本研究希望瞭解員工-組織關係對工作-家庭衝突與工作績效之影響，以及領導者-成員交換關係在上述研究架構所扮演的調節角色，研究對象為目前工作於台灣前一千大企業之員工，共發放600份問卷收集研究資料。
本研究認為工作-家庭衝突對工作績效與工作滿意度有顯著影響，不足投資型員工-組織關係與員工績效無負向顯著關係，此外，工作-家庭衝突對員工-組織關係與工作績效間有中介效果，領導者-成員交換關係對員工-組織關係和工作-家庭衝突間則無調節效果。
本研究係運用統計分析進行假說驗證，並提出未來研究之建議方向。

This study proposes a model of work-family conflict (WFC) as a critical link between aspects of employee-organization relationship (EOR) (mutual-investment approach and underinvestment approach) and performance (job performance and job satisfaction). Especially, it uses leader-member exchange (LMX) as a moderator to alleviate the relationship between employee-organization relationship and work-family conflict. Individuals currently working in top 1,000 enterprises in Taiwan completed questionnaires through post or email. 600 questionnaires were mailed to companies ranked top 1,000 in Taiwan. 198 of them are valid and the response rate is 33%. Job Performance and job satisfaction were found to be affected significantly by WFC. The study also found the relationship between EOR and performance is mediated by WFC. One interesting finding is the relationship between organizations adopting the underinvestment EOR and employee performance is not negatively related. Also, there was no moderating effect of LMX on the relationship between EOR and WFC. However, with research limitations like small sample size and cultural context influence, the research still provides with some significant results and implies suggestions for future research.

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