本研究旨在探討臺灣已婚職業婦女其知覺到工作-家庭衝突及互利感受的情況，以及臺灣已婚職業婦女的工作資源、家庭資源，對於工作-家庭衝突感受以及工作-家庭互利感受的影響。本研究採問卷調查法，研究工具包括「基本資料」、「工作資源量表」、「家庭資源量表」、「工作-家庭衝突感受量表」，以及「工作-家庭互利感受量表」。以便利取樣與滾雪球的方式，回收有效樣本共648份。研究發現如下：
一、已婚職業婦女的工作-家庭衝突及互利感受
已婚職業婦女同時存有工作-家庭衝突感受及工作-家庭互利感受。其中，工作-家庭互利感受顯著高於工作-家庭衝突感受。此外，已婚職業婦女的年齡越大，其家庭對工作衝突感受程度越低；投入於工作的時間越長，產生的工作對家庭衝突感受則越大；而輪班與否與工作對家庭衝突感受、家庭對工作衝突感受均有顯著差異。
二、已婚職業婦女的工作資源與家庭資源
已婚職業婦女獲得低頻率的工作資源以及高頻率的家庭資源，其中，主管支持的頻率比家庭友善政策多；而家人提供的工具性支持則比情感性支持多。
三、主管支持及家人情感性支持對工作-家庭衝突及互利感受較具影響力。
對於已婚職業婦女而言，實質層面的友善家庭政策及家人工具性支持，對工作-家庭衝突及互利感受的影響程度不如情感層面的資源。相較之下，當已婚職業婦女得到主管及家人在情感層面上的關懷、肯定與支持，較能有效的減緩工作-家庭衝突感受，並增進工作-家庭互利感受。
最後，依據本研究結論，建議已婚職業婦女應學習自我調適及掌握減緩工作-家庭衝突感受的策略，並建立對工作與家庭正向的態度及想法。此外，家人也可主動關心、肯定家中的已婚職業婦女，持續給予支持與協助。企業組織可積極營造友善家庭的工作氛圍及政策。而家庭教育相關機構則可提供情感教育等相關教育方案，教導民眾對家人表達愛與關懷，並促進家人間的正向互動。

The purposes of these works were primary to investigate the extent of work-family conflict and facilitation of married female worker in Taiwan dual-income family, and secondary to investigate whether these work-family conflict and facilitation were explained by work resources and family resources.A questionnaire, convenience sampling, and snowball sampling were employed to obtain responses from 648 married female worker of Taiwan dual-income families.The results indicated that:
1.The work-family conflict and facilitation of married female worker
Participants experienced significantly in lower level of work-family conflict and higher level of work-family facilitation. In the Demographics variables, the elder married female workers were much likely to perceive lower level of work-family conflict and higher level of work-family facilitation. Working time was positively related to work to family conflict. Irregular shift were positively related to both work to family conflict and family to work conflict.
2.Married female worker ‘s work resources and family resources
Participants experienced significantly in lower level of work resources and higher level of family resources. Among work resources, participants were experienced significantly in higher level of supervisor support than family supportive policies. Among family resources, participants also were experienced significantly in higher level of family members’ instrumental support than emotional support.
3.Supervisor and family members’ emotional support
The results indicated that work-family conflict and facilitation of married female worker could be explained by work resources and family resources. In addition, under the circumstances of the strength of supervisor and family members’ emotional support, rather than family supportive policies or family members’ instrumental support, were associated with lower work-family conflict and greater work-family facilitation.
Supervisor and family members’ emotional support led married female worker to feel loved, cared, and valued, so they were able to experience lower level of work-family conflict and higher level of work-family facilitation.

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