Exploring the double-edged sword effects of dual engagement on work and family

• Main Authors: Wan-Yu Shih, 施琬毓
• Other Authors: Shu-Ling Chen
• Format: Others
• Published: 2014
• Online Access: http://ndltd.ncl.edu.tw/handle/wn84vs

碩士 === 國立東華大學 === 企業管理學系 === 102 === The study is categorized by the degree of employee’s work engagement and family engagement to identify four duo-engagement types which represents duo high engagement, highly engaged to work and family; family-orientated engagement, highly engaged to family and less engaged to work; work-orientated engagement, highly engaged to work and less engaged to family; duo low engagement, low level of engagement in both work and family. It is to investigate whether the difference of employee’s career success and well-being, generated by different work-orientated and family-orientated engagement types, such as job burnout, job satisfaction, family satisfaction, life satisfaction, general health (GHQ), and holistic general health (SF-36), existed when the employees juggle between work and family. It is based on conservation of resource and work-family spillover. The result reveals that overall, duo high engagement type of employees have higher career satisfaction, job satisfaction, family satisfaction, life satisfaction, general health (GHQ) and holistic general health (SF-36), followed by the work-orientated type and the family-orientated type. Duo low engagement type has lowest career satisfaction. It is suggested by the study result that the individual should aim towards duo high engagement type; meanwhile, the organization should provide appropriate management measures such as increasing work resource, family friendly policy and so on to promote the level of employee’s work engagement and family engagement.