本研究依據資源保存理論，探討組織鑲嵌是否能透過員工社會資本的中介效果，進而降低影響職家衝突及家職衝突的程度，同時研究主管的家庭支持行為對於社會資本與職家衝突及家職衝突之間的調節效果。本研究使用網路問卷分三階段收集資料，共獲得184份有效樣本，研究結果顯示：（1）組織鑲嵌對於社會資本有正向影響；（2）組織鑲嵌會透過社會資本增加員工的職家衝突與家職衝突；（3）主管支持家庭行為中的榜樣程度高時，相較於低者，組織鑲嵌透過社會資本增加職家衝突的間接效果會減弱；（4）主管支持家庭行為中有創意的工作家庭管理行為程度高時，相較於低者，組織鑲嵌會透過社會資本增加職家衝突的間接效果會變更強。最後，本研究也以此研究結果提出管理意涵與後續研究建議。

In line with the conservation of resource (COR) theory, the current study investigates whether organization embeddedness is related to employees’ social capital and impacts work-to-family conflict and family-to-work conflict. Moreover, the present study examined the moderating role of family supportive supervisor behaviors in this indirect relationship. Using a three-wave survey, this study collected data from 184 employees in different industries. The results demonstrated that (1) organization embeddedness was positively related to social capital, (2) social capital mediated the relationship between organization embeddedness and work-to-family conflict and family-to-work conflict, (3) the indirect relationship between organization embeddedness and work-to-family conflict and family-to-work conflict (via social capital) became more negative when family supportive supervisor behaviors (role model behaviors) was high than when family supportive supervisor behaviors was low, (4) the indirect relationship between organization embeddedness and work-to-family conflict and family-to-work conflict (via social capital) became more positive when family supportive supervisor behaviors (creative work-family management) was high than when family supportive supervisor behaviors was low. Theoretical and practical implications were discussed in the current study.

論文審定書 ................................................................................................. i
摘 要........................................................................................................ ii
Abstract ..................................................................................................... iii
目 錄........................................................................................................iv
圖 次......................................................................................................... v
表 次........................................................................................................vi
第一章 緒論 ............................................................................................ 1
第二章 文獻探討與假設推導 ................................................................ 4
第一節 組織鑲嵌與職家衝突、家職衝突的關係 ......................... 4
第二節 組織鑲嵌與社會資本的關係 ............................................. 5
第三節 社會資本之中介效果 ......................................................... 6
第四節 主管對家庭支持之行為之調節效果 ................................. 7
第三章 研究方法 .................................................................................. 12
第一節 研究樣本與施測程序 ....................................................... 12
第二節 研究工具 ........................................................................... 14
第三節 共同方法變異與討論 ....................................................... 23
第四節 資料分析方式 ................................................................... 23
第四章 研究結果 .................................................................................. 24
第一節 驗證性因素分析 ............................................................... 24
第二節 敘述性統計與相關分析 ................................................... 25
第三節 假設檢定 ........................................................................... 27
第五章 討論與建議 .............................................................................. 32
第一節 研究結果討論 ................................................................... 32
第二節 管理意涵 ........................................................................... 36
第三節 研究限制與未來研究建議 ............................................... 37
參考文獻 .................................................................................................. 38
附錄 ........................................................................................................... 43

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