2013年行政院人事行政總處中程施政計畫之重點項目提到「發揮內部控制功能，協助達成施政目標」，其績效指標為重點工作達成率，所以無論是私人企業或是公務機關，在員工須面對更有效率且人性化的龐大服務下，要如何使員工在工作中感到滿足進而自發性地為組織從事有力的行為。
本研究將討論工作負荷、職家衝突與家職衝突與工作滿足之關係，並針對台中市政府員工進行立意取樣，以紙本問卷方式進行調查，共發放400份問卷，有效回收問卷375份，有效回收率為93%，本研究採用敘述統計分析、信度分析、變異數分析及迴歸分析等方法分析研究資料，研究結果發現工作負荷、職家衝突、家職衝突與工作滿足具有負向之影響；職家衝突在工作負荷與工作滿足具有完全中介效果；家職衝突在工作負荷與工作滿足具有部分中介效果。

In 2013, Executive Yuan General Department of Personnel Administration is focused on the work of its performance indicators achievement rates. No matter the private enterprise or a public authority, the employees have to face more efficient and user-friendly service at large, how to make employees feel satisfied in their work for the organization and then spontaneously engage in effective behavior seems more important.
This study explored the relationship among workload, work family conflict, family work conflict, and Job satisfaction. Purposive sampling was used to draw sample from the Taichung City Government. A total of 400 questionnaires were rent to the sample and 375 valid questionnairs were collected. The statistical methods such as descriptive statistic, reliability analysis, validity analysis, ANOVA and hierarchical regression were used to analyze the data. The results reveal that workload, work-family conflict, family-work conflict are negatively associated with job satisfaction. Work-family conflict may complete mediating effect on the relationship between workload and job satisfaction. Family-work conflict has a partial mediating effect on the relationship between workload and job satisfaction.
Keyword: workload, work-family conflict, family-work conflict, job satisfaction

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