Responsive image
博碩士論文 etd-0811115-025121 詳細資訊
Title page for etd-0811115-025121
論文名稱
Title
已婚知識工作者工作生活平衡之研究:前因與後果
A Study of Work-Life Balance for Married Knowledge Workers: Antecedents and Consequences
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
123
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2015-07-20
繳交日期
Date of Submission
2015-09-11
關鍵字
Keywords
工作家庭文化、知識工作者、工作生活平衡、組織承諾、工作滿意度、生活滿意度、家庭友好政策
Family Friendly Policies, Work Life Balance, Organizational Commitment, Life Satisfaction, Job Satisfaction, Work Family Culture, Family Friendly Programs
統計
Statistics
本論文已被瀏覽 5645 次,被下載 30
The thesis/dissertation has been browsed 5645 times, has been downloaded 30 times.
中文摘要
隨著全球化經濟的變遷,家庭及人口結構的轉變,人們的工作和生活的型態受到顯著影響,在臺灣出生率極低的警訊之下,工作、家庭和個人生活之間的界限愈來愈模糊,企業組織如何透過運用工作家庭友好政策,讓人才及員工不會因為工作家庭不平衡而萌生去意,達到留任並吸引人才,進而發展彈性的因應組織策略為目的。
本研究的研究主題為:(1)探討已婚知識工作者的工作生活平衡的現況;(2)家庭友善方案對已婚知識工作者之工作生活平衡影響;(3)已婚知識工作者的工作生活平衡對組織承諾之影響。研究採用網路問卷調查法,並以立意抽樣已婚知識工作者為主要樣本,最後總計回收共208份問卷,扣除無效之問卷8份,及未婚知識工作者之樣本42份,共計回收有效問卷158份,並依據研究目的和假設,以描述性統計分析、相關分析、變異數分析、迴歸分析及路徑分析來驗證各研究假設。
研究結果顯示:(1)已婚知識工作者使用特定家庭友善方案提升工作生活平衡;(2)已婚知識工作者的工作生活平衡對組織承諾有正面影響。建議組織或企業可以同時考量家庭友善政策與員工的組織承諾之間的正面關係,以及得到管理階層的支持,進而規劃企業組織相關的工作生活平衡策略,讓組織及人才都能發揮最大的效益。
Abstract
With the increasing globalization and economics changes, the family and population structure, people's work and life patterns being significantly affected. Under low birthrate warning in Taiwan, the boundaries between work, family and personal life are much vaguer. The key is how to offer the appropriate family-friendly policies to reten employees from leaving and keeping the loyalty for the organization. The purpose of organization is to prevent work-family imbalancing, to stay and attract talent, and to develop flexible organizational strategies.
Topics of the study are: (1) investigate the feel of work-life balance for married knowledge workers; (2) the impact of the family-friendly policies for work-life balance; (3) the impact of married knowledge workers work-life balance to organizational commitment. The research used internet survey questionnaires to collect the total of 208 questionnaires sampling. Which were deducted 8 invalidity questionnaire and 42 unmarried knowledge workers questionnaire, a total of 158 valid married knowledge workers questionnaires were final. And in accordance with the purpose and hypothesis to descriptive statistical analysis, using correlation analysis, analysis of variance, regression analysis and path analysis to verify the various hypotheses.
The results show that: (1) knowledge workers to use specific work-family-friendly work program to enhance work-life balance; (2) knowledge workers to enhance work-life balance to have a positive impact on organizational commitment. Organizations and company can also consider the proposal of positive relationship between organizational commitment and family-friendly policies, and with the support of management to come out the work-life balance strategies to have best benifits both for company and talent.
目次 Table of Contents
中文摘要+i
英文摘要+ii
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
第二章 文獻探討+4
第一節 工作家庭文化及工作生活平衡的探討+4
第二節 工作生活平衡政策的實務+7
第三節 組織承諾+12
第四節 工作滿意+13
第五節 生活滿意度+15
第六節 工作生活平衡是組織的漸進式策略+16
第三章 研究方法+17
第一節 研究架構與假設+17
第二節 研究對象與研究變項之操作+22
第三節 資料蒐集方法+30
第四節 資料分析與方法+30
第四章 研究結果與討論+34
第一節 敘述性統計與差異分析+34
第二節 差異分析+45
第三節 相關分析+61
第四節 質性資料分析+80
第五章 結論與建議+85
第一節 研究結論+85
第二節 實務意涵+100
第三節 研究限制與後續研究建議+102
參考文獻+104
附錄+107
參考文獻 References
一、中文部份
李中一(2004)。測量工具的效度與信度。臺灣公共衛生雜誌,23(4),272-281。
李沛良(1996)。社會研究的統計分析。臺北市:巨流。
林惠玲與陳正倉(2003),應用統計學,雙葉書廊出版社。
二、英文部份
Alderfer, C. P. (1972). Existence, relatedness, and growth: Human needs in organizational settings.
Allen, T. D. (2001). Family-supportive work environments: The role of organizational perceptions. Journal of vocational behavior, 58(3), 414-435.
Berg, P., Kalleberg, A. L., & Appelbaum, E. (2003). Balancing work and family: The role of high‐commitment environments. Industrial Relations: A Journal of Economy and Society, 42(2), 168-188.
Brooke, P. P., Russell, D. W., and Price, J. L. 1988. Discriminant validation of measures of job satisfaction, job involvement, and organizational commitment. J. Appl. Psych. 73 139–145.
Cuijpers, P., Van Straten, A., & Warmerdam, L. (2007). Behavioral activation treatments of depression: A meta-analysis. Clinical psychology review, 27(3), 318-326.
Delery, J. E.and Doty, H. 1996. Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance. Academy of Management Journal, 39(4) 802–35.
Evans, J. M. (2001). Firms’ Contribution to the Recitation between Work and Family Life, Paris: OECD.
Fisher-McAuley, G., Stanton, J. M., Jolton, J. A., & Gavin, J. (2003). Modelling the relationship between work life balance and organisational outcomes. Paper presented at the Annual Conference of the Society for Industrial-Organisational Psychology. Orlando, FL.
Friedman, Dana(1998), Survey of Work/Life Initiatives, William Mercer.Bright Horizons.
Gao, Y., Shi, J., Niu, Q., & Wang, L. (2013). Work–family conflict and job satisfaction: Emotional intelligence as a moderator. Stress and Health, 29(3), 222-228.
Grover, S. L., & Crooker, K. J. (1995). Who appreciates family‐responsive human resource policies: The impact of family‐friendly policies on the organizational attachment of parents and non‐parents. Personnel psychology, 48(2), 271-288.
Hayman, J. (2005). Psychometric Assessment of an Instrument Designed to Measure Work Life Balance. Research and Practice in Human Resource Management, 13(1), 85-91.
Higgins, C., Duxbury, L., & Lee, C. (1994). Impact of life-cycle stage and gender on the ability to balance work and family responsibilities. Family relations, 144-150.
Hoppock, R. (1935). Job satisfaction.
Kaiser. F., & Rice,J.(1974). Littleiffy, MarkIV. Educationaland Psychological Measurement, 34,111-117.
Kumar, H., & Chakraborty, S. K. (2013). Work life balance (WLB): A key to organizational efficacy. Prin. LN Welingkar Institute of Management Development & Research, 15(1), 62-70.
Lingard, H., Francis, V., & Turner, M. (2012). Work time demands, work time control and supervisor support in the Australian construction industry: An analysis of work-family interaction. Engineering, Construction and Architectural Management, 19(6), 647-665.
Maslow, A. H. (1954), Motivation and Personality, New York: Harper & Row Publishers.
Mesmer-Magnus, J. R., & Viswesvaran, C. (2006). How family-friendly work environments affect work/family conflict: A meta-analytic examination. Journal of Labor Research, 27(4), 555-574.
Meyer, J.P. & Allen, N.J., 1987. A longitudinal analysis of the early development and consequences of organizational commitment. Canadian Journal of Behavioral Science, 19: 199-215.
Mowday. R.T., Porter, L.M., & Steers, R.M., 1982. Employee organization linkages: The psychology of commitment, absenteeism, and turnover.
New York: Academic Press. Nunnally, J.C., 1978. Psychometric Theory. New York: McGraw-Hill, 1978.
Pavot, W., Diener, E. D., Colvin, C. R., & Sandvik, E. (1991). Further validation of the Satisfaction with Life Scale: Evidence for the cross-method convergence of well-being measures. Journal of personality assessment, 57(1), 149-161.
Porter, L.W., Steer. R.M., Mowday, R.T., & Boulian, P.V., 1974. Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5): 603-609.
Thompson, C. A., Beauvais, L. L., & Lyness, K. S. (1999). When work–family benefits are not enough: The influence of work–family culture on benefit utilization, organizational attachment, and work–family conflict. Journal of vocational behavior, 54(3), 392-415.
Tariq, A., Aslam, H. D., Siddique, A., & Tanveer, A. (2012). Work-Life Balance as a Best Practice Model of Human Resource Management: A Win-Win Situational Tool for the Employees and Organizations. Mediterranean Journal of Social Sciences, 3(1), 577-85.
Warren, J. A., & Johnson, P. J. (1995). The impact of workplace support on work-family role strain. Family relations, 163-169.
電子全文 Fulltext
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus: 已公開 available
校外 Off-campus: 已公開 available


紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 已公開 available

QR Code