本研究主要探討組織所實施的工作/家庭政策對於員工工作/家庭平衡之影響，以及員工工作/家庭平衡對於員工績效的影響。並進一步探討影響工作/家庭政策與工作/家庭平衡間的調節變項，包含「高承諾工作系統」、「家庭友善文化」、「員工知覺可用性」及「工作/家庭平衡困難」等變數之影響。
　　本研究以台灣企業之員工為主要研究對象，並以天下雜誌2001年台灣一千大企業調查資料為主要郵寄問卷對象，並請該企業單位轉交公司內部任一位員工填答做為樣本來源。本研究共發出2000份問卷，回收有效問卷258份，有效樣本回收率為12.9%。問卷資料經由統計分析編碼計算為各變數數值，再以相關分析、因素分析及層級迴歸分析來探討變數間之關係，以驗證本研究之假設。
　　研究結果顯示：(1) 組織實施工作/家庭政策與員工之工作/家庭平衡間確實有顯著地正向關係。(2) 工作/家庭平衡與員工績效間的關係僅獲部分支持。(3) 實施高承諾工作系統之組織較傾向於實施工作/家庭政策，且高承諾工作系統對於工作/家庭政策與工作/家庭平衡間有正向的調節作用。(4) 在家庭友善文化變數中，「管理者的支持」會增強實行工作/家庭政策對於工作/家庭平衡之關係，而「組織對員工的要求」則無獲得支持。(5) 「知覺可用性」與「工作/家庭困難」的變數僅獲得部分支持。
　　本研究之主要貢獻在於將工作/家庭政策與工作/家庭平衡做連結，並進一步探討其中調節變項之影響結果及方向。實證結果獲得部分的支持，可以為台灣企業提供制訂福利政策之參考依據。此外，本研究接續Clark(2001)之研究，以五個構面來探討工作/家庭平衡，進一步地了解工作/家庭政策及調節變項對於工作/家庭平衡五個構面的影響。

　　The impact of organizational Work/Family Policy on employee’s family life and his/her performance is the focus in this study. Meanwhile, we also try to examine the potential moderating effects coming from firm’s family friendly culture, employee’s perceived usability of Work/Family policy, Work/Family balance, and human resource policy on those relationships.

　　Research data were collected from Taiwanese employees through questionnaire. We sent 2000 questionnaires to 1000 companies listed in Common Wealth survey of Taiwan 2001, and ask their employees to provide necessary information. 258 questionnaires are usable and the return rate is 12.9%. After the works of recording and transforming survey data, we proceed statistical analysis, including correlation, factor, and hierarchical regression analysis.

　　Our findings can be summarized as follows. Firstly, there exist significantly positive relationships between firm’s Work/Family policy and employee’s perceived Work/Family balance. Secondly, our data partially support the positive relation between Work/Family balance and employee’s individual performance. Thirdly, the higher degree for firms to adopt High Commitment Work System (HPWS), the more likely they tend to implement Work/Family policy. Meanwhile, HPWS positively moderate the relationship between Work/Family policy and Work/Family balance. Fourthly, support from high level managers will positively moderate the relationship between Work/Family policy and Work/Family balance. Finally, the expected moderating effects coming from employee’s perceived usability of Work/Family policy as well as Work/Family difficulty are partly supported.

　　The main contribution of this research is to investigate the impact on employee’s Work/Family balance from the perspective of firm’s Work/Family policy and, which have not been examined in the previous research. Furthermore, several potential moderating variables, such as HPWS, family-friendly culture, and perceived usability were employed and tested in the first time. Our research findings shall be quite useful in assisting with Taiwanese companies when setting up their employee benefit policy and program.

一、中文部分
1.行政院主計處 中華民國台灣地區人力資源統計月報，民92。
2.崔來意 高科技公司專業人員工作-家庭衝突、工作倦怠及離職意願關係之研究，國立中山大學人力資源管理研究所未出版碩士論文，民89。
3.董玉娟 工作-家庭衝突、組織社會化對離開現職傾向影響之研究：以台商派駐大陸已婚員工為例，國立中山大學企業管理研究所未出版博士論文，民89。
4.蔡芳洵 工作家庭衡突、工作家庭互動、與工作滿足之關係探討，國立中山大學人力資源管理研究所未出版碩士論文，民92。
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