臺灣博碩士論文加值系統

職家衝突之相關研究已被證實會影響私部門員工之工作行為與態度，例如負向影響工作績效與組織公民行為，甚至會造成離職意願的提高，因此，無論對員工個體或是組織發展而言皆是不利的影響。惟國內探討職家衝突對公務人員之相關研究甚少。實際上，無論是私人企業或是公務機關，員工適度的投入工作對其績效表現與組織發展是有助益的。然而，若過度的付出予工作領域可能會導致角色間衝突，進而形成職家衝突負向影響工作態度與行為。故本研究嘗試探討公務人員職家衝突對其機關留任意願、工作績效與組織公民行為之影響結果。此外，本研究納入「工作中心性」作為干擾變項，建立研究架構與假設並進行驗證。
綜上所述，本研究以北部地區公務人員為研究對象進行抽樣，獲得有效樣本228份，經由迴歸分析，可以看出：(一)公務人員經歷家庭影響工作衝突會降低其工作績效、成員及機關組織公民行為、(二)經歷工作影響家庭衝突會降低工作滿意、(三)工作滿意會正向影響留任意願、工作績效、成員及機關組織公民行為(四)工作中心性對家庭影響工作衝突與成員、機關組織公民行為之關係具有干擾效果、(五)工作中心性對工作滿意度與成員、機關組織公民行為之關係具有干擾效果。

Some researches of work-family conflict(WFC) have confirmed that WFC influenced employee’s work behaviors and attitudes in private sector, including job performance, organization citizenship behavior, and intention to stay. However, there is still little researcher trying to explored the influence of work-family conflict on the public servant in Taiwan. This study attempted to explore the relationships among public servants’ work-family conflict, intention to stay, job performance and organization citizenship behavior. Specially, we also subumed ‘work centrality’ as a moderating variable in this study.
In sum, this study collects 228 valid questionnaire surveys of public servants in northern Taiwan government. The results of hierarchical regression analysis indicate that: 1. Public servants who faced family interfering with work (FIW) may reduce their job performance, organizational citizenship behavior towards individuals (OCBI) and organizational citizenship behavior towards organizations (OCBO). 2. Public servants who faced work interfering with family (WIF) may reduce job satisfaction. 3. Job satisfaction positively affects public servants’ intention to stay, job performance and organization citizenship behavior. 4. Work centrality moderated the relationship between WIF and OCBI, OCBO. 5. Work centrality moderated the relationship between job satisfaction and OCBI, OCBO.

論文提要 i
誌謝辭 iv
目次 v
表目錄 vi
圖目錄 vii
第一章、緒論 1
第一節、研究背景與動機 1
第二節、研究目的 5
第三節、研究方法 6
第四節、研究對象 7
第五節、重要名詞界定 8
第二章、文獻回顧 10
第一節、職家衝突 10
第二節、工作滿意 18
第三節、生活滿意度 25
第四節、工作中心性 28
第五節、留任意願 35
第六節、工作績效 37
第七節、組織公民行為 39
第三章、研究設計 42
第一節、研究架構 42
第二節、研究假設建立 43
第三節、問卷設計 57
第四節、資料分析方法 63
第四章、統計資料分析 65
第一節、基本資料分析 65
第二節、信度與效度分析 67
第三節、變異數分析 70
第四節、相關分析 78
第五節、統計分析與假設驗證 82
第五章、結論與建議 96
第一節、結論與建議 96
第二節、研究限制及後續研究建議 102
參考文獻 104
附錄一：研究問卷 121

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