職家衝突及職家增益相關因素之探討：以要求和資源為變項

多數的現代人約莫一半的人生都身兼工作及家庭角色。過去研究發現職家互動模式不僅有負向的職家衝突，亦存在可相輔相成的職家增益，且與工作者的心理健康息息相關。雖過去研究發現工作及家庭領域中的要求及資源與職家衝突及職家增益有關，但多半僅探討領域要求與單向職家衝突的關係，及領域資源與單向職家增益的關係。因此，為更瞭解工作者內在職家互動的樣態，本研究除探討領域中的要求及資源各自與職家衝突、職家增益的關係外，亦探討兩者並存時與職家衝突、職家增益的關係。期盼研究結果可提供臨床工作者及組織作為改善工作者職家互動模式的參考。本研究採橫斷式研究，以方便取樣選取中部某製造業20歲至65歲在職員工為研究樣本進行匿名問卷調查。在取得職場同意後，透過職場公布研究招募相關資訊及發放問卷給每位在職員工，有意願參加者於指定時間將問卷自行投入回收箱即可。本研究共回收840份問卷，在剔除無效資料後有效樣本數為697份（83%）。資料以SPSS for windows 16.0版套裝軟體進行資料分析，採用t檢定來檢驗領域要求、領域資源、職家衝突及職家增益在人口學變項上的差異；以皮爾森相關分析（Pearson Correlation）檢視年齡、領域要求、領域資源、職家衝突及職家增益間之相關情形；採用多元階層迴歸分析（Multiple Hierarchical Regression Analysis）檢驗領域要求及領域資源與職家衝突及職家增益之關係。研究結果顯示，本研究樣本平均年齡49.27歲。男性佔83.5%，已婚或有伴侶者佔78.2%，白領佔74.2%，教育程度於大專／學（含）以上佔70.6%。在人口學變項與研究變項的關係方面，男性全職員工職家衝突程度高於女性；非已婚（伴侶）、高中/職（含）以下的在職員工、年齡越高者，其職家增益程度較高。在職家衝突方面，領域要求及領域資源共同對職家衝突變異數的解釋力最高，其中以家庭要求與職家衝突的關係呈正相關且最為強烈；家庭資源及工作資源與職家衝突的關係呈負相關、工作負荷則呈正相關，此三者與職家衝突相關程度相差不遠。此外，當考量領域要求時，家庭資源與職家衝突間的關係將從稍低於工作資源轉變為略高於工作資源。在職家增益方面，領域要求及領域資源共同對職家增益變異數的解釋力僅略高於領域資源，且工作及家庭資源各自與職家增益的關係相當並呈正相關，並遠高於同呈正相關的工作要求，而家庭要求與職家增益無顯著相關。工作者的職家衝突感受不僅與領域要求有關，亦與領域資源有關，當領域要求增加時，全職員工的職家衝突亦隨之升高，而當領域資源增加時，其職家衝突將隨之降低。此外，工作者的職家增益主要與領域資源有關，當領域資源增加時，職家增益將隨之升高，但值得注意的是，工作要求亦可能引發工作者的職家增益。因此，建議未來研究者可進一步探討領域資源對職家衝突的影響，及領域要求對職家增益的貢獻；而臨床實務上亦可協助工作者改善對領域要求及資源的知覺，及協助組織及家庭創造富含社會支持及控制感的環境，在降低工作者職家衝突的同時，亦提升其職家增益。

For better understanding the internal work-family interaction patterns of workers, the present study aims to investigate the relations of the demands and resources to WFC and WFE individually. Furthermore, it also evaluates the correlation in WFC and WFE when demands and resources are considered simultaneously. A cross-sectional research method with convenience sampling was adopted. A questionnaire survey anonymously was conducted for a sample of 20 to 65 years old employees in a manufacturing industry in central Taiwan. After obtaining the consent from workplace, the researcher distributed research information and questionnaire to each full-time employee through the staff in the workplace. Those who participated in the research voluntarily could put the filled-in questionnaire into the specific box at the designated time. A total of 840 questionnaires were successfully collected. After eliminating invalid data, the number of valid was 697 (83%). Data were analyzed by the SPSS for Window 16.0 system. Multiple Hierarchical Regression Analysis was used to test the relations of domain demands and resource to WFC and WFE.Results showed that the average age of samples was 49.27. Among them, 83.5% were male, 78.2% were married or companions, 74.2% were white-collar workers, 70.6% were education levels above college/university (inclusive). In addition, the relationships between demographic variables and research variables indicated that male full-time employees had higher levels of WFC than females; non-married (non-companions), education level below senior/vocational high school (inclusive) employees, and older people, their WFE were higher.Furthermore, there was the highest interpretation of variability for WFC as domain demands and domain resources were included in the regression analysis simultaneously. The results showed that family demands and work demands were positively correlated to WFC; family resources and work resources were negatively correlated with WFC. Notably, the relationship between family resources and WFC had changed from slightly lower than work resources to slightly higher than working resources when considering the demands of the domain only.In aspect of WFE, when considering domain demands and domain resources simultaneously, the interpretation of WFE variability was slightly higher than that of only considering domain resources. Work resources and family resources both were positively correlated to WFE. It is worth noting that work demands were positively related to WFE. In addition, family demands did not show any significant relation with WFE.WFC in Workers was not only related to domain demands, but also related to domain resources. When the domain demands increased, the WFC of full-time employees also increased. As predicted, when the resources of the domain increased, WFC decreased. In addition, the worker''s WFE was mainly positively related to the domain resources. However, it is worth noting that the work demands may be also a trigger of the worker''s WFE.Based on the above findings, further studies exploring in greater depth the impact of domain resources on WFC and the contribution of domain demands to WFE are recommended. In clinical practice, modifying workers’ perception of domain demands and resources, and creating an environment rich in social support and control in organizations and families may reduce WFC while improving their WFE.