企業組織支援系統對大陸臺商幹部之工作-家庭衝突之研究

The Impact of Support Systems of Enterprise Organizations on Taiwanese Expatriates’Work-family Conflict

進入21世紀的我國，國內包括高科技產業大量外移大陸，企業外派大陸幹部的管理，對企業在大陸市場經營成敗，負有決定性的關鍵地位。國外許多文獻顯示，外派人員的工作績效優劣，除了當地市場因素外，外派員工的本國家庭因素實為一項不可忽視的因素。當我國企業西進大陸的同時，外派大陸幹部的組織各項支援系統，對彼等的「工作—家庭衝突」有無影響，經實證研究後發現：
1. 臺商幹部的配偶與子女隨臺商赴大陸，會使臺商幹部的「工作—家庭衝突」壓力降底；配偶有工作的臺商幹部，感受到的「工作—家庭衝突」壓力大。
2. 「工作調適支援」、「家庭協助支援」與「個人特徵」的交互作用，對於臺商幹部的「工作—家庭衝突」壓力具減緩作用。
3. 「工作調適支援」、「後勤性與社會性支援」、「家庭協助支援」與「派駐特徵」的交互作用，對於臺商幹部的「工作—家庭衝突」壓力，具有減緩的作用。
綜觀之，提供「組織支援系統」對於臺商幹部的「工作—家庭衝突」壓力，具有減緩作用；臺商幹部與其配偶在對「工作—家庭衝突」壓力的知覺上有顯著差異，配偶高於臺商幹部。建議企業應配合外派幹部與派駐地區不同，彈性提供「組織支緩系統」活動，幫助臺商幹部降低其「工作—家庭衝突」壓力。

In Taiwan’s 1st year of the new millennium, the exodus of hi-tech and traditional industries to Mainland China have caused serious high unemployment inland-wide. An increasing important strategic approach to corporate in china and Taiwan, long geographically separated by the Taiwan Strait, the same culture, though the performance of Taiwanese expatriates in Mainland entirely hold the key point rule in success of business or not. Many literatures reveal obviously the expatriates’ family factors will affect their performance. As soon as companies in Taiwan rush to The West- Mainland China, how the organizational supporting systems will affect these middle-high level expatriates’ managers on their work-family conflict, the findings of this empirical analysis indicate as follow: 1. Taiwanese expatriates in Mainland China living with their spouse or children perceived lower work-family conflict than other factors showed on this paper. Besides, expatriate in Mainland China indicates higher work-family conflict. 2. The effects of relationship between work-adjusted support, family support and work-family conflict are moderated by demographic variables. 3. The effects of relationship between work-adjust support, logistic and social support, family support and work-family conflict are also moderated by the characteristics of expatriate in Mainland China. To sum up, expatriates in Mainland China and their spouses, perceptions of organizational support to them would decrease work-family conflict efficiently. In addition, work-family conflict is perceived differently by expatriates in Mainland China and their spouses. This research suggests organization should emphasize practices of both expatriates themselves and dispatched places which could supply flexible organizational support activities to abate the pressure of their work-family conflict.