臺灣博碩士論文加值系統

根據1111人力銀行（2022）的加班工時現況調查報告，發現製造業的工時為最多，有近五成的上班族在下班後仍在處理公司事務，其中科技製造業是加班最頻繁的產業。而行政院主計總處薪情平臺的統計數據顯示，製造業是加班工時最多的行業。因新冠肺炎疫情爆發，使得科技產品的需求量大增，造成科技製造業員工增加工作負荷。
本研究以科技製造業員工為調查對象，了解後疫情時代該產業工時變化，在時間資源有限及角色多重之下所產生「職家衝突」之現象，而衝突對於「心理幸福感」是否會有所影響，這樣幸福感受變化對於「工作滿意」、「生活滿意」是否亦會受到影響，另以社會支持作為本研究調節變數，進一步探討職家衝突對心理幸福感之變化程度。
本研究以網路問卷平台進行調查，共回收210份有效問卷，使用統計軟體SPSS 23.0及LISREL 8.7進行資料分析，包括敘述性統計、確證性因素分析、信效度分析、區別效度分析、結構模型確證與分析、層級式迴歸分析等方法。
研究結果如下：一、「職家衝突」對「心理幸福感」不具有顯著負向影響。二、「職家衝突」對「工作滿意」部分具有顯著負向影響。三、「職家衝突」對「生活滿意」部分具有顯著負向影響。四、「社會支持」對「職家衝突」與「心理幸福感」部分具有顯著調節效果。五、「心理幸福感」對「工作滿意」具有顯著正向影響。六、「心理幸福感」對「生活滿意」具有顯著正向影響。七、「工作滿意」對「生活滿意」有顯著正向影響。另外本研究針對養育子女部分延伸探討，結果發現有無養育子女對於職家衝突結果卻實有部分之差異。
本研究結果除提供未來於職家衝突相關研究參考外，亦可提供科技製造業之人力資源部門於員工協助方案規劃時之參考意見。

According to the Overtime Work Status Survey Report by 1111 Job Bank (2022), it was found that the manufacturing industry has the longest working hours, with nearly 50% of employees still handling company matters after work. Among them, the technology manufacturing industry has the highest frequency of overtime. Statistical data from the Directorate-General of Budget, Accounting and Statistics' Salary Information Platform also shows that the manufacturing industry has the highest overtime hours among all sectors. The outbreak of the COVID-19 pandemic has led to a significant increase in the demand for technology products, resulting in increased workloads for employees in the technology manufacturing industry.
This study focuses on employees in the technology manufacturing industry to understand the changes in working hours during the post-pandemic era and the phenomenon of "work-family conflict" that arises under limited time resources and multiple roles. It also examines whether this conflict has an impact on "psychological well-being" and whether changes in well-being affect "job satisfaction" and "life satisfaction." Additionally, social support is examined as a moderating variable to further explore the degree of change in psychological well-being due to work-family conflict.
The study employed an online questionnaire platform to collect data, with a total of 210 valid responses. Statistical software SPSS 23.0 and LISREL 8.7 were used for data analysis, including descriptive statistics, confirmatory factor analysis, reliability and validity analysis, discriminant validity analysis, structural model confirmation and analysis, hierarchical regression analysis, and other methods.
The research findings are as follows: 1. Work-family conflict does not have a significant negative impact on psychological well-being. 2. Work-family conflict partially has a significant negative impact on job satisfaction. 3. Work-family conflict partially has a significant negative impact on life satisfaction. 4. Social support has a significant moderating effect on the relationship between work-family conflict and psychological well-being. 5. Psychological well-being has a significant positive impact on job satisfaction. 6. Psychological well-being has a significant positive impact on life satisfaction. 7. Job satisfaction has a significant positive impact on life satisfaction. 8. Child-rearing has an effect on the variation of work-family conflict. In addition, the study also explores the impact of parenting on work-family conflict, and the results reveal some differences in the outcomes based on whether employees have children.
Apart from providing references for future research on work-family conflict, the results of this study can also offer insights for the human resources departments of the technology manufacturing industry when planning employee assistance programs.

目錄
指導教授推薦書 i
口試委員會審定書 ii
致謝 iii
摘要 iv
Abstract vi
目錄 viii
圖目錄 xiii
表目錄 xv
第一章 研究背景與動機 1
1.1 研究背景 1
1.2 研究動機 7
1.3 研究目的 8
1.4 研究流程 9
第二章 文獻探討與假說建立 10
2.1 研究架構理論 10
2.2 職家衝突 13
2.2.1 職家衝突與家職衝突定義 13
2.2.2 職家衝突與家職衝突相關構念 15
2.2.3 職家衝突與家職衝突相關研究 17
2.2.4 職家衝突小結 19
2.3 社會支持 21
2.3.1 社會支持定義 21
2.3.2 社會支持相關構念 22
2.3.3 社會支持相關研究 24
2.3.4 社會支持小結 25
2.4 員工協助方案 27
2.4.1 員工協助方案定義 27
2.4.2 員工協助方案相關構念 28
2.4.3 員工協助方案相關研究 29
2.4.4 員工協助方案小結 31
2.5 心理幸福感 32
2.5.1 心理幸福感定義 32
2.5.2 心理幸福感相關構念 33
2.5.3 心理幸福感相關研究 34
2.5.4 心理幸福感小結 36
2.6 工作滿意 37
2.6.1 工作滿意定義 37
2.6.2 工作滿意相關構念 39
2.6.3 工作滿意相關研究 40
2.6.4 工作滿意小結 41
2.7 生活滿意 43
2.7.1 生活滿意定義 43
2.7.2 生活滿意相關研究 44
2.7.3 生活滿意小結 46
2.8 各變項之間相關研究 47
2.8.1 職家衝突與心理幸福感關聯性 47
2.8.2 職家衝突與工作滿意及生活滿意關聯性 49
2.8.3 社會支持的調節效果 51
2.8.4 心理幸福感與工作滿意及生活滿意關聯性 53
2.8.5 工作滿意與生活滿意關聯性 55
第三章 研究架構與研究設計 57
3.1 研究架構與假說 57
3.2 變數定義與衡量 60
3.2.1 職家衝突 60
3.2.2 社會支持 63
3.2.3 心理幸福感 66
3.2.4 工作滿意 69
3.2.5 生活滿意 70
3.2.6 人口屬性 72
3.3 研究對象與施測方式 74
3.4 資料分析方法 75
3.4.1 敘述性統計 75
3.4.2 皮爾森（Pearson）積差相關分析 75
3.4.3 結構方程模型 75
3.4.4 層級式迴歸分析 76
第四章 資料分析結果 78
4.1 樣本結構分析 78
4.1.1 樣本個人基本資料 78
4.2 共同方法變異 84
4.3 敘述性統計分析 85
4.4 測量模型分析 95
4.4.1 確證性因素分析 95
4.4.2 「心理幸福感」二階模型確證 96
4.4.3 信效度分析 99
4.4.4 區別效度分析 109
4.5 結構模型確證與分析 111
4.6 層級式迴歸分析 127
4.7 延伸探討養育子女對職家衝突變化分析 146
第五章 結果與建議 166
5.1 研究結果與討論 166
5.2 貢獻及管理意涵 177
5.3 研究限制與建議 182
參考文獻 184
中文文獻 184
英文文獻 191
附錄 211

圖目錄
圖1-1 研究流程圖 9
圖3-1 研究架構圖 57
圖4-1「心理幸福感」二階模型路徑係數 98
圖4-1「以時間為基礎的職家衝突」模型路徑係數 113
圖4-2「以緊張為基礎的職家衝突」模型路徑係數 116
圖4-3「以行為為基礎的職家衝突」模型路徑係數 118
圖4-4「以時間為基礎的家職衝突」模型路徑係數 121
圖4-5「以緊張為基礎的家職衝突」模型路徑係數 123
圖4-6「以行為為基礎的家職衝突」模型路徑係數 126
圖4-7「以時間為基礎的職家衝突」相關變項交互作用 130
圖4-8「以緊張為基礎的職家衝突」相關變項交互作用 133
圖4-9「以行為為基礎的職家衝突」相關變項交互作用 136
圖4-10「以行為為基礎的家職衝突」相關變項交互作用 145
圖4-11養育子女樣本群「以時間為基礎的職家衝突」模型路徑係數 149
圖4-12養育子女樣本群「以緊張為基礎的職家衝突」模型路徑係數 151
圖4-13養育子女樣本群「以行為為基礎的職家衝突」模型路徑係數 153
圖4-14養育子女樣本群「以時間為基礎的家職衝突」模型路徑係數 155
圖4-15養育子女樣本群「以緊張為基礎的家職衝突」模型路徑係數 157
圖4-16養育子女樣本群「以緊張為基礎的家職衝突」模型路徑係數 159

表目錄
表1-1 我國工業（及其類別）與服務業全年加班工時統計 2
表1-2 我國科技製造業民國101年～111年生產指數與年增率 3
表3-1 職家衝突構念定義 60
表3-2 職家衝突量表 61
表3-3 社會支持構念定義 64
表3-4 社會支持量表 65
表3-5 心理幸福感構念定義 66
表3-6 心理幸福感量表 68
表3-7 工作滿意構念定義 69
表3-8 工作滿意量表 70
表3-9 生活滿意構念定義 71
表3-10 生活滿意量表 71
表3-11 人口屬性問卷設計 73
表4-1 樣本個人基本資料次數分配 80
表4-2 員工協助方案提供與使用狀況次數分配 81
表4-3 「職家衝突」敘述性統計分析 86
表4-4 「社會支持」敘述性統計分析 89
表4-5 「心理幸福感」敘述性統計分析 91
表4-6 「工作滿意」敘述性統計分析 93
表4-7 「生活滿意」敘述性統計分析 94
表4-8 模型確證性因素分析(CFA)適配指標 95
表4-9 「心理幸福感」二階模型適配指標 97
表4-10 「心理幸福感」二階模型路徑係數 97
表4-11 「職家衝突」信效度分析 100
表4-12 「社會支持」信效度分析 103
表4-13 「心理幸福感」信效度分析 105
表4-14 「工作滿意」信效度分析 107
表4-15 「生活滿意」信效度分析 108
表4-16 各構念皮爾森相關係數分析 110
表4-17 「以時間為基礎的職家衝突」模型適配指標 112
表4-18 「以時間為基礎的職家衝突」模型路徑係數 113
表4-19 「以緊張為基礎的職家衝突」模型適配指標 115
表4-20 「以緊張為基礎的職家衝突」模型路徑係數 115
表4-21 「以行為為基礎的職家衝突」模型適配指標 117
表4-22 「以行為為基礎的職家衝突」模型路徑係數 117
表4-23 「以時間為基礎的家職衝突」模型適配指標 119
表4-24 「以時間為基礎的家職衝突」模型路徑係數 120
表4-25 「以緊張為基礎的家職衝突」模型適配指標 122
表4-26 「以緊張為基礎的家職衝突」模型路徑係數 122
表4-27 「以行為為基礎的家職衝突」模型適配指標 125
表4-28 「以行為為基礎的家職衝突」模型路徑係數 125
表4-29 「以時間為基礎的職家衝突」相關變項層級式迴歸分析 129
表4-30 「以緊張為基礎的職家衝突」相關變項層級式迴歸分析 132
表4-31 「以行為為基礎的職家衝突」相關變項層級式迴歸分析 135
表4-32 「以時間為基礎的家職衝突」相關變項層級式迴歸分析 139
表4-33 「以緊張為基礎的家職衝突」相關變項層級式迴歸分析 142
表4-34 「以行為為基礎的家職衝突」相關變項層級式迴歸分析 144
表4-35 有無養育子女使用「工作面」員工協助方案比例 147
表4-36 有無養育子女使用「生活面」員工協助方案比例 147
表4-37 有無養育子女使用「健康面」員工協助方案比例 147
表4-38 養育子女樣本群之「以時間為基礎的職家衝突」模型路徑 149
表4-39 養育子女樣本群之「以緊張為基礎的職家衝突」模型路徑 151
表4-40 養育子女樣本群之「以行為為基礎的職家衝突」模型路徑 153
表4-41 養育子女樣本群之「以時間為基礎的家職衝突」模型路徑 155
表4-42 養育子女樣本群之「以緊張為基礎的家職衝突」模型路徑 157
表4-43 養育子女樣本群之「以行為為基礎的家職衝突」模型路徑 159
表4-44 養育子女「以時間為基礎的職家衝突」模型路徑係數比較 161
表4-45 養育子女「以緊張為基礎的職家衝突」模型路徑係數比較 162
表4-46 養育子女「以行為為基礎的職家衝突」模型路徑係數比較 163
表4-47 養育子女「以時間為基礎的家職衝突」模型路徑係數比較 164
表4-48 養育子女「以緊張為基礎的家職衝突」模型路徑係數比較 165
表4-49 養育子女「以行為為基礎的家職衝突」模型路徑係數比較 165
表5-1 研究假說驗證 167

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