近年來台灣婦女參與勞動市場工作的比例越來越高，因此如何使職場與家庭的生活得以平衡便成為了今日人力資源管理上最熱門的課題。職場與家庭生活的衝突不僅會影響員工本身的心理、生活品質以及生活型態等，還會影響到員工的工作態度和意願，甚至進一步影響到員工流動和組織的績效。 然而現有的文獻顯示，作者在討論家庭與職場生活平衡時，有些員工喜歡職場與家庭生活的互通，而有些員工則不喜歡這樣的安排。所以本研究的目的有二：一、喜歡職場與家庭生活互通的員工和不喜歡職場與家庭生活互通的員工，二者各有何特徵；二、當員工的職家生活不平衡時，人力資源主管該有何種調適措施。 本研究採用問卷方式調查了W公司601位白領員工，整理分析結果顯示，W公司員工之職場與家庭生活間有某種程度的衝突存在；另外，本研究也透過迴歸模型找出企業的「職家生活滲透度」的決定因素：他們是企業的工時彈性的程度、加班工時的多寡以及企業中工作對職場與家庭生活區隔明確度。決定員工對「職家生活區隔偏好」的重要因素則是企業加班時數的多寡和企業中工作對職場與家庭生活區隔的明確程度。 根據本研究發現，職場上的高職家生活滲透並不一定等於高職家生活衝突。人力資源主管必須先找出「職家生活滲透度」和「職家生活區隔偏好」的決定因素，再以其影響「職家生活滲透度」的決定因素來調整二個指標之間的吻合程度，才得以幫助員工達到職場與家庭生活的平衡。 Recently, more and more career women have joined the labor market, so how to make work/Family life balanced has become one of the most popular topics in the field of human resource management. A Work/Family life conflict not only could affect employees’ mind, life quality and life style, but also their work attitude and aspiration, even turnover rate and or-ganization performance. However, current literature shows that some employees like their work domain and fam-ily domain interflowed, others don’t. Therefore, there are two purposes of this study: 1. Find-ing the characteristics of the employees who like work and family interflowed and who don’t like the two domains interflowed with each other; 2. Measures needed by HRM managers in case employees’ work/family life in unbalanced. In this study, we surveyed 601 employees who work for W company. The result showed that there are some degree of conflict between the employees’ work and their family domain. We also use regression analysis to find out the determinants of “degree of work/family life permeation” and “preference of work/family life segmentation”. The determinants of “degree of work/family life permeation” are the degree of work time scheduling, the number of extra working-hour and the explicit degree of work/family life segmentation. The determinants of “preference of work/family life segmentation” are the number of extra working-hour and the explicit degree of work/family life segmentation. According to the findings in this study, we found that high degree of work/family life permeation does not necessarily equal to high degree of work/family life conflict. To solve the problem of work/family life unbalanced, HR managers need to find out the determinants of “degree of work/family life permeation” and “preference of work/family life segmentation” first, and then using them to adjust the matching degree of the two sets of factors, in the end, HR managers can then help employees to achieve work/family life balance.
