隨著社會經濟環境的變遷、教育程度提高、性別平等工作的推動，女性投入職場就業的比例逐年增加，而女性所面對的家庭與工作兩頭燒的壓力，卻日漸沉重。女性的就業選擇往往受到家庭照顧責任及社會文化規範等結構性因素的干擾。國家在提倡與促進女性就業的同時，能否提供更友善的家庭照顧資源與社會支持系統，使就業女性能兼顧家庭與工作，並且維持良好的生活品質，是值得深入探究的議題。 近幾年，新北市政府建立多所公共托育中心提供兒童托育服務。本研究目的在探討新北市的公共托育服務，相較於家庭的非正式托育、經濟市場所提供的私人托育服務，其對於女性在家庭照顧與就業面向上所產生的變化與影響，並針對公共托育政策提出反思與建議。 本研究透過深度訪談法，訪談10位使用新北市公共托育服務之女性，研究發現當國家提供平價、優質且穩定的公共托育服務，協助家庭照顧三歲以下的嬰幼兒，對於女性家庭照顧與就業情形皆有正面的影響。在家庭照顧方面，使用公共托育服務可以降低家庭育兒經濟負擔、降低女性的兒童照顧壓力、建立家庭的共同照顧價值、增進家長親職知能及擴大家庭生活圈、增加生育意願等。在就業方面，公共托育服務可以降低女性所面對的家庭與工作的衝突、支持與促進女性就業、提升女性就業品質，以及有利於女性職涯規劃與發展。 最後，針對公共托育服務政策，提出以下幾點建議：1.國家應積極促進托育服務公共化，以提供人民近便、平價且優質的托育服務、2.建立托育資源整合平台，提供托育相關資訊與協助，以利女性育兒與就業規劃、3.家庭育兒政策與充分就業政策結合，促進女性就業且提升女性生活品質。

一般社會大眾的刻板印象為：女性事業成就高，一定還沒結婚，或家庭不幸福；本研究即據此導出研究問題：「有婚姻家庭與無婚姻家庭之高成就女性主管，其事業發展與家庭生活的種種面向為何，其自我評價是否會因為婚姻家庭的有無而有所不同？」研究者採用質性研究方法，藉由訪問四位四十歲以上的高階女性經理人(已婚者與單身者各半)，來了解女性經理人面對家庭與事業的心理調適歷程與自我評價狀況。 研究結果如下： 1. 已婚受訪者積極主動、勇於面對和解決問題的人格特質，對於其工作與家庭生活的適應具有決定性的影響，且處於不同的家庭發展階段，其適應的狀況也不同，無法單純以「資源有限假說」或「資源擴張假說」來解釋。 2. 已婚女性受訪者的家庭與工作生活是處於同一個系統當中，彼此會相互影響、扶持。 3. 無論結婚與否，受訪者都或多或少能從家庭中獲得社會支持，如單身者因為與父母同住，所以能得到原生家庭的支持。 4. 單身受訪者因為沒有婚姻的負擔，所以初期對工作的承諾感和企圖心很高，往往因過度投入工作而忽略了其他生活面向的平衡發展。 5. 對於本研究的受訪者而言，結婚與否對其目前的自我評價並無影響。 最後，研究者根據研究過程與結果提出建議。 第一章 研究動機 ……………………………….1 第二章 文獻探討…………………………………5 第一節 工作生活的適應 ……………………7 一、 學習男性典範……………………7 二、 高階女性主管的適應……………9 第二節 家庭生活的適應 ………………12 一、已婚者 …………………………12 1. 資源有限假說 ……………13 2. 資源擴張假說 ……………17 二、單身者 ………………………19 第三節 女性主管的生涯曲線 …………22 第三章 研究問題 ……………………………27 第四章 研究方法 ………………………………28 第五章 結果與討論 …………………………36 第一節 女性經理人的工作歷程 ……36 第二節 已婚女性經理人的家庭生活歷程 51 第三節 單身女性經理人的生活 ……66 第四節 女性經理人的生涯特徵 ………74 第六章 結論 …………………………………81 第七章 研究限制與建議 …………………85 參考文獻 ……………………………………87 附錄一：研究參與同意書 附錄二：訪談大綱 / Managers are often stereotyped as a man’s job in the public eye. Thus, female managers usually have to conceal their feminine characteristics and imitate their male colleagues’ behaviors in order to fit in the existing managerial culture. This may cause high pressure for them and make them lose their flexibility and energy. At the same time, married female managers are expected to be good wives and mothers. As for single females, although they can devote all their efforts to their work, the social support they have is less than married female managers. Many negative impressions are put upon them, such as people regarding them as too ambitious to be good women. To sum up, female managers are faced with many difficulties both in their work and family lives. This study would focus on how they deal with their demanding lives and how they evaluate themselves under traditional value system of our society. Four female executives- two of them are married, and the others are single- were interviewed in depth. Due to high pressures in the working environment, all four interviewees reported they tried to act like men in the beginning of being managers. Two of them (one is married, and the other is single) had a very difficult period in their careers. They felt extremely tired and anxious all the time. They were irritated because they were so worried about their performance that they became burnt out. Fortunately, they both left their work temporary and found ways of releasing the pressures so that they could get rid of the ‘ burn out’ syndromes and promote their quality of lives. The married interviewees’ life qualities depended on which family stages they were in. When the interviewees’ children were very young, they needed to spend lots of time and energy on being mothers. They reported that they were exhausted then, and could not handle so many requirements of different roles at the same time. But as their children grew up, the load of being mothers decreased. Meanwhile, as a manager for several years, they learned many problem-solving skills in their jobs, so they could take active strategies to solve the problems in their families. They felt they could manage these roles well now. It was also reported that the married interviewees’ family and work lives interacted with each other. Their work experiences could diffuse into their family lives. What they learned from the families could also help them deal with business. Different from the married interviewees, the single female managers mainly concentrated on their works. They still lived with their original family so they could get support from their parents and siblings. But they indeed got involved in their work too much that they started to ignore other aspects of their lives. One interviewee discovered that she was completely sensible and could not feel the emotions in her mind. She lost her feelings due to putting on professional mask for a long time. The other felt really unhappy in her thirties because of exhaustion. Now they both try to enrich their lives with things other than work. The four interviewees were not satisfied with themselves before. However, after reflecting the meanings of their lives in the middle age, they gained new insights about themselves. They all said they were satisfied with themselves now, despite being married or single, and all believed they would be better in the future.

鑑於現今社會對於員工工作與家庭責任平衡議題的關注，無論是社會政策或企業雇主，都越來越重視員工的家庭生活。然而，企業中所提供的友善育兒政策究竟能否確實地被需要的人使用，卻仰賴主管對於員工使用行為的支持態度。因此，本研究希望了解主管對友善育兒政策的態度以及影響主管對友善育兒政策支持態度的因素。 　　本研究以立意抽樣方式，於三所國立大學之EMBA發放問卷，另以滾雪球方式蒐集網路問卷，共獲得227份主管的有效樣本，研究結果為： 1、在主管個人變項中，僅年齡、婚姻狀況、是否撫養子女與總支持態度或各措施呈現顯著關係。35歲以下者僅對於育嬰假支持態度較高、已婚及未婚者較離婚者更支持公司托兒制度、無撫養子女者的總支持態度也高於有撫養子女者；性別則與支持態度未呈現顯著差異。 2、企業環境之變項中，包含企業規模、產業類型、是否成立工會、是否實施性騷擾防治政策、員工屬性以及企業中友善家庭文化的氛圍皆與總支持態度或各措施呈現顯著關係。任職於企業規模250人以上、金融業、實施性騷擾教育訓練、專業人員比例高或具備友善家庭文化企業之主管，呈現較高的支持態度。 3、主管認知與經驗變項中，主管過去對於友善育兒政策的使用經驗、對於政策的功能認知以及主管的性別意識亦與總支持態度或各措施呈現正相關。 　　研究最後針對政策、企業及未來研究提出建議，包含加強輔導中小企業實施友善育兒政策、了解企業未能實施友善育兒政策原因據以對症下藥、加強查察未落實之企業並加以嚴懲、邀請有使用經驗者於輔導講座中分享心得、營造使用者觀點的友善企業環境、對管理階層的家庭關懷再教育、設計創意的工作模式等。 / In accordance with the rising social awareness of work-family balance issue, governmental policies and employers are more concerned with employees’ family life. However, whether the childcare-friendly policy in the firm can be applicable for the employees in need or not depends largely on the attitude of their managers in the workplace. Therefore, the purpose of this study is to understand the managers’ attitude to childcare-friendly policy and the related factors influencing their attitude. A total of 227 valid samples from managers were collected through 2 means: (1) Purposive sampling in 3 EMBA classes in national universities and (2) Snowball sampling online. The findings are as follows: 1. Among all the related factors of the managers, only their age, marital status, and whether they have children on their own are significantly correlated with their supportive attitude towards the childcare friendly policy. Managers aging less than 35 years old only support on parental leave. Managers who are married or not married support on-site childcare more than the divorced ones. As for managers who don’t have children support friendly childcare policies more than those do. There is a not significant correlation between managers’ gender and their supportive attitude. 2. As for corporate environment factors, significant correlation to supportive attitude on child-care friendly policy exists with the scale of firm, the industrial classification of firm, union in existence, preventing policies of sexual harassment in place, the attribute of employee, and family-friendly culture. Managers who work in firms (1) with more than 250 employees, (2) positioned in finance industry, (3) implanting sexual harassment education (4) with high proportion of professionals and (5) family-friendly culture, have higher supportive attitude. 3. There are significant positive correlation between manager’s experience of utilizing childcare-friendly policies, their functional awareness of the policies, and their gender consciousness to their total supportive attitude among managers’ cognitive and experience measures. Lastly, there are some suggestions provided as follows. First, the government should enforce stronger supervision over small and medium enterprises on the execution of the policy, understand why some enterprises cannot implement the policy to devise solutions, inspect and pose proper punishment on enterprises not fully complying with the policy. Further, government should also invite experienced specialists to share their thoughts in sessions, create friendly corporate environment from user’s perspective, re-educate managers on family care, and design creative working modes and so on.

本研究以已婚社會工作員為對象，瞭解已婚社會工作員的工作與家庭衝突對其家庭生活滿意度的影響。研究透過兩種管道進行資料的蒐集：一種是由台灣社會工作專業人員協會與台灣兒童暨家庭扶助基金會協助樣本的提供；另一種是使用線上問卷，共回收154份有效問卷。本研究有幾點發現：首先，已婚社會工作員面臨了工作與家庭的衝突，且工作干擾家庭的情況較嚴重。其次，已婚社會工作員在家庭生活滿意度的不同構面中，以家務處理滿意程度最低。再者，已婚社會工作員不會因性別的不同在工作與家庭衝突和家庭生活滿意度兩方面有所差異。在工作特質變項上，已婚社會工作員的工作年資愈少、擔任第一線社工員、每週工作時數和每月加班時數愈多者，工作與家庭衝突的情況愈嚴重。在工作投入與勝任感方面，已婚社會工作員對社工專業愈投入，其家庭干擾工作的程度愈低，亦不會因此產生工作干擾家庭的感受；當已婚社會工作員愈難獲得合適的工作作息且愈無法勝任工作時，工作與家庭衝突的程度愈高；而已婚社會工作員對社工專業愈投入者，其家庭生活滿意度愈高。此外，已婚社會工作員的工作與家庭衝突程度愈高，家庭生活滿意度就會愈低。最後，針對研究結果，研究者提出以下建議：已婚社會工作員應瞭解自我角色的情況，在家務處理上取得配偶和家人的支持，並學習有效的時間管理與適度的自我調適；實務界則應正視社會工作員的工作壓力負荷量大的問題。 / This research takes married social workers as research subject to understand how the conflict between work and family affects their family life satisfaction. Our data was collected from two measures. Some are provided by the Taiwan Association of Social Workers and the Taiwan Fund for Children and Family while the rest comes from 154 effective questionnaires collected by an online survey. Through this research, we discovered the followings. First, married social workers do encounter work-family conflicts and their family lives are rather interfered by their work. Second, in terms of different factors of the family life satisfaction, married social workers stand at the lowest level in the satisfaction of house work management. Furthermore, married social workers, regardless of sex, share the same experience regarding work-family conflicts and the family life satisfaction. In terms of the variable of job characteristics, the work-family conflict is much more severe if married social workers have less years of job experience, act as frontline social workers, or have more weekly work hours and overtime hours per month. On the aspect of work devotion and job competency, as they devote more to become professional social workers, their family lives are less likely to be interfered by their work, and thus they don't have the feeling of interference. If they have more trouble balancing between work and rest and become less competent in their jobs, the work-family conflict would be more serious. Meanwhile, if more devotion is put into becoming professional social workers, the family life satisfaction would be higher. In addition, when married social workers suffered from more severe work-family conflicts, their family life satisfaction becomes lower. This research provides several suggestions based on the research result. Married social workers should know more about their roles in work, gain supports from their spouses and family members on housework management and learn better skills on time management and self-adjustment. In practical view, the problem of work stress and overload in social workers should be emphasized.

隨著女性大量投入勞動就業市場，家庭結構的轉變，核心家庭中的雙薪家庭盛行，兒童照護將不再是女性責任。托兒問題加上少子女化的現況，也已成為目前國家安全的重要課題。 本研究之研究途徑採用「行為研究途徑」，研究方法係採文獻探討法及問卷調查法，樣本來源以北、中、南勞工密集的工業區或科學園區鄰近的12家托育機構為主，總共發出500份問卷，回收443份問卷，刪除無效問卷42份，問卷有效回收率80.2%，分別以描述性統計、t檢定、單因子變異數分析、皮爾遜積差相關及多元迴歸分析等統計方法來探討各變項間之關係。 本研究結果發現： 一、企業提供彈性工時（地點）、托育津貼、員工親職教育活動、員工優質托育機構與資訊的選擇、組成員工托育的成長團體或支持團體對於「工作與家庭平衡」結果顯示有差異，另外，企業提供托兒福利措施中，「產假（陪產假）」對於「員工工作績效」結果顯示沒有差異。 二、企業托兒福利使用程度對於工作與家庭平衡與員工工作績效有顯著相關，並且有預測力。 三、工作與家庭平衡對於員工工作績效有顯著相關，並且有預測力。 四、工作與家庭平衡在企業托兒福利使用程度與員工工作績效之間產生中介效果。 / Nowadays, the structure of family has been changed because the huge numbers of woman are working in labor market. There are many dual-earner household among of nuclear family. Taking care of children is no longer the responsibility of woman, therefore, the current situation of childcare and low fertility have been the most important issues of national security. Behavioral research approach and the method of literature review and structural questionnaire method have been used in this study. The targets of samples included 12 child care institutions which are located in the work-intensive industrial or the neighboring science park among the area of north, middle and south of Taiwan. A total of 500 questionnaires were issued, 443 questionnaires have been recovered, 42 questionnaires are invalid which have been deleted. The effective rate of questionnaire is 80.2%. To find out the relationship among these materials, the method of Descriptive Statistics, t Test, One Way Analysis of Variance, Pearson, Product Moment the Correlation, Multiple Regression have been used in this study. The results showed that: 1. It affects work-family balance if the enterprise provides: flexible working hours (location), child care allowance, the activities of staff parenting education , the information of choosing a quality child care institution and the growth or support group composed of staff. In addition, the result shows that there is no difference if the enterprise provides "maternity leave, (paternity leave)" which is one of the measures of child care welfare. 2. It will affect and predict work-family balance and job performance if the enterprise provides corporate child care. 3. It exists remarkable relationship between work-family balance and job performance. The relationship is also predictable. 4. Work-family balance has become the mediation role of corporate child care and job performance.

本研究旨在探討單親就業家長所面臨之工作與家庭平衡問題，並就性別觀點，針對男女單親家長所具有之正式與非正式支持系統差異進行檢視，以進一步探究影響支持其工作與家庭角色平衡之因素。本研究之方法，係以育有未滿18歲未成年子女之十一位單親就業家長為研究對象，包含五位男性與六位女性，採用深度訪談法進行質化資料分析。主要研究結果如下： 一、工作與家庭平衡概況方面：無論男女單親家長均面臨較高的工作與家庭平衡困境，但女性單親家長因家庭角色影響工作角色之程度較男性單親為高，而男性單親家長因工作角色影響家庭角色之程度則較女性單親為高。 二、工作與家庭平衡支持方面：非正式系統中，男性單親獲得工作與家庭角色平衡支持的程度較女性單親為高；正式系統中，男性單親在企業職場獲得較高工作角色支持，而女性單親則是在政府社會服務與結構性非正式系統中獲得較高的工作與家庭平衡支持。 三、工作與家庭平衡能力之影響因素方面：托顧服務及請休假制度均有助於單親家長取得家庭角色之平衡，工作彈性化措施則有助於單親家長取得工作角色之平衡；此外，傳統父系社會觀念直接影響男女單親家長取得非正式系統對支持家庭角色平衡之性別差異，職業取向則間接影響男女單親家長取得企業職場支持工作角色平衡之性別差異。 　　最後，根據上述研究結果，本文參考歐美先進國家之友善單親相關政策與方案，嘗試對政府之社會與勞動部門、非營利之單親服務機構及企業組織，就政策面與實務面分別提出相關改善建議，以供未來研究政策規劃與執行之參考。 關鍵詞：單親家長、工作與家庭平衡、友善家庭政策、社會支持系統、性別差異 / The purpose of this study is to investigate the work and family balance challenges of employed single parents in Taiwan. From the gender perspective, this study also examines the differences between single fathers and single mothers in formal and informal support systems. Further, this thesis explores the impact of the factors which support the single parents to balance their work and family roles. Adopting in-depth interview, this study interviews employed single parents who raise children under 18, including five fathers and six mothers. The main findings of this research are as follows: 1. Both single fathers and mothers face higher work-family balance difficulties, but single mothers’ family-work conflicts are higher than single fathers, while single fathers’ work-family conflicts are higher than single mothers. 2. Single fathers have more informal support resources to the balance of work and family roles than single mothers, and also get more support on job than single mothers from companies. Instead, single mothers get more resources from government’s social services and structured informal system to balance work and family roles than single fathers. 3. Family care service and leave program are both useful to help single parents to obtain the balances between work and family, and the measures of work flexibility are helpful for single parents to balance their job roles. In addition, under the informal systems, the patriarchal concept of traditional Chinese society affects gender differences directly in terms of single parents’ balance of family roles. On the other side, career orientation affects gender differences indirectly to obtain the balance of job roles in companies. According to the study, this thesis makes some suggestions on policy planning and implementation for government's social and labor departments, nonprofit organizations as well as companies. Keywords: single parent, work and family balance, family-friendly policies, social support system, gender difference

台灣五大會計師事務所審計部門的從業人員長久以來一直是女性多於男性，每年新進的人員亦以女性居多，然而在高階職位上卻是男性遠多於女性。換言之，若女性審計人員在事務所裡沒有遭受任何升遷上的障礙，以每年新進人員女性多於男性的情況比例計算，在高階職位上女性的人數亦應多於男性，然而真實的情況卻正好相反。故本研究參考之前研究者的研究發現，彙總出台灣五大會計師事務所女性審計人員可能面臨到的升遷障礙，包括性別歧視、性騷擾、家庭與工作衝突和缺乏良師益友（mentor）等，以問卷調查方式蒐集實證資料，並進行統計分析。另外，本研究詢問研究對象所知的審計人員離職原因以及五大會計師事務所現行的工作場所家庭政策，以了解男性與女性審計人員在離職原因上有無差異和事務所提供的家庭福利政策，得到的結果如下： 1.性別歧視：不管從性別、職位和事務所別的角度來看，受試者均趨向於不同意女性審計人員遭受到性別歧視；而在參加選修課程與社交活動的情形上，男性與女性亦沒有顯著的差異。 2.性騷擾：曾經遭受性騷擾的受試者雖然皆為女性，然而僅有12位，比例為8.43%，比之前的研究低許多。 3.工作與家庭衝突：已婚女性比已婚男性感受到較大的衝突程度，而且家中若有生活無法自理、需要特別照顧的家人或小孩的女性，其衝突程度會比沒有需要特別照顧的家人或小孩的女性來得高。反觀已婚的男性受試者，不管家中有無需要特別照顧的家人或小孩，其工作與家庭衝突的程度並沒有顯著的差異。 4.女性缺乏mentor：女性擁有mentor的比例與男性相同；相同職位的男性與女性擁有mentor的比例亦相似。而且深入分析後發現，女性與男性的mentor，在職位上的差異不大，且擁有mentor的女性受試者，對mentor所能提供協助的同意程度，與男性受試者差異不大。 5.離職原因：女性因為「結婚生子」而離職排名第4，為其主要離職原因，男性則否。衡量性別歧視的「升遷機會受限」，則非男女審計人員的主要離職原因。 6.工作場所家庭政策：五大會計師事務所皆有提供產假與留職停薪這兩項福利政策，然而，較具彈性的「半職（part-time）」只有兩個事務所提供；「彈性上班時間」只有一個事務所提供，顯示目前五大事務所的工作場所家庭政策仍不夠多元。 綜上所述，本研究所探討的四個女性升遷障礙：性別歧視、性騷擾、工作與家庭衝突和缺乏mentor等，僅有工作與家庭衝突得到支持。因此在沒有進一步地證據支持另外三項升遷障礙前，工作與家庭衝突似乎是目前五大會計師事務所女性審計人員所共同面臨到的升遷問題，故會計師事務所管理當局應提供更多元的工作場所家庭政策，以降低女性審計人員的工作與家庭衝突。