2008-08-012024-05-18https://scholars.lib.ntu.edu.tw/handle/123456789/710762摘要：近年來，隨著經濟的快速發展，家庭結構的根本改變，以及女性的大量投入就業市場，雙薪家庭從業人員日漸增多，要同時兼顧工作與家庭的雙重角色將是個人與組織必須面對的重大挑戰。有鑑於此，西方學者對工作－家庭（職家）議題之於工作者、家人、及組織的衝擊已累積了相當豐富的研究成果，但相關的研究在國內仍屬起步階段。但無論國內外，現有的絕大多數職家研究均採橫斷性的設計(cross-sectional design)，僅收集一次資料，同時測量如工作要求、工作－家庭衝突 (WFC)、工作滿意等變項，以研究者預設的「因」、「果」、「中介」來解釋相關關係(correlations)，實則無法真正釐清變項間複雜的因果關係，故亟需有系統地引進縱貫性的設計(longitudinal design)，以多點重複測量(multiple waves repeated measures) 來探討變項間各種可能的相互關係，以建構動態的因果模型(dynamic causal model)，始能回應複雜的職場現象與多變的個人感受。因此，本研究將聚焦在職家介面上，關注個人的「工作要求」與「工作資源」對其「工作－家庭衝突」、「工作滿意」及「工作耗竭」之影響，亦探討可能的反向影響。 具體而言，本計劃擬規劃三年的的固定樣本追蹤研究(three-wave panel study)，以探討下列議題，作為研究目的：(1)工作特徵(工作要求與工作資源)、WFC、及工作後果(工作滿意與工作耗竭)間的因果關係究竟為何？是工作特徵(「因」)引發WFC（「中介」），再導致工作後果（「果」）嗎？還是相反的路徑，即工作後果（「因」）也可能引發WFC（「果」），同時，工作後果（「因」）與WFC（「因」）又都可能進一步導致工作特徵（「果」）的改變？還是，在時間脈絡中，這兩組相反的關係都有可能成立，進而形成一個動態多變的相互影響模式(reciprocal model)？(2)WFC的穩定性與變動性為何?在跨越相當長的一段時間內，員工所感受的WFC是近乎一種特質(trait)般穩定，還是更像一種狀態(state)般變化？ 圍繞上述兩大研究議題，這項國內首見的縱貫性研究將對一個異質性、大樣本的全職工作者重複施測三次問卷，再以結構模式分析建構最佳的相互影響模式，期能填補職家研究的重大缺口，亦對管理實務的各項規劃提供學理的基礎和參考資料。 <br> Abstract: The potential impact that work and family issues have on employees, family members, and organizations has caused a rising interest among researchers based in the developed Western countries. Work-family research in Taiwan is picking up pace too recently. However, most empirical evidence to date is based on cross-sectional one-shot research designs, which are weak in causal inferences. For instance, analyzing synchronous correlations among work demands, work-to-family conflict (WFC), and job satisfaction can produce no firm conclusions regarding which is the cause, which is the consequence, and which is the mediator. In order to settle such causal claims, we need to adopt longitudinal designs with multiple waves of data collections. The aim of this research thus is to explore relations between work demands/resources, WFC, and work-related outcomes in a three-wave panel study. Specifically, this research will focus on two issues: (1) Whether there are reciprocal relations among work demands (workload), work resources (supervisory support), WFC, and work-related outcomes (job satisfaction, exhaustion) in an extended time frame of 2-year follow-up? (2) Is WFC a variable state or a stable personal trait? Data will be collected three times from a large, heterogeous full-time working sample. Using structural modeling techniques, competing models including various types of causal relations among research variables can be contrasted and the best-fitting model can then be constructed. We hope that this first effort on longitudinal research can not only fill in the knowledge gap in wrok-family literature, but also provide sound advice for the management in combating work-family stress.工作－家庭衝突固定樣本追蹤研究工作要求工作資源工作滿意工作耗竭work-to-family conflict (WFC)panel studywork demandswork resourcesjob satisfactionburnout