工作家庭雙介面之要求、資源與職家衝突關連之性別差異

Sex Differences in the Relationships among Work and Family Demands, Resources, and Work-family Conflict

本研究目的為探討工作要求、家庭要求、工作資源、與家庭資源等前因變項與職家衝突關連的性別差異。樣本為台灣264名全職工作者，資料分析主要以分群階層迴歸檢驗兩性於職家衝突（包括工作－家庭衝突、家庭－工作衝突）前因之差異。首先，T檢定顯示職家衝突感受均無性別差異。再者，工作負荷與家庭責任是男性與女性職家衝突的顯著預測因子。第三，組織家庭支持文化與主管理念性支持對於男性的雙向職家衝突有顯著預測力，但這兩項工作資源中，僅有「主管理念性支持」對女性工作－家庭衝突有顯著的預測力。第四，「來自配偶的家事協助」是男性工作－家庭衝突的顯著預測因子；然而，對女性來說，「來自父母的家事協助」才可有效降低工作－家庭衝突。是故，組織需了解兩性在職家衝突歷程中的差異，方能協助員工找出最佳因應方式，在職家兩者間取得最終的平衡。

This study focused on employees with full-time jobs, exploring sex differences in predictors of work-family conflict. Quantitative data were collected through structured questionnaires assessing work-family conflict and its antecedents in work and family domains. 264 employees in Taiwan were surveyed. This study found that, first, no sex difference in either work-to-family conflict (WFC) or family-to-work conflict (FWC) was found. Second, for both men and women, work demands and family responsibilities were significant predictors of WFC and FWC. Third, organizational family culture and supervisor's support were significant predictors of men's WFC and FWC, but only supervisor's support was a significant predictor of women's WFC. Finally, family resources had differential predictive power for the two sexes: ”Domestic help from spouses” was related to men's WFC, but not women's; ”domestic help from parents” was related to women's WFC, but not to men's. In conclusion, organizational resources should be better planned and utilized, taking into account the differential work-family processes of men and women.