雪中送炭還是雪上加霜？恆毅力對軍人工作家庭衝突之影響

Development and validation of the fear & stress of COVID-19 scale in Taiwan

國軍面臨兵役制度轉型，產生職業軍人工作負荷量過重、缺乏時間陪伴家人等問題，造成工作家庭衝突，增加離職傾向、人力匱乏，再度強化工作與家庭衝突，形成惡性循環，而近年認為正向特質有助於打破此惡性模式。本研究建構軍人工作家庭衝突影響效果模型，並探討恆毅力的調節效果。本研究採用調查法，邀請884名現役軍人填寫工作家庭衝突、恆毅力、工作倦怠、憂鬱情緒、離職傾向等量表。研究方式首先分析職業軍人工作家庭衝突現況，探討不同背景變項差異性；其次以結構方程式模型建立工作家庭衝突影響模式，最後採PROCESS迴歸分析方式，檢定恆毅力對工作家庭衝突模型之調節作用。本研究結果認為，性別在工作家庭衝突程度無顯著差異性，但已婚、年齡與階級愈高者，工作與家庭衝突愈高。工作家庭衝突直接影響工作倦怠，間接影響憂鬱情緒和離職傾向，恆毅力程度能調節憂鬱情緒中介模型，但對離職傾向沒有調節效果。文末提供國軍輔導與教育與未來研究具體建議。

 

Military service system transformation has caused heavy workloads and work–family conflict among professional military personnel, resulting in the vicious circle of increased turnover intention and shortage of manpower. Recent studies have demonstrated that positive traits such as grit may help to address issues facing military personnel. To construct the model and explore the moderation effect of grit, 884 military personnel completed self-report questionnaires on work-family conflict, grit, burnout, depressive tendency, and turnover intention. Structural equation modeling and regression analysis using PROCESS macro were used to test the model. While gender is not a significant contributor to work–family conflict, marriage, age, and ranks are. Work–family conflict is negatively correlated with burnout but positively associated with depressive tendency and turnover intention. Grit mitigated the effect of work–family conflict on depressive tendency, but not that on turnover intention. Practical implications for military guidance, education, and future research are discussed.