In recent years, the working environment and structure have changed as a result of environmental changes and societal improvement. The job market in the past that contained mainly male no longer exists. More and more women join the working space to compete with men. Because there are more opportunities for women to participate in jobs, there are relatively more opportunities for men to participate in family chores. Therefore, both men and women must face problems in work-family conflict. The research done by Frone, Russell & Copper (1992) showed that work-family conflict not only causes negative psychological and physical effects on individuals, but also affects work negatively. Accordingly, in order for a company to retain excellent staff and keep their competitivity, it needs to consider how to help the staff decrease work-family conflict. Among the questions to consider is whether the work-family policy helps the staff decrease work-family conflict and improve their organizational commitment.
This study is to investigate whether the implementation of work-family policy helps the staff decrease work-family conflict and improve their organizational commitment. It also studies whether the staff¡¦s work-family conflict and organizational commitment are negatively correlated; whether providing work-family policy affects the staff¡¦s organizational commitment due to the mediating effect of work-family conflict. This research surveyed 3 major sectors including the top 50 companies from the top one thousand manufacturers, top five-hundred service companies and top one hundred finance companies, according to the investigation of the 2005 CommonWealth Magazine. Totally 1600 copies of the questionnaire were released; 296 valid copies were returned with a valid sample return rate of 18.5%. Through statistical analyses such as t-test analysis of independence, analysis of variance (ANOVA), Pearson¡¦s product moment correlation and multiple regression, the results of the investigation demonstrate the
following important findings:
1.There exist some significantly different cognitions amongst different people and industries on work-family policy, work-family conflict and organizational commitment.
2.Work-family policy and work-family conflict are partially negatively correlated.
3.Work-family conflict and organizational commitment are partially negatively correlated.
4.Work-family policy and organizational commitment are partially positively correlated.
5.Work-family conflict was found to have partially mediating effects between work-family policy and organizational commitment.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0825106-120440 |
| Date | 25 August 2006 |
| Creators | Tsai, Ting-ting |
| Contributors | Cheng-chen Lin, Jin-feng Uen, Liang-chih Huang |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0825106-120440 |
| Rights | withheld, Copyright information available at source archive |
Page generated in 0.002 seconds