[[alternative]]The study on work-to-family, family-to-work conflict and burnout of banking employees: The moderating effect of work-family culture and job control.

碩士人力資源管理研究所[[abstract]]台灣銀行業在經歷在一連串金融改革和經濟轉型的影響下，不斷將銀行合併、裁員，使員工的工作量大增、加班嚴重，必須承受著沉重的工作壓力，員工所背負的工作壓力和重擔是越來越沉重，同時為了維持家庭生活品質，工作和家庭之間嚴重失去平衡，而產生了工作與家庭之間的衝突。 本研究主要是以工作要求資源理論做為基礎，旨在探討工作家庭衝突、家庭工作衝突對工作倦怠之關係，並以工作家庭文化和工作控制視為工作資源，透過工作資源來減緩工作家庭衝突、家庭工作衝突與工作倦怠之關係。 本研究對象以台灣銀行業工作者為研究母群體，以立意抽樣抽取49家分行，共發放850份問卷，剔除無效問卷後，實際有效問卷為422份，有效問卷回收率為49.6%。 本研究以簡單迴歸、階層迴歸來驗證各研究假設。研究結果顯示：1、銀行業工作者之工作家庭衝突越高，工作者會產生較高的工作倦怠。2、工作控制為工作家庭衝突與工作倦怠關係之干擾變項，低工作控制減緩工作家庭衝突與工作倦怠之關係；而高工作控制增強工作家庭衝突與工作倦怠之關係。 本研究提出具體管理意涵如下：1、減少工作家庭衝突與家庭工作衝突以減低工作倦怠之發生。2、當員工面臨工作與家庭之間衝突時，宜給予適當資源協助，本研究最後提出未來研究方向與研究限制。[[abstract]]Under series of financial revolution and economical changed in Taiwan, banks were continuously merged and downsized. Besides work and stress employees had were heavier and heavier than ever before. Meanwhile, for maintaining living quality, relationship between family and job had problem, and conflict occurred between them. The study mainly based on Job Demands-Resource model theory for discussing work-family conflict and family-work conflict’s effect on job burnout, and regarded work-family culture and job control as work resources to moderate relationship between work-family, family-work conflict and job control. The study’s object was banks in Taiwan as mother group. 850 questionnaires were passed out and 422 of them are empirically effective after inspecting. The percentage of effective questionnaires is 49.6%. The sample consisted of 422 employees of 49 banks in Taiwan and we used regression and hierarchical regression statistic produce to testify our hypotheses. The results indicated that: 1. employees with higher conflict between work-family and family-work, the higher job burnout employees had. 2. Moderating turn of job control on the relationship between work family conflict and job burnout.emplyee could use low job control to buffer the relationship between work family conflict and job burnout but employee use high job control to enhance the relationship between work family conflict and job burnout. Management implications were as following: Company should try to buffer work family conflict and family work conflict to reduce occurrence of job burnout. As long as employees faced conflict between work and family, company should try to give some appropriate supports. Finally, suggestions for future research and the limitation of this study also discussed