臺灣博碩士論文加值系統

現今的社會環境下，男女平權，雙薪家庭越來越多；此外，人口老齡化，要照顧小孩外，仍要照顧家中高齡的長輩。職家衝突 (工作-家庭衝突、家庭-工作衝突)，成為近年來學術界與實務界所重視的議題。此外，員工的離職需要新招募員工或是訓練員工以取代離職的員工，將浪費組織成本且耗用時間，因此職家衝突與離職的關係，在現今社會顯得重要，所以本研究針對職家衝突與離職傾向的人格干擾因子進行探討，本研究挑選外控人格與正向心情特質為干擾因子。 本研究利用實地法進行研究，以台灣地區的員工為施測對象，並以配對的方式蒐集問卷，經配對後，共有110份有效樣本。研究結果部份支持了本研究之假設。職家衝突將會影響離職傾向；外控人格對於職家衝突與離職傾向關係干擾效果不明顯；正向心情特質對於職家衝突與離職傾向關係有明顯的干擾效果。 此研究結果，能提供組織再挑選員工時，利用人格特質挑選出面對職家衝突不輕易離職的員工，減少組織需要重新招募員工及訓練員工的成本。

In the recent social environment, because of population aging, men and women not only need to take care of children, but also take care of the elderly elders at same time. Therefore, the work - family conflict or the family - work conflict is important in academia and industry. The employees’ leaving will result in organizational changes. Organization need to recruit staffs or train staffs to replace the original staff. It will waste the cost of organization and consumption of time. This study uses the field method and the staff in Taiwan is subjects. After matching, valid questionnaires are 110. WFC will affect the turnover tendency; external control personality doesn’t have obvious interference. Positive affectivity has obvious interference in the relationship between WFC and turnover tendency.

摘要 i ABSTRACT ii 誌 謝 iii 目 錄 iv 表目錄 vii 圖目錄 viii 第一章 緒論 1 1.1 研究動機 1 1.1.1 實務觀點 1 1.1.2學術觀點 1 1.2研究目的 4 第二章 文獻探討 5 2.1職家衝突 5 2.1.1職家衝突意涵 5 2.1.2職家衝突方向性及構面 6 2.1.3職家衝突的前因 7 2.1.4職家衝突的後果 8 2.1.5職家衝突前因，職家衝突後果與職家衝突之相關性 11 2.2離職傾向 12 2.2.1離職意涵 12 2.2.2離職分類 13 2.2.3離職傾向意涵 14 2.2.4離職前因 16 2.2.5離職模型 17 2.3人格特質 22 2.3.1人格特質的意涵 22 2.3.2人格特質理論 24 2.4變數間相關文獻 27 2.4.1職家衝突與離職傾向相關研究 27 2.4.3職家衝突、離職傾向與內外控的相關文獻 27 2.4.4職家衝突、離職傾向與正向情感特質的相關文獻 28 第三章 研究方法 30 3.1研究架構與假說 30 3.1.1研究架構 30 3.1.2研究假設 30 3.2研究工具 31 3.2.1變數衡量量表 31 3.2.1.1自變數：職家衝突 31 3.2.1.2依變數：離職傾向 31 3.2.1.3干擾變數：外控人格 32 3.2.1.4干擾變數-正向情感特質 33 3.2.1.5控制變數：五大人格-情緒穩定 33 3.2.1.6控制變數-組織承諾 34 3.2.1.7人口統計變項 34 3.2.2統計方法 35 3.3研究對象與研究流程 35 3.3.1研究對象 35 3.3.2研究流程 36 第四章 研究結果 40 4.1信度分析 40 4.2效度分析 40 4.3描述統計與相關分析 41 4.4研究假設驗證 44 第五章 研究結論與建議 47 5.1 研究結果與討論 47 5.1.1 與預期相符的研究發現 47 5.1.2 與預期相異的研究發現 48 5.2 理論貢獻 50 5.3 實務意涵 51 5.4 研究限制 52 5.5 未來研究建議 53 5.6結論 54 參考文獻 56 附 錄 69

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