介變數分析 74
第六節 研究假設檢定結果 81
第五章 結論與建議 83
第一節 研究結果 83
第二節 學術上及管理上的意涵 85
第三節 未來研究建議及限制 87
參考文獻 88
一、中文部分 88
二、英文部分 89
附錄：問卷 95

表目錄
表2-1工作家庭平衡定義彙整表 5
表2-2工作壓力定義彙整表 8
表2-4-1幸福感相關名詞摘要 14
表2-4-2幸福感定義彙整表 15
表3-3-1工作/家庭平衡衡量題項 26
表3-3-2工作壓力衡量題項 27
表3-3-3知覺組織支持衡量題項 28
表3-3-4幸福感衡量題項 29
表3-3-5個人資本資料構面之衡量變數及分類標準表 30
表3-4-1人口統計變項之次數分配表 31
表3-6-1工作/家庭平衡之驗證性因素分析結果表 36
表3-6-2工作壓力之驗證性因素分析結果表 39
表3-6-3知覺組織支持之驗證性因素分析結果表 41
表3-6-4幸福感之驗證性因素分析結果表 43
表3-6-5各構念整體模式配適度分析表 44
表4-1-1各子構面之描述性統計分析表 46
表4-1-2工作/家庭平衡之基本資料分析表 48
表4-1-3工作壓力之基本資料分析表 50
表4-1-4知覺組織支持之基本資料分析表 51
表4-1-5幸福感之基本資料分析表 53
表4-3-1不同性別之差異性分析 60
表4-3-2不同年齡之差異性分析 61
表4-3-3不同學歷之差異性分析 62
表4-3-4不同婚姻狀況之差異性分析 63
表4-3-5不同任職階層之差異性分析 64
表4-3-6不同現職年資之差異性分析 65
表4-3-7人口統計變項在各構面間之變異數結果分析表 66
表4-4-1知覺組織支持對工作/家庭平衡之迴歸分析 68
表4-4-2知覺組織支持對工作壓力之迴歸分析 69
表4-4-3知覺組織支持對幸福感之迴歸分析 70
表4-4-4工作/家庭平衡對幸福感之迴歸分析 71
表4-4-5工作壓力對幸福感之迴歸分析 72
表4-4-6工作壓力對工作家庭平衡之迴歸分析 73
表4-5-1知覺組織支持與工作壓力、工作/家庭平衡迴歸分析 75
表4-5-2知覺組織支持與幸福感之迴歸分析 75
表4-5-3知覺組織支持對工作/家庭平衡與幸福感關係之層級迴歸分析 77
表4-5-5知覺組織支持對工作壓力與幸福感關係之層級迴歸分析 78
表4-5-5工作壓力對工作/家庭平衡與幸福感關係之層級迴歸分析 80
表4-6-1研究假設與實證研究結果彙整表 81

圖目錄
圖1-3研究流程圖 .... 4
圖3-1本研究架構 .... 21

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