| Summary: | 博士 === 中原大學 === 企業管理研究所 === 99 === This study examines the bidirectional concepts of work-family conflict (WFC) and at the same time considers the negative impact of work interference with family (WIF) and family interference with work (FIW) on job satisfaction and family satisfaction. Further, this study asserts that individuals’ personality traits help reduce perceived conflicts when they confront work-family conflicts. This study incorporates cognitive valuation factors (i.e. core self-evaluation and coping behavior) into past models of WFC to construct a model aimed at examining WFC from the cognitive valuation perspective.
This study surveyed married and full-time employees from the top 1,000 manufacturers and top 500 service companies, according to a survey conducted by the Common Wealth Magazine in 2009. One thousand eight hundred and twenty questionnaires were distributed and 526 were returned, representing a return rate of 28.9%. After excluding 85 single respondents and 24 respondents who did not complete the surveys questions, 417 valid samples were collected. Through statistical analyses such as reliability analysis, descriptive statistical analysis, correlation analysis, regression analysis, and SEM confirmatory factor analysis, the investigation results demonstrated the following important findings。
(1) the higher the CSE, the lower the perception of WFC; 2) the higher the CSE, the lower the perception of WIF and FIW. The perception of conflict is determined by individuals’ subjective cognition. When individuals exhibit positive CSE, they adopt a universal method to handle different types of situations and the perceived conflict is reduced; 3) the effect of WIF on job satisfaction is higher than that on job satisfaction. This result indicates that the outcome variables of work and family conflicts are affected by specific domains; 5) since individuals with high CSE perceive lower FIW and higher degree of family satisfaction, FIW conflict can be alleviated due to individuals’ diversified work and family roles and they ultimately enjoy the happiness of family satisfaction; 6) problem-focused coping behavior can weaken the degree of reduction in family satisfaction caused by FIW. This result shows that problem-focused coping allows individuals to obtain a larger degree of satisfaction in the family domain；and 7) emotion- focused coping behavior can weaken the degree of reduction in work satisfaction caused by WIF. This result shows that emotion-focused coping allows individuals to obtain a larger degree of satisfaction in the work domain.
Empirical results of this study can be used as reference for companies in terms of putting an emphasis on employees’ work-family conflict and establishing a human resource management system. Businesses should increase employees’ education training contents and counseling, as well as sharpen their ability to deal with stress and conflict. Employees with sound mental frame of mind can provide the momentum behind the sustained operations of a company. Applicants with higher self-attribute inclinations and higher self-determination can better support their living; coping can enhance the satisfaction level in the work and family domains.
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