臺灣外交人員工作家庭衝突與工作滿意度之關係──兼論公共服務動機之調節效應

The Relationship Between Work-Family Conflict and Job Satisfaction Among Taiwanese Diplomats: The Moderating Effect of Public Service Motivation

隨著我國雙薪家庭比例日漸提高，工作與家庭生活間的衝突如何影響個人對其工作的滿意程度，逐漸成為各界關注的議題。儘管多數研究認為員工（包括公務人員）的工作家庭衝突程度越高，其對工作越不滿意，然而這樣的不滿意背後的脈絡究竟為何？員工工作與家庭之間如果存在衝突，究竟是工作影響家庭的成分較高，抑或家庭影響工作更有可能導致衝突？公共服務動機做為衡量文官工作價值等特性的指標，其如何在工作家庭衝突與工作滿意度的關係上扮演其角色，均為本研究期待關注之主要議題。
本研究以臺灣外交部人員為研究母體，運用分層隨機抽樣，整合工作家庭衝突、工作滿意度及公共服務動機等量表進行問卷調查，並透過描述性統計及階層迴歸模型，分析其工作家庭衝突與工作滿意度之關係，同時關注公共服務動機在前開關係中是否具備調節效應。此外，本研究亦結合質性訪談法，邀請現職外交人員針對問卷調查結果提供看法，期望能透過「先量後質」之混合研究方法途徑探索外交人員工作家庭衝突之深層脈絡。
研究結果顯示臺灣外交人員在工作家庭衝突與工作滿意度之關係上的負向關聯，且同時表現在「工作影響家庭」與「家庭影響工作」兩個面向上；儘管公共服務動機在工作家庭衝突及工作滿意度之關係上確實存在調節效應，但主要表現在「工作影響家庭」與工作滿意度之關係上。本研究以前述發現為基礎，運用深度訪談探討外交人員對工作家庭衝突之認知與應對機制，並提出結論與未來研究之建議。

With the increasing proportion of dual-income families in Taiwan, the impact of conflicts between work and family life on individuals' job satisfaction has become an important topic. While most studies suggest that higher levels of work-family conflict led to lower job satisfaction among employees (including public servants), the underlying reasons for this dissatisfaction remain unclear. Furthermore, how does public service motivation—used as an indicator to assess the work values of civil servants—play a role in the relationship between work-family conflict and job satisfaction? These are the key issues in this research.
We focus on Taiwanese diplomats (臺灣外交人員) as the population and employs stratified random sampling to distribute a survey integrating scales on work-family conflict, job satisfaction, and public service motivation. Using descriptive statistics and hierarchical regression models, we analyze the relationship between work-family conflict and job satisfaction, while examining whether public service motivation moderates this relationship. In addition, we incorporate qualitative interviews with eight diplomats to gather their perspectives, aiming to explore the deeper context of the work-family conflict.
Results reveal a negative correlation between work-family conflict and job satisfaction among Taiwanese diplomats, encompassing both ''work affecting family'' and ''family affecting work'' dimensions. While public service motivation does moderate the relationship between work-family conflict and job satisfaction, this effect is primarily observed in the ''work affecting family'' dimension. Based on these findings, the study conducts in-depth interviews to examine diplomats’perceptions of and coping mechanisms for work-family conflict. Conclusions and recommendations for future research are also presented.