本研究旨在探討臺北市大學教師的工作-家庭衝突及其對家庭生活滿意的影響。本研究採非隨機抽樣，以配額方式，對臺北市24所大學之教授、副教授、助理教授及講師進行問卷調查。本研究首先探討與工作-家庭衝突相關的文獻，包括影響工作-家庭衝突的前置因素以及工作-家庭衝突對後果變項—家庭生活滿意所造成的影響進行文獻蒐集，繼而以「工作/家庭投入量表」、「工作/家庭期望量表」、「工作/家庭衝突量表」、「工作對家庭/家庭對工作的衝突量表」及「家庭生活滿意量表」為研究工具，進行問卷調查，以便收集資料而進行分析。本研究問卷採電子問卷形式，所以蒐集有E-mail之臺北市大學教師，寄發電子詢問信及電子問卷，共寄出5620封電子信件，最後共回收377份，回收率約為7％，刪除無效樣本，有效樣本計327人。
本研究所得之資料乃以SPSS 11.5 for windows之套裝軟體進行統計分析及基本資料處理，所採統計方法包括描述性統計、信度分析、獨立樣本t檢定及卡方考驗、皮爾森積差相關、及徑路分析等統計方法進行資料之分析。研究結果如下:
一、大學教師的工作/家庭投入、工作/家庭期望、工作/家庭衝突、 工作對家庭/家庭對工作的衝突、 家庭生活滿意之現況皆呈現普通的情況。
二、大學教師的家庭生活滿意會受到家庭衝突及家庭對工作的衝突兩因素直接影響。大學教師的家庭衝突或家庭對工作的衝突愈低，其對家庭生活就愈滿意。
三、男、女性大學教師在工作/家庭投入、工作/家庭期望、工作/家庭衝突、工作對家庭/家庭對工作的衝突、家庭生活滿意各方面皆無顯著差異。
四、男性大學教師的家庭生活滿意影響徑路與女性大學教師的家庭生活滿意影響徑路存在些微差異。
1.影響男性大學教師家庭生活滿意的因素是工作衝突、家庭衝突及家庭對工作的衝突。其中以家庭衝突對男性大學教師之家庭生活滿意影響最大。
2.影響女性大學教師家庭生活滿意的因素則是家庭衝突及工作對家庭的衝突，亦是以家庭衝突對女性大學教師之家庭生活滿意影響最大。

The purpose of this study is to investigate the work-family conflict and its effect on family life satisfaction for university faculties in the Taipei city. A questionnaire survey method and proportionate stratified judgmental sampling are used in this study. Questionnaires are done by professors, associate professors, assistant professors and lecturers from 24 universities in Taipei city. After review literature of work-family conflict, the instruments of this study are decided. The instruments include work/family involvement scale, work/family expect scale, work/family conflict scale, work to family conflict scale/family to work conflict scale and family life satisfaction scale. Questionnaires are collected through e-mail after received faculties’ willingness to participate response. An overall response rate of 7% (n=377) was obtained from distributing 5620 inquire mails. After drop invalid samples, 327 valid samples are included in this study.
Statistical procedures used for data analysis include descriptive statistics, reliability analysis, independent sampling t-test, Chi-square test, Pearson product-moment correlation, and path analysis. The major results can be drawn as follow:
1.University faculties have moderate work/family involvement, work/family expectations, work/family conflict, work-to-family/family-to-work conflict, and family life satisfaction.
2.The results of path analysis reveal that family conflict and family-to-work conflict have direct effects on university faculties’ family life satisfaction. Generally, university faculties with higher family conflict and family-to-work conflict have lower family life satisfaction.
3.There are no significant differences between male and female faculties in work/family involvement, work/family expectations, work/family conflict, work-to-family/family-work conflict, and family life satisfaction.
4.The path of family life satisfaction is slightly different between male faculties.
(1)The factors which impact family life satisfaction of male faculties are work conflict, family conflict and family-to-work conflict. In particular, family conflict is able to explain most variance of male faculties’ family life satisfaction.
(2)The factors which impact family life satisfaction of female faculties are family conflict and work-to-family conflict. In particular, family conflict is able to explain most variance of female faculties’ family life satisfaction.

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