工作/家庭政策、工作/家庭平衡與員工績效關係之研究

The impact of organizational Work/Family Policy on employee’s family life and his/her performance is the focus in this study. Meanwhile, we also try to examine the potential moderating effects coming from firm’s family friendly culture, employee’s perceived usability of Work/Family policy, Work/Family balance, and human resource policy on those relationships. Research data were collected from Taiwanese employees through questionnaire. We sent 2000 questionnaires to 1000 companies listed in Common Wealth survey of Taiwan 2001, and ask their employees to provide necessary information. 258 questionnaires are usable and the return rate is 12.9%. After the works of recording and transforming survey data, we proceed statistical analysis, including correlation, factor, and hierarchical regression analysis. Our findings can be summarized as follows. Firstly, there exist significantly positive relationships between firm’s Work/Family policy and employee’s perceived Work/Family balance. Secondly, our data partially support the positive relation between Work/Family balance and employee’s individual performance. Thirdly, the higher degree for firms to adopt High Commitment Work System (HPWS), the more likely they tend to implement Work/Family policy. Meanwhile, HPWS positively moderate the relationship between Work/Family policy and Work/Family balance. Fourthly, support from high level managers will positively moderate the relationship between Work/Family policy and Work/Family balance. Finally, the expected moderating effects coming from employee’s perceived usability of Work/Family policy as well as Work/Family difficulty are partly supported. The main contribution of this research is to investigate the impact on employee’s Work/Family balance from the perspective of firm’s Work/Family policy and, which have not been examined in the previous research. Furthermore, several potential moderating variables, such as HPWS, family-friendly culture, and perceived usability were employed and tested in the first time. Our research findings shall be quite useful in assisting with Taiwanese companies when setting up their employee benefit policy and program.