工作－家庭衝突、輪班制度、內外控人格、知覺心理契約違反與工作投入之關係研究

Abstract

工作投入攸關工作滿意度與績效，但許多產業及工作須仰賴員工輪班工作以維持正常運作，而影響了員工工作－家庭衝突和工作投入等。角色理論認為員工工作與家庭角色所產生的工作－家庭衝突可能是工作投入的預測因子，且員工輪班制度可能在工作－家庭衝突與工作投入之間有調節效果。本研究目的在瞭解員工工作－家庭衝突與工作投入的關係，以及輪班制度、員工內外控人格及知覺心理契約違反在前述關係中的調節效果。本研究採問卷調查法，以運輸業T管理局員工為研究對象，回收216份有效問卷後進行分析與驗證，結果如下：（1）工作－家庭衝突可正向預測工作投入；（2）外控人格傾向可負向預測工作投入；（3）知覺心理契約違反在工作－家庭衝突與工作投入間不具有調節效果；（4）輪班員工較非輪班員工有較高的工作－家庭衝突，並可強化工作－家庭衝突對工作投入的正向預測。

Job involvement is in connection with job satisfaction and performance. However, many industries rely on employee shift-work system to operate their own business and so that the system affects employees’ work-family conflict as well as job involvement. According to role theory, the work-family conflict resulting from employee’s work and family roles could be a predictor of job involvement and the shift-work system could moderate the relationship between work-family conflict and job involvement. This study aimed to explore employee the relationship between work-family conflict and job involvement, as well the moderating effects of shift-work system, employee’s locus of control and perceived psychological contract violation on the above relationship. This study used questionnaire survey to collect necessary data from the employees in a transportation authority T and obtained 216 valid questionnaires. Consequently, the results of this study are as follows: (1) Work-family conflict can positively predict job involvement; (2) External control can positively predict job involvement; (3) Perceived psychological contract violation does not moderate the relationship between work-family conflict and job involvement; (4) Shift workers have higher work-family conflict than non-shift workers and shift-work system can strengthen the power of work-family conflict to predict job involvement.