過去二十年間，工作與生活的議題已普遍受到員工與雇主的關注，有工作的家庭結構持續在改變，大部分工作與生活的實務隨著人力資源政策逐年變動，儘管許多實務被企業有效實施，但其工作與生活的組織氣候的影響並不明確，也很少有組織對其工作與生活的文化進行全面的評估。故本研究欲探討工作與生活政策於組織文化的整體影響，運用階層線性模式，進行個人、部門及組織的跨層次分析，使分析結果更為完整精確。
再者，工作與生活的組織文化會包含主管支持的一些因素，但學者認為衡量非正式組織支持的觀念仍有待釐清，部門的主管支持是從工作中取得的社會支持來源之一，也被認為是非正式的組織支持來源，本研究欲探討主管支持行為對實施組織工作與生活的政策的相關性及影響力。
另外，對於工作與家庭非正式的主管支持所產生的員工整體幸福感，相較於組織正式規定的政策支持如選擇性工作時間表、家庭照顧更為重要。研究組織的相關學者認為，擁有主管支持的經驗的員工能夠降低工作與家庭的衝突，減少離職意圖，而主管支持行為更能精準評估主管支持是否為工作與家庭支持文化或組織氣候的前因後果；同樣地，本研究也欲以員工的行為作為衡量，而尋找工作是員工自願離職與工作選擇的先決條件，其重要性包含豐富與離職率相關的實證研究，故探討工作尋找行為可助於了解員工心理變化的過程如減少對工作及組織承諾。
綜上所述，本研究主要探討主管對工作與生活整合政策的支持行為對員工幸福感及工作尋找行為的影響，以員工認知、部門劃分及組織政策等三個階層深入剖析，結合主觀抽象的員工幸福感、組織支持政策和客觀具體的主管支持行為、員工工作尋找行為，並排除個人偏好及工作特性的干擾，強化其因果關係做更客觀的衡量。

Work-life issues have been concerned by employees and employers from decades ago. The family structure has been transformed for the work style and most practices have been changed with human resource policy. However, the organizational climate of work and life is not clear and few of organizations implement comprehensive evaluation for the work-life culture. This research proceeds the cross-level analysis by using the hierarchical linear model which provides more precise outcomes.
Besides, supervisor support has been recognized one of social supportive and informal organizational supportive resources, included by the work-life culture. Because of the unclear conception of informal organizational support, this research talks about the relationship of supportive supervisor behavior and organizational work-life policy.
Furthermore, supervisor support comes up with employees’ subjective well-being. Many scholars recognize employees who have supervisor support experience can reduce work-family conflict and turnover rate. Reasonably, job search behavior is the priority of voluntary quitting and job choosing, which helps to understand the process of employees’ mind changing.
To sum up, this research emphasizes on the influence among supportive supervisor behavior to work-life integration policy, subjective well-being and job search behavior. There are three dimensions for individuals, departments and organizations, combing employees’ subjective well-being and objective job research behavior, excluding individual segmentation preference and segmentation support of workplace so as to strengthen the casual relationship and impersonal evaluation.

第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 3
第四節 研究範圍與流程 4
第二章 文獻探討 6
第一節 工作生活整合政策 6
第二節 主管支持行為 11
第三節 幸福感 13
第四節 工作尋找行為 15
第五節 各變數關係之探討 17
第三章 研究方法 20
第一節 研究架構與假設 20
第二節 研究變項的操作型定義與衡量方式 24
第三節 資料蒐集方法與樣本特性 38
第四節 資料分析方法 44
第四章 研究結果分析與討論 47
第一節 主要變數之相關分析 47
第二節 工作與生活整合政策對幸福感的影響 54
第三節 工作與生活整合政策對工作尋找行為的影響 56
第五節 主管工作與生活整合的支持行為對幸福感的影響 67
第六節 主管工作與生活整合的支持行為對工作尋找行為的影響 72
第七節 幸福感對工作尋找行為的影響 75
第八節 工作與生活整合政策對主管工作與生活整合的支持行為與幸福感之間的干擾效果 76
第九節 本章小結 82
第五章 結論與建議 85
第一節 研究結論 85
第二節 管理意涵與實務建議 88
第三節 研究限制 92
第四節 後續研究建議 94
參考文獻 95
附錄 102

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