職家衝突因應策略與角色滿意之關連－以神經質人格為調節變項

Abstract

本研究主要目的在探討在職家衝突的背景脈絡下，「職家衝突因應策略」和後果變項「角色滿意」之間的關連，其中職家衝突因應策略包含理性的職家衝突因應策略和情緒的職家衝突因應策略，而角色滿意則包含家庭滿意度和工作滿意度。此外，本研究更以「神經質人格」作為調節變項，檢視神經質人格對職家衝突因應策略與角色滿意間的調節效果。 研究對象以全台灣來自不同組織的全職工作者為樣本，利用結構式問卷進行施測，共計回收630份有效問卷。本研究針對Somech與Drach-Zahavy(2007)理性的職家衝突因應策略量表進行修訂，利用探索性因素分析(Exploratory Factor Analysis)結果得到兩個主要因子，分別命名為：「追求完美」和「權衡適中」。另外，透過階層迴歸分析結果發現，「工作－家庭衝突」和「工作滿意度」呈現負向關連；「家庭－工作衝突」則與「工作滿意度」、「家庭滿意度」亦呈現負向關連。另外，「理性的職家衝突因應策略」中的「追求完美」對「家庭滿意度」呈現正向關連，然而「情緒的職家衝突因應策略」對「工作滿意度」則呈現負向關連。最後，「神經質人格」對於「職家衝突因應策略」與「角色滿意」之間的關係不具調節作用。 在管理實務上，管理者可提醒員工面臨職家衝突時，採取理性的職家衝突因應策略將有助於提升家庭滿意度，而採取情緒的職家衝突因應策略則可能會導致工作滿意度下降。組織應培養員工正視與積極面對職家衝突的觀念，並協助員工採取理性的職家衝突因應策略，讓員工能得到即時的協助，以減緩員工的不適感，進而提升其角色滿意。 企業除了協助員工採取有效的職家衝突因應策略，更應該提供員工適切的資源，例如提供家庭友善的工作環境，使員工有更多資源，能夠更有彈性地面對家庭和工作領域中的衝突，進而平衡員工的家庭和工作兩個領域。

The aim of this research is to explore the relationship between work-family conflict coping strategies and role satisfaction. Work-family coping strategies include rational and emotion-focused coping strategies. Role satisfaction includes family and job satisfaction. Furthermore, this research examines the role of neuroticism as the moderator. Using structured questionnaires, a diverse sample of 630 full-time employees drawn from a variety of organizations was surveyed. Using exploratory factor analysis, we found two factors: ”Pursuit of perfection” and “Prioritizing & good enough” underlying the “work-family conflict coping strategy (WFCS) scale” (Somech and Drach-Zahavy, 2007) . Hierarchical regression analyses showed that work-to-family conflict was negatively associated with work satisfaction, and family-to-work conflict was negatively associated with both work and family satisfaction. Furthermore, “Pursuit of perfection” was positively associated with family satisfaction, whereas emotion-focused coping strategy was negatively associated with work satisfaction. Finally, neuroticism did not moderate the relationship between coping and role satisfaction. Putting findings of this study in the context of management practices, we propose that managers should advise employees to adopt rational work-family conflict coping strategies which will enhance family satisfaction, but refrain from using emotion-focused coping strategies which will depress work satisfaction. In addition, companies should provide resources and nurture a family-friendly environment to endow employees with more flexibility in handling the conflict between work and family domains.