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博碩士論文 etd-0903109-163837 詳細資訊
Title page for etd-0903109-163837
論文名稱
Title
家庭支持的工作環境及個人屬性對工作家庭衝突及組織承諾之影響- 以台灣高科技服務業的知識工作者為例
Impacts of Family Supportive Work Environments and Personal Characteristics on Work Family Conflict and Organizational Commitment – Evidences from Knowledge Workers in Taiwanese Hi-Tech Service Industry
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
109
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
2009-06-08
繳交日期
Date of Submission
2009-09-03
關鍵字
Keywords
家庭支持福利措施、高承諾工作系統及個人家庭生活界限需求、家庭支持文化、組織承諾、工作家庭衝突
Organizational Commitment, Work Family Conflict, High Commitment Working Systems and Desire for Segmentation, Work Family Culture, Family Supportive Practices and Benefit
統計
Statistics
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中文摘要
人口及家庭結構的顯著轉變,全球化及知識經濟的到來,都導致人們的工作和家庭的生活模式受到影響。平衡不同角色間需求的困難,讓組織也愈來愈感受到發展家庭支持工作環境策略,對於組織人才吸引與留任的重要性。
知識工作者的興起及其對未來組織競爭優勢的重要性,本研究希望針對任職在台灣的高科技服務業的知識工作者,及其所處的組織如何處理及管理工作與家庭生活的需求,進而對降低工作家庭衝突感及增加組織承諾有進一步的瞭解後,期能提供具體的建議,做為組織發展相關策略的依據。
本研究的三大研究主題說明如下:(1)家庭支持福利措施的使用和家庭支持文化的關係;(2) 家庭支持福利措施和家庭支持文化,對於降低工作家庭衝突及提高組織承諾的關係;(3)組織(或工作)和個人特性的差異是否影響家庭支持福利措施的提供或使用,及其對於工作家庭衝突及組織承諾的關係。
重要的研究結果顯示確實與文獻之探討一致,最重要影響降低工作家庭衝突感的主要因素來自於家庭支持文化,第二重要則是主管的支持,空有家庭支持福利措施而員工不敢或無法依需要使用,並不會降低其對工作家庭的衝突感。高承諾工作組織的特性及個人對於工作和家庭生活的界限設定的程度不同,確實會影響家庭支持福利措施及其對於工作家庭衝突感及組織承諾的關係。建議組織應同時考量在提供家庭支持福利措施的同時,從管理階層著手,推動家庭支持文化,並考量提供高承諾工作系統,瞭解員工的不同特性及需求,傳遞適當訊息讓員工不但了解公司所推行的有形政策,並瞭解其對家庭支持工作環境的價值及意義,進而得依個人需要選擇使用,如此多方面並進,才能有助於全面推行家庭支持的工作環境,從而降低工作與家庭衝突、提高組織承諾,讓組織的投資發揮最大的效果。
Abstract
The dramatic changing societal demographics, increasing globalization and knowledge economics have contributed to the transformation of work family patterns. The demands of work and family roles are becoming increasingly difficult and the growing importance in organizations to develop strategies for talent attraction and retention accordingly.
Given the raise of knowledge workers and who have been recognized to probably provide the competitive advantage in the coming century, this study wanted to learn more insights of knowledge workers in Taiwanese Hi-Tech Services Industry as well as their organizations on how to better manage and support the demands from both work and family domains that yield the higher degree of organizational commitment and lower the work family conflict, and further support for the business case with concrete suggestions to the companies when developing family supportive strategies and creating family supportive working environment.
To summarize the purposes of the study with 3 focus areas that were to (1) investigate the correlates of work–family benefit utilization and work–family culture. (2) determine whether work–family benefit availability and supportive work–family culture were related to organizational commitment and work–family conflict. (3) and how both work and personal characteristics impact the relations between work family conflict and organizational commitment.
One of the important results was consistent with literature that work family conflict was most affected by perceptions of a positive work family culture and by support from a worker’s manager. High commitment working systems and individuals’ desire for segmentation moderated the practices and outcomes. Thus, the most effective organizational responses to work family conflict and organizational commitment are those that combine multiple elements, including family supportive benefits, work family culture as well as implementation of related working systems with developing a better understanding of the implications of practices for how people managing the boundary between work and non-work lives.
目次 Table of Contents
Chapter 1 Introduction 8
1.1 Background 8
1.2 Purpose 11
Chapter 2 Literature Review 13
2.1 Family Supportive Work Environment 13
2.1.1 Family Supportive Practices / Benefits Availability 14
2.1.2 Work Family Culture 22
2.1.3 Work Family Culture and Family Supportive Practices Utilization 25
2.2 Work Family Conflict and Organizational Commitment 26
2.2.1 Work Family Conflict 26
2.2.2 Organizational Commitment 31
2.2.3 Impact of Family Supportive Benefits and Culture on Organizational Commitment and Work Family Conflict 32
2.3 Work Characteristics- High Commitment Working Systems 33
2.4 Personal Characteristics 39
2.4.1. Demographic Characteristics 39
2.4.2 Desire for Segmentation 40
Chapter 3 Research Structure and Methods 46
3.1 Research Structure and Hypothesis 46
3.2 Measures and Questionnaire Design 47
3.2.1 Independent Variables 47
3.2.2 Dependent Variables 49
3.2.3 Moderator Variables 50
3.2.4 Control Variables 52
3.3 Sample Descriptions 53
Chapter 4 Analyses and Results 59
4.1 Impact of Work Family Culture on Family Supportive Practice Utilization 61
4.2 Impact of Family Supportive Practice Availability on Organizational Commitment and Work Family Conflict 62
4.3 Impact of Work-Family Culture on Organizational Commitment and Work–Family Conflict 65
4.4 Impact of High Commitment Working System on Family Supportive Practice Availability 68
4.5 High Commitment Working System as a Moderator of the relations between Family Supportive Practice Availability and Work-Family Conflict 70
4.6 Individual’s Desire for Segmentation as a Moderator of the relations between Family Supportive Practice Availability with Utilization and Organizational Commitment 74
Chapter 5 Conclusion and Discussion 79
5.1 Conclusions 79
5.1.1 Impact of Work Family Culture on Family Supportive Practice Utilization 79
5.1.2 Impact of Work Family Culture and Family Supportive Practice Availability on Organizational Commitment and Work-Family Conflict 80
5.1.3 Impact of High Commitment Working System on Family Supportive Practice Availability and the relations with Work-Family Conflict 82
5.1.4 Impact of Desire for Segmentation on Organizational Commitment 83
5.2 Discussions and Suggestions 84
5.3 Limitations and Further Research 88
Reference 91

Appendix- The Questionnaire
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