本研究試圖通過實證研究來一探夫妻家庭生活中權力關係的樣貌，並試圖釐清究竟是哪些重要因素影響了這些權力的結果。在蒐集過去相關文獻後，我們認為夫妻的權力關係展現，可以重大家務決策和家務分工作為檢視的代表性指標。過去的相關研究也發現，個人所擁有的資源以及性別角色態度將會影響重大家務決策的權力運作；而在考量夫妻權力關係的另一個指標 － 家務分工時，因家務工作為耗費時間的活動，因此也必須將個人從事家務工作的時間可得性納入討論。此外，本研究也特別針對個人的性別角色態度做多樣化的討論，希望能對性別角色態度在夫妻權力關係中的作用有進一步的了解。 在夫妻權力關係中可以觀察到的現象是，夫妻間權力關係的平等由分享家中決策權力開始，妻子參與家中重要家務決策的機會愈來愈增加；然而在家務分工上，仍無法脫離傳統規範的束縛。本研究所得結果顯示，夫妻間的權力關係除了受到個人資源的影響之外，性別角色態度的影響也不容小覷。個人在婚姻關係中的權力除了來自個人資源作為交換之外，個人的態度也對其行為發揮影響力。社會傳統觀念對於性別角色的種種期待，雖透過社會化的機制內化至個人心中，然而隨著社會文化、經濟與家庭結構的變遷，使得原本規範丈夫與妻子權利義務的界線逐漸模糊，已婚男性與已婚女性的性別角色態度在面對實際家庭生活面向時，逐漸趨向彼此認同、諒解而愈來愈平等。但從家務分工的研究結果裡，似乎可以觀察到已婚男性的態度、意向在目前仍不平等的家務分工上有較決定性的影響。這樣的結果也顯示出，婚姻關係中男性仍是較有權力的一方。

本研究旨在探討是否是因女性意識的抬頭，導致台灣生育率下降，還是誠如Peter McDonald(2000)所言，由於婦女運動，導致社會允許女性在教育與就業上擁有等同於男性的機會，其稱之為個人取向制度上的性別平等，但在家庭方面，卻仍是維持男主外、女主內的傳統男性養家者模式思考，認為女性為家庭中的顧老者、護幼者，其稱之為家庭取向制度上的性別不平等，以致於女性要面對家庭照顧與工作壓力的雙重負擔，但這樣的現象並不會對女性的理想子女數造成影響，卻會使實際生育數下降；研究工具為2004年國民健康局「家庭與生育力調查」第九次調查已婚問卷資料，有效樣本數為2,865人。 研究結果發現，擁有較平等的性別角色態度之已婚育齡婦女，的確有較低的理想子女數與實際生育數，但依照描述性統計狀況來看，我國婦女並非不想生育，而是降低了自己的理想子女數與實際生育數；而我國家庭內家務分工不均的狀況，雖不符合研究者假設家務分工平等的女性有較高的實際生育數，但是深入探討發現，我國社會現況確實符合Peter McDonald(2000)所說，因為女性意識覺醒，促使社會處理個人在教育與就業上的制度性別平等，但我國社會家庭制度仍是維持傳統男性養家者模式，要求女性負擔家庭中絕大部分家務工作，欠缺顧老、護幼之協調工作與家庭照顧政策，以至於女性無法負擔工作與家庭衝突，因而降低了自己的生育數。 最後，研究者依研究發現嘗試對政府部門提出相關建議，供未來家庭政策與實務參考。 / The purpose of this study is to know the reason for fertility decline of the married women aged in 20-49 years in Taiwan. Whether it is due to the rise of feminist consciousness, or as the theory Peter McDonald (2000) discussed. Peter McDonald thinks that since women’s movement are springing up, the society allows women to have the same opportunities like men in education and employment. He called it as gender equal in individual-oriented institutions. But in fact, it is still maintaining the traditional male breadwinner model in the family. Female still plays the main role to take care children and elders. He called it as gender inequity in family-oriented institutions. Such institutions lead to fertility decline. The data used for this study were from 2004“the ninth investigation of family and fertility ability in Taiwan ”held by the research Institute of Bureau of health promotion department of health, Taiwan R.O.C. (sample size=2865). The main finding of this study is to prove that the married women in childbearing age, who has more egalitarian gender role attitude, will have lower ideal number of children and the actual number of births. Based on the general statistic condition in Taiwan, the situation are similar to Peter McDonald's thought. But there is something different, the unequal division housework is still within the family, which is not just like the researcher’s assumption: an equal division of housework women have a higher actual number of births. Despite the variable, the reason of fertility decline in Taiwan still confirms Peter McDonald’s theory. The awakening of women’s consciousness accelerate gender equal in individual-oriented and family-oriented institutions. But still, the traditional model asked women to undertake most parts of housework. The deficient in public welfare and family care policy will make female not be able to get the balance between work and family. Such institutions caused fertility decline in Taiwan. Finally, according to the study result, there are several suggestions which can be contributed to future policy and practical advice of family reference for government.

本研究旨在探討不同年代夫妻權力關係之影響因素及改變情形。研究者採用家庭決策模式為指標，以「子女管教及教養」、「家用支出分配」、「購買高價家庭用品」作為重要的測量變項。根據資源論、交換論以及文化規範理論觀點，討論之焦點包括：1.夫妻資源是否影響夫妻權力關係之運作？2.兩性的性別角色態度是否影響夫妻權力關係之運作？並比較兩個年度之差異。 研究者利用「台灣地區社會變遷基本調查」第三期第二次家庭組（1996年）及第五期第二次（2006年）家庭組之研究問卷資料進行分析。研究結果發現： 1. 家庭決策模式之樣貌：三項家庭決策大多以「共同決定」為主要之模式。然在性別比例及兩個年度比例分配上仍有些微差異。 2. 資源差異對夫妻權力關係之影響：已婚兩性之資源差異對家庭決策有部份達到顯著。整體來說，擁有較高資源者，會有助於「決策權力」的增加。 3. 性別角色態度對夫妻權力關係之影響：分析檢定結果顯示性別角色態度對於家庭決策模式之作用獲得證實。性別角色態度較傳統者，家庭決策會傾向傳統父權之思維。反之，態度越現代者，家庭決策模式會傾向較平權之模式。 4. 1996年及2006年影響夫妻權力關係因素之轉變：夫妻資源之高低以及性別角色態度在兩個年度對家庭決策模式皆有重要的影響力。最大的差異在於2006年女性負責更多的子女管教及教養之決策權，特別反應在高等教育成程度者。在態度方面1996年已婚兩性之態度皆有其影響性，但2006年只有女性的態度對家庭決策模式有作用。 最後根據研究結論提出建議，研究者認為除了在鉅視層面持續耕耘兩性平權觀念推廣及宣導外，在職場上真正落實兩性工作平等法保障婦女就業實為重要。 / The purpose of this research is to understand the power relationship between husbands and wives, including the factors and the transition during 1996-2006. Researcher adopts family decision-making as an important index. “Children disciplining”, “family expenditure”, and “buying expensive house wares” are the measuring variables. Base on the Resources Theory, the Exchange Theory, and the Theory of Resources in Cultural Context, the main questions of this research are: 1. Do the resources between husbands and wives influence their power relationships? 2. Do the attitude of gender role effects the power relationships of husbands and wives? 3. Is there any transition from 1996 to 2006? The results are as follows.1.Most proportions in 3 items of family decision-making are the Common decision-making model. 2. The resources difference between married both sexes are significant to the family decision-making. The more resources one has, the more power in making decision one has. 3. The attitude of gender role effect the family decision-making. The sex role attitude is more traditional, the family decision-making will favor thought of the traditional patriarchy. Otherwise, the attitude is more modern, the family decision model will favor compares pattern of the equal rights. 4. Both the resources difference and the attitude of gender role are important factors in 1996 and 2006.Compair with 1996, the high level of education female have more power in “Children disciplining” decision-making, and female’s attitude of gender role are more important to family decision-making in 2006. According to the research conclusion, researcher puts forward the suggestions.

本研究探討女性求職者其履歷表照片外觀性別與應徵工作的典型性別間一致性與否與微笑有無對招募者人事決策之影響；此外，並探討前述關係之中介機制及調節效果；亦即前述兩類效果是否透過影響招募者對求職者工作能力契合度、外向性或吸引力的知覺，進而影響招募者的人事決策，而招募者性別角色態度是否調節前述之性別一致性效果。 / 本研究使用實驗法，採2（女性求職者照片微笑：有或無）×2（女性求職者外觀性別與工作性別間一致性程度：高或低）完全受試者間實驗設計。依變項則為推薦意願之人事決策。以在職者為樣本，共有214位受試者參與，隨機分派受試者至四種實驗情境之一，在閱讀職缺訊息及履歷表後，回答對求職者知覺、人事決策及人口統計變項等問題。去除操弄失敗的樣本後，本研究分析之有效樣本為141人。 / 本研究以階層迴歸分析來檢驗所有研究假設。研究結果顯示，求職者微笑有無對推薦意願之主要效果達顯著，且招募者對求職者之外向性與外表吸引力知覺會中介此效果；但「外觀性別與工作性別間一致性」的主要效果並未達顯著。此外，招募者之家庭外角色態度具有顯著調節效果，但性別刻板印象之調節效果不存在。研究者並針對本研究之研究結果、理論與實務意涵加以討論。 / In the present study, the researcher examined whether the congruence between female applicants' photo facial appearance and the job type and whether female applicants showed smile in the photo affected recruiters' hiring recommendation. Additionally, mediators and moderators of the above relationships were also examined. Specifically, the researcher examined whether recruiters' perceptions of applicant’s demands-abilities fit, extraversion, and facial attractiveness mediated the above relationship and whether recruiters' sex role attitudes moderated the above relationship. / This study used a 2 × 2 between-subjects factorial experimental design. The two independent variables were whether female applicants showed smile in the photo (smile or non-smile) and the congruence between female applicants' photo facial appearance and the job type (high or low). The dependent variable was hiring recommendation. Two hundred and fourteen current incumbents participated in this study. After reading a fictitious job description and a fictitious resume, participants answered questions about the perceptions of the applicant, hiring recommendation, and participants’ demographic informaiton. After dropping participants who failed to pass the manipulation check, the valid sample size for analysis was 141. / Results of hierarchical multiple regression analyses indicated that the main effect of applicants' photo smile on hiring recommendation was significant, and the recruiter' perceptions of applicant's extraversion and facial attractiveness were mediators of the aforementioned relationship. However, recruiters' hiring recommendation was not influenced by congruence between female applicants' photo facial appearance and the job type. In addition, recruiters' attitudes toward extra-familial roles moderated the relationship between congruence between female applicants' photo facial appearance and the job type and demands-abilities fit. However, the moderation of recruiters’ gender stereotype was not significant. Finally, practical implications and avenues for future research in selection biases are discussed.