現代人常常為了工作而分身乏術，若過於投注心力在工作上，容易產生家庭的失衡，因此如何維繫工作與家庭間的平衡為一重要的議題，若工作者身處不同領域，能清楚定位自己該扮演的角色，且工作環境也能有適當的政策，不讓工作者身處家中還要顧慮工作的事情，則較不容易造成職家衝突。
因此本研究以偏好職家區隔與實際職家區隔為工作投入與職家衝突之干擾變項，欲探究工作者對職家界線的偏好與實際情況以及兩者的一致性會對工作投入與職家衝突帶來何種效果。另外，本研究認為工作越投入者，其心理就越難以抽離工作領域，而當其身處家庭領域時，在角色模糊的情況下就易產生職家衝突，因此本研究認為心理抽離為工作投入與職家衝突之中介變項。
由於工作與家庭的衝突會發生在每個工作者身上，因此本研究並不特別挑選研究對象，但考量到變項皆由受測者自行填答，為避免共同方法變異，故採取時間隔離法，以兩階段方式發放。總計共發放345份問卷，第一階段回收309份，第二階段回收278份，最終有效問卷為243份。
研究結果發現：(1)工作投入對職家衝突呈正向關係(2)偏好職家區隔對工作投入與職家衝突不具干擾效果(3)實際職家區隔對工作投入與職家衝突具有干擾效果(4)職家界線一致性對工作投入與職家衝突不具干擾效果(5)心理抽離會完全中介工作投入與職家衝突。
本研究提出之管理意涵如下：(1)企業應幫助員工維持工作角色與家庭角色的平衡(2)員工、企業與政府應提升對勞工休息的重視。

In this modern society, people are always busy at work. If a man involves too much in his work, he may ignore his duty as a family member. Hence, if one can understand the different roles he plays in life; it may reduce the conflict between work and home conflict. The purposes of this study are to probe into (1) the relationship between work involvement and work home conflict (2) cooperate ASWF (actual segmentation of the work domain from the family domain), PSWF (preferred segmentation of the work domain from the family), work home boundary congruence could moderate the relationship between work involvement and work home conflict (3) to explore the mediating effect of psychological detachment between work involvement and work home conflict.
The problems between work and home exist in most people’s life, thus we don`t choose the samples. In this study we take two phases to send out the questionnaires, there are 243 valid questionnaires.
The result of study reveals: (1) work involvement is positive to work home conflict (2) ASWF could moderate the relationship between work involvement and work home conflict (3) psychological detachment has intermediaries to work involvement and work home conflict.
The management meanings that are: (1) the administrator should help employee to make a balance between work and home life (2) the employer, administrator and government should pay more attention to the rest of the employee.

目 錄
中文摘要 I
ABSTRACT II
目 錄 III
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 研究流程 6
第四節 名詞釋義 7
第二章 文獻探討 9
第一節 工作投入與職家衝突 9
第二節 職家區隔對工作投入與職家衝突關係之干擾效果 12
第三節 職家界線一致性對工作投入與職家衝突關係之干擾效果 17
第四節 心理抽離對工作投入與職家衝突之關係的中介效果 21
第三章 研究方法 24
第一節 研究架構與假設 24
第二節 研究對象 25
第三節 研究工具 26
第四節 調查實施 30
第五節 資料分析 31
第四章 研究結果與討論 33
第一節 樣本描述 33
第二節 問卷之效度與信度 37
第三節 研究變項之皮爾森績差相關 43
第四節 工作投入與職家衝突之關聯性 45
第五節 職家區隔對工作投入與職家衝突之干擾效果 46
第六節 職家界線一致性對工作投入與職家衝突之干擾效果 48
第七節 心理抽離對工作投入與職家衝突之中介效果 49
第八節 研究架構之結構方程模式分析 51
第五章 結論與建議 52
第一節 研究主要發現 52
第二節 研究結論 54
第三節 研究建議 57
第四節 研究限制 60
參考文獻 61
附錄 72
表目錄
表3-1 偏好職家區隔與實際職家區隔題項 28
表3-2 問卷回收狀況 30
表4-1 受測者樣本基本背景資料 33
表4-2 工作投入量表之因素分析 38
表4-3 偏好職家區隔量表之因素分析 39
表4-4 實際職家區隔量表之因素分析 39
表4-5 職家衝突因素分析 40
表4-6 心理抽離量表因素分析 41
表4-7 社會期許量表因素分析 41
表4-8 驗證性因素分析結果 42
表4-9 樣本之各量表信度分析結果 42
表4-10 研究變項之平均數、標準差及各變項之關係係數 44
表4-11 工作投入與職家衝突之關聯性 45
表4-12 偏好／實際職家區隔對工作投入與職家衝突之干擾效果 46
表4-13 職家界線一致性對工作投入與職家衝突之干擾效果 48
表4-14 心理抽離對工作投入與職家衝突之中介效果 50
表4-15 結構方程式模型指標 51
圖目錄
圖3-1 研究架構 24
圖4-1 實際職家區隔對「工作投入與職家衝突之關係」干擾作用 47
圖4-2 本架構的結構方程示意圖 51

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