中文摘要
近年來由於環境的變遷與社會的進步，工作環境及工作結構也隨之改變，過去以男性為主的就業市場早已不存在，有愈來愈多的女性加入職場與男性一同競爭，由於女性參與工作的機會增加，相對的男性參與家庭事務的機會也增加了，因此，男女雙方都必須面臨工作與家庭衝突之問題，Frone, Russell, & Copper(1992)研究顯示，工作家庭衝突不僅將對個人產生心理及生理上的負面影響，還將進一步對工作產生負面影響。因此，企業為留住優秀員工並維持本身競爭力，必須思索如何幫助員工降低工作家庭衝突，其中企業所提供之工作家庭政策是否有助於員工降低工作家庭衝突，並進而提升員工之組織承諾，則是值得深思的問題。

　　本研究即在探討工作家庭政策之實行是否有助於員工之工作家庭衝突降低及員工之組織承諾提升、員工之工作家庭衝突與組織承諾是否呈負向關係以及工作家庭政策之提供是否因工作家庭衝突之中介效果而影響員工之組織承諾。因此，本研究以天下雜誌2005所調查台灣前一千大製造業、前五百大服務業及前一百大金融業等三大產業排名前百分之五十之大企業為發放樣本目標群體，共發出1600份問卷，回收有效問卷296份，有效樣本回收率為18.5%，經由差異、相關及複迴歸等統計分析後，實證調查結果獲致如下重要發現：
1.個人與產業屬性之不同對工作家庭政策、工作家庭衝突及組織承諾之認知有部份顯著差異性存在。
2.工作家庭政策之實行與員工之工作家庭衝突呈部份負向關係。
3.員工之工作家庭衝突與員工之組織承諾呈部份負向關係。
4.工作家庭政策與員工之組織承諾具部份正向關係。
5.工作家庭政策對組織承諾的影響，會因工作家庭衝突而產生部份中介效果。

In recent years, the working environment and structure have changed as a result of environmental changes and societal improvement. The job market in the past that contained mainly male no longer exists. More and more women join the working space to compete with men. Because there are more opportunities for women to participate in jobs, there are relatively more opportunities for men to participate in family chores. Therefore, both men and women must face problems in work-family conflict. The research done by Frone, Russell & Copper (1992) showed that work-family conflict not only causes negative psychological and physical effects on individuals, but also affects work negatively. Accordingly, in order for a company to retain excellent staff and keep their competitivity, it needs to consider how to help the staff decrease work-family conflict. Among the questions to consider is whether the work-family policy helps the staff decrease work-family conflict and improve their organizational commitment.

This study is to investigate whether the implementation of work-family policy helps the staff decrease work-family conflict and improve their organizational commitment. It also studies whether the staff’s work-family conflict and organizational commitment are negatively correlated; whether providing work-family policy affects the staff’s organizational commitment due to the mediating effect of work-family conflict. This research surveyed 3 major sectors including the top 50 companies from the top one thousand manufacturers, top five-hundred service companies and top one hundred finance companies, according to the investigation of the 2005 CommonWealth Magazine. Totally 1600 copies of the questionnaire were released; 296 valid copies were returned with a valid sample return rate of 18.5%. Through statistical analyses such as t-test analysis of independence, analysis of variance (ANOVA), Pearson’s product moment correlation and multiple regression, the results of the investigation demonstrate the
following important findings:
1.There exist some significantly different cognitions amongst different people and industries on work-family policy, work-family conflict and organizational commitment.
2.Work-family policy and work-family conflict are partially negatively correlated.
3.Work-family conflict and organizational commitment are partially negatively correlated.
4.Work-family policy and organizational commitment are partially positively correlated.
5.Work-family conflict was found to have partially mediating effects between work-family policy and organizational commitment.

目 錄I
表目錄II
圖目錄III
第一章 緒論1
第一節 研究背景與動機1
第二節 研究目的2
第三節 研究流程3
第二章 文獻探討5
第一節 工作家庭政策5
第二節 工作家庭衝突13
第三節 組織承諾19
第四節　個人與產業屬性28
第五節 工作家庭政策與工作家庭衝突、組織承諾的關係29
第三章 研究方法31
第一節 研究架構31
第二節 研究架設31
第三節　研究變項之操作性定義與衡量32
第四節　資料蒐集方法與樣本特性分析33
第五節　資料分析方法36
第四章 研究結果37
第一節 信度分析37
第二節 描述性統計分析40
第三節 差異性分析 43
第四節 相關性分析 60
第五節 迴歸分析63
第六節 假設驗證結果70
第五章 結論與建議73
第一節 結論73
第二節 實務建議75
第三節 研究限制與後續研究建議76
參考文獻78
一、 中文部分78
二、 英文部分79
附錄83

表目錄
表2-1 工作家庭政策整理7
表2-2 兩性工作平等法於工作家庭政策之相關條文整理9
表2-3 工作家庭衝突相關定義匯總表14
表2-4 組織承諾之定義19
表2-5 組織承諾之分類21
表2-6 組織承諾程度與可能之後果一覽表27
表3-1 樣本特性分析表35
表4-1 工作家庭政策量表之信度係數37
表4-2 工作家庭衝突量表之信度係數38
表4-3 組織承諾量表之信度係數39
表4-4 工作家庭政策提供狀況 41
表4-5 整體樣本各變項及其構面之描述性分析42
表4-6 不同個人與產業屬性在工作家庭政策上的差異性分析44
表4-7 不同個人與產業屬性在工作家庭政策之受撫養者的照顧服務構面的差異性分析45
表4-8 不同個人與產業屬性在工作家庭政策之工作彈性構面上的差異性分析46
表4-9 不同個人與產業屬性在工作家庭政策之休假構面上的差異性分析47
表4-10 不同個人與產業屬性在工作家庭政策之其他構面上的差異性分析48
表4-11 不同個人與產業屬性在工作家庭衝突上的差異性分析50
表4-12 不同個人與產業屬性在工作家庭衝突之單身者工作家庭衝突之構面上的差異性分析51
表4-13 不同個人與產業屬性在工作家庭衝突之已婚者工作家庭衝突之構面上的差異性分析52
表4-14 不同個人與產業屬性在工作家庭衝突之有子女者工作家庭衝突之構面上的差異性分析53
表4-15 不同個人與產業屬性在組織承諾上的差異性分析56
表4-16 不同個人與產業屬性在組織承諾之情感性承諾構面上的差異性分析57
表4-17 不同個人與產業屬性在組織承諾之持續性承諾構面上的差異性分析58
表4-18 不同個人與產業屬性在組織承諾之道德性承諾構面上的差異性分析59
表4-27 工作家庭政策之知覺可用度與工作家庭衝突之相關性分析表60
表4-28 工作家庭衝突與組織承諾之相關性分析表61
表4-29 工作家庭政策之知覺可用度與組織承諾之相關性分析表61
表4-30 工作家庭政策、工作家庭衝突與組織承諾之相關性分析表62
表4-31 工作家庭政策之知覺使用程度對工作家庭衝突之迴歸分析表64
表4-32 工作家庭衝突對組織承諾之迴歸分析表65
表4-33 工作家庭政策之知覺使用程度對組織承諾之迴歸分析表66
表4-34 工作家庭衝突對組織承諾之迴歸分析表68
表4-35 工作家庭政策之知覺使用程度、工作家庭衝突與組織承諾之層級迴歸分析69
表4-36 研究假設驗證結果匯總表72

圖目錄
圖1-1 研究流程4
圖2-1 角色間衝突模型15
圖2-2 工作家庭衝突模型16
圖2-3 工作家庭模型17
圖3-1 Steers之組織承諾前因後果模式圖23
圖3-2 Mowday, Porter, & Steers之組織承諾前因後果模式圖24
圖3-3 Mathieu & Zajac之組織承諾前因後果模式圖25
圖4-1 研究架構31

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