主管賞識敬業與工作家庭平衡的雙面效果：家庭友善政策與主管對家庭支持的調節角色

Abstract

本研究嘗試以資源保存理論，以探討主管賞識敬業是否會透過資源取得與資源流失的機制（工作家庭增益、工作家庭衝突），對員工的工作家庭平衡產生雙面效果，並進一步探究組織對家庭支持系統（家庭友善政策、主管對家庭支持）對於兩種資源改變機制的調節作用。本研究採用同事－員工配對的問卷調查法，以臺灣企業組織為取樣對象，總計回收有效樣本為225筆對偶資料。結果顯示：主管賞識敬業分別會透過工作家庭增益與工作家庭衝突的中介效果，正負向地預測員工工作家庭平衡。此外，主管對家庭支持與家庭友善政策會在主管賞識敬業與工作家庭平衡歷程中之不同階段具有調節效果以及調節式中介效果：主管對家庭支持能正向調節主管賞識敬業與工作家庭增益的關係，負向調節主管賞識敬業與工作家庭衝突的關係，以及正向調節工作家庭增益與工作家庭平衡的關係；家庭友善政策能正向調節工作家庭增益與工作家庭平衡的關係，以及負向調節工作家庭衝突與工作家庭平衡的關係；無論是主管對家庭支持與家庭友善政策皆會強化工作家庭增益的中介效果，並且弱化工作家庭衝突的中介效果。然而，在主管賞識敬業與工作家庭增益，以及主管賞識敬業與工作家庭衝突的關係上，更容易受到主管對家庭支持的影響。在工作家庭衝突與工作家庭平衡的關係上，則更容易受到家庭友善政策的影響。而在工作家庭增益與工作家庭平衡的關係上，兩者沒有顯著的調節效果差異。總之，本研究解釋主管賞識敬業「何時」會透過「何種機制」預測工作家庭平衡，其研究結果之意涵、理論與實務貢獻以及建議會在文末提出。

Drawing on Conservation of Resources theory, the present study investigated whether supervisor’s endorsement on work engagement predict employee’s work-family balance through two resource-related mechanisms (i.e., work-family enrichment and work-family conflict). Furthermore, the study explored the moderating effect of organizational family-supported systems, family-friendly policies (FFP) and supervisor family support (SS), on these two mechanisms. Using questionnaire survey, the study obtained 225 valid pairs of colleague-employee dyads in Taiwanese enterprises. The results of structural equation modelling analysis indicated that work-family enrichment and work-family conflict positively and negatively mediated supervisor’s endorsement on work engagement and employee’s work-family balance, causing the conundrum of double-edged effect. Moreover, SS amplified the positive effect of supervisor’s endorsement on work engagement on work-family enrichment, amplified the positive effect of work-family enrichment on work-family balance and attenuated the negative effect of supervisor’s endorsement on work engagement on work-family conflict. FFP amplified the positive effect of work-family enrichment on work-family balance and attenuated the negative effect of work-family conflict on work-family balance. Also, SS and FFP both strengthened the mediation effect of work-family enrichment and weakened the mediation effect of work-family conflict. The study also found that, compared to FFP, SS was a stronger moderator on the relationship between supervisor’s endorsement on work engagement and work-family enrichment/conflict relationship. Compared to SS, FFP was a stronger moderator on the relationship between work-family conflict and work-family balance relationship. Lastly, SS and FFP had no significant different moderating effect on work-family enrichment and work-family balance relationship. Overall, the model and findings promote understanding of how and when supervisor’s endorsement on work engagement influences employee’s work-family balance. The implications of results, theoretical and practical contributions, research limitations and suggestions for future research are discussed.