本研究旨在了解高科技產業員工知覺友善家庭政策的使用程度、職家衝突與離職傾向之間的關係，其中友善家庭政策可分為工作支持及家庭支持兩類政策，職家衝突則分為工作對家庭及家庭對工作之衝突。本研究以資源保存理論、離職決策過程模式與「壓力源－壓力感受模式」作為理論基礎，採用問卷調查法，以新竹科學園區A公司員工為調查對象，透過便利抽樣選取樣本，共計回收220份有效問卷，經統計後本研究獲得結果如下：（1）知覺工作支持政策之使用程度顯著負向影響工作-家庭衝突；（2）知覺家庭支持政策之使用程度顯著負向影響家庭-工作衝突；（3）職家衝突顯著正向影響離職傾向；（4）知覺友善家庭政策之使用程度顯著負向影響離職傾向；（5）工作-家庭衝突於知覺工作支持政策之使用程度與離職傾向間具部份中介效果；（6）家庭-工作衝突於知覺家庭支持政策之使用程度與離職傾向間具部份中介效果；以及（7）家庭支持政策較工作支持政策能有效降低員工離職傾向。

關鍵詞：友善家庭政策、工作-家庭衝突、家庭-工作衝突、離職傾向

This study aimed to explore the relations between employee’s perceived use of friendly-family policy, work-family conflict and turnover intention. The friendly-family policy is divided into work-support policy and family-support policy, while the work-family conflict includes work-to-family conflict and family-to-work conflict. Following theoretical perspectives of conservation of resource, model of employee’s withdrawal decision process, and model of stressors-strain. This study collected necessary data from employees in a high-technology company through questionnaire, and 220 valid questionnaires were returned. The results of this study are as follows: (1) Employee’s perceived use of work-support policy negatively affects work-to-family conflict; (2) Employee’s perceived use of family-support policy negatively affects family-to-work conflict; (3) Work-family conflict positively affects turnover intention; (4) Employee’s perceived use of friendly-family policy negatively affects turnover intention; (5) Work-to-family conflict partially mediates the relationship between employee’s perceived use of work-support policy and turnover intention; (6) Family-to-work conflict partially mediates the relationship between employee’s perceived use of family-support policy and turnover intention; and (7) Family-support policy is more effective than work-support policy in reducing employee’s turnover intention.

Keywords: friendly-family policy, work-family conflict, turnover intention
 

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