| Summary: | 碩士 === 國立雲林科技大學 === 企業管理系 === 105 === Due to the government policy, many corporations start implementing employee work-life balance solutions, to help reaching the balance between work chores and private life, and also for preventing from overwork. Apart from government policy and corporation bylaws, this study also figures out the perceptions and demands toward work-life balance of workforces from their point of view. By verifying along with organizational culture, we can also find out the effects between organizational culture and employee work-life balance perceptions, and giving the further solutions to be applicable to each type organizational culture.
The conclusions of this study were summarized as follow:
1. The key points for workforces to judge if they have reached work-life balance are working hours, and if it’s available to take care of both family and private life.
2. Definite bylaws, adequate manpower, and employee benefits, helps improving employees’ work-life balance.
3. For Market culture, flexible institutions could give employee elasticities to adjust their own working conditions that helps improving their work-life balance perceptions. For Adhocracy culture, providing sources that helps improving the quality of employees’ life, like optimizing reward system, could help improving work-life balance perceptions of employees. For Clan culture, preventing drastic changes of working environments and duties could help improving work-life balance perceptions of employees. For Hierarchy culture, fixed duties and working hours could help improving work-life balance perceptions of employees.
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