工作家庭衝突近年來成為一熱門的研究領域，越來越多的學者投入此領域試著想瞭解一個人如何在公司與家庭兩個不同環境間。目前有許多的研究在討論工作家庭衝突與工作滿足之間的關係，以及可能影響此關係的仲介變數。然而，很少有學者去探討工作家庭互動模式(包含溢出理論、補償理論、區隔理論)在工作家庭兩種環境中所扮演的角色。也很少有學者探討不同的工作家庭互動模式可能會帶來什麼不同的影響。
為了瞭解工作家庭互動模式的影響，本論文試著去找出工作家庭互動模式與工左滿足及工作家庭衝突的關係。
以下為本研究的發現：
(1) 正面溢出理論與工作滿足呈現正相關。
(2) 負面溢出理論與工作家庭衝突呈現正相關。
(3) 區隔理論與工作滿足無顯著相關性。
(4) 區隔理論與工作家庭衝突無顯著相關性。
透過瞭解工作家庭互動模式所產生的影響，我們可以瞭解要如何在工作與家庭之間調整自己以獲得平衡，達成雙贏的局面。我們可以透過改變本身的工作家庭互動模式來增加我們的工作滿足或是減低所產生的工作家庭衝突。不論是高工作家庭衝突落是低工作滿足都會造成員工無法全心全意地投入工作，甚至嚴重的還有可騰導致員工離職。所以透過此研究，我們希望能夠幫助員工瞭解自己本身的情況，並找出最佳的方式來因應，使其能兼顧工作與家庭。

The issue of work and family interaction attracts a lot of attention in the academic field. More and more researchers devoted their energy into the exploration of the mystery of how people manage themselves to live in the work domain and family domain at the same time.
There are a lot of papers discussing about the relationship between work-family conflict and job satisfaction and its moderators. However, very few researchers pay attention to what kind of the role the work-family linkage, comprising the theory of spillover, compensation, and segmentation, may play in the relationship. Only a few paper discussed about the influence of work-family linkage. There were also very few papers mentioning about how to measure the linkage of work and family. Researcher has yet to discover how these outcomes are related to different processes of work/family linkage and patterns of work/home intersection (Lambert, 1990).
In order to understand the influence of work-family linkage, this study tried to measure the linkage and explore its relationship with other variables, such as job satisfaction, work-family conflict, etc.
Below are the discoveries of this thesis:
(1) Positive spillover is positively related to job satisfaction.
(2) Negative spillover is positively related to work-family conflict.
(3) Segmentation has no relationship with job satisfaction
(4) Segmentation has no relationship with work-family conflict.
Through the discovery of influence of work-family linkage, we may know to adjust ourselves between the work life and family life. We can try to change our linkage patterns in order to improve our job satisfaction or reduce our work-family conflict. Since high work-family conflict and low job satisfaction can both make employees hard to fully devoted themselves into the job, even these situation will force them to leave the company. We should try our best to find ways to help employees understand their own situation, and find the best strategy to cope with it.

Contents


1. Introduction………………………………………………………………………………1
2. Literature Review………………………………………………………………………...2
The linkage between work and family…………………………………………………….2
Work-family conflict………………………………………………………………………4
Job satisfaction…………………………………………………………………………...14
The relationship of work-family linkage with work-family conflict
and job satisfaction……………………………………………………………………….14
The relationship between work-family conflict and job satisfaction…………………….16
3. Methodology…………………………………………………………………………..…19
Research structure..………………………………………………………………………19
Hypotheses……………………………………………………………………………….19
Sample………………………………………………………...………………………….19
Questionnaire development………………………………………………………………20
Data analysis……………………………………………………………………………...21
4. Results……………………………………………………………………………………22
Respondent Profiles………………………………………………………………………22
Descriptive statistics……………………………………………………………………...24
ANOVA analysis and T-test………………………………………………………………24
Person correlation analysis……………………………………………………………….26
Hierarchical Multiple Regression Analysis………………………………………………26
5. Conclusion……………………………………………………………………………….30
Discussion………………………………………………………………………………..30
Limitation………………………………………………………………………………...33
Suggestion for further study……………………………………………………………...34
6. Reference………………………………………………………………………………...35

Appendix: Questionnaire…………………………………………………………………….39

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