透過網路購物、便利商店等服務使其台灣電子商務產業加速成長，衍生出龐大的物流宅配商機。然據交通部統計處調查顯示，運輸及倉儲業缺工的平均持續時間為各大行業之首，其中以客（貨）運駕駛因工作時間較長且辛苦，故短缺員工的時間最久。此外，宅配所屬的快遞服務業流動率高於運輸及倉儲業的平均流動率，顯示宅配業不僅面臨人員短缺，還有人員流失的困境。在過去的研究中，顯示出工作家庭衝突與離職傾向具有密切關聯。故本研究之研究目的在探究宅配駕駛員的工作家庭衝突與離職傾向間的關係，以國內某宅配公司在職之宅配駕駛員為研究對象，透過問卷方式調查，總共回收有效問卷301份，分別以描述性統計、信度、獨立樣本t檢定以及單因子變異數分析等方法分析。研究結果發現：(1)不同年齡、服務年資及子女數的員工的工作家庭衝突情形達顯著差異；(2)不同年齡、服務年資的員工的離職傾向達顯著差異；(3)工作家庭衝突的五個構面皆與離職傾向達顯著相關。最後本研究根據以上研究發現提出相關建議供宅配業者在招募及設計管理制度時之參考。

Online shopping, convenient stores and many other services have accelerated the growth of the contemporary electronic commerce and promote enormous development of delivery service in Taiwan. However, the average time of the workforce shortage in transportation and warehousing is at the top in all industries, according to the official MOTC (Ministry of Transportation and Communication, R.O.C.) statistics. Among the workforce shortages, truck drivers (of delivery service) are often the missing piece of a puzzle due to high working hours and labor-consuming. Moreover, the turnover rate of express delivery industry is higher than those of transportation and warehousing. Therefore, labor shortage and brain drain have turned out to be the major obstacles to delivery industry. The past studies show that ‘family conflicts’ have been one of the crucial effects of one’s intention of resignation. This research, therefore, is going to probe for the relationship between the family conflicts and the resignation intention of the truck drivers of delivery service, based on the 301 valid questionnaires completed by the currently employed truck drivers of delivery service of a domestic delivery company. The questionnaires were analyzed by descriptive statistics, reliability, independent sample t test, ANOVA and other analytical methods. The results of the research show that: (1)the employees with different ages, occupational years and the number of children have reached the significant difference of the family conflicts; (2)the employees with different ages, occupational years have reached the significant difference of resignation intention; and (3)the 5 dimensions of the work-family conflicts all significantly related to the resignation intention. As for the conclusions, this research provides advice and references of the recruitment and the management design for the delivery companies.

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