家庭友善政策與尊嚴勞動措施對員工性別平等知覺與組織承諾的影響

Abstract

對組織而言，了解真正影響提升員工工作生活的因素是重要的。隨著雙薪家庭的增加，家庭友善政策因而萌生且被熱烈討論。此外，近年來歐盟將尊嚴勞動視為最重要的課題。而這兩者皆立基於性別平等的概念之上。因此，此研究欲提出一概念模型，藉家庭友善政策與尊嚴勞動措施的實施以預測員工的組織承諾，並了解員工的對性別平等的知覺在此一模型內的中介作用。 先以一試驗性研究探討家庭友善政策、尊嚴勞動措施、性別平等知覺與組織承諾各量表的適切性。再以修改後的問卷向研究主體-台灣民營企業員工，收集研究資料。描述性與推論性統計資料藉由SPSS軟體分析之，以t考驗與ANOVA分析各群組比較結果。此外，結構方程模型(SEM)亦被運用於瞭解此一假設模型是否成立與其中各構面之可能性關係。 結論證實此一以家庭友善政策及尊嚴勞動措施的實施，併以性別平等知覺為中介因素，欲預測員工之組織承諾之模型的可行性。然而，研究結果亦顯示相關友善政策在台灣的工作職場中仍待加強。Identifying factors that make a real difference to employees is important for the organization to enhance the working life of staff. With the rise of dual-worker family, family-friendly policies were emerged and seriously discussed. Besides, decent work has been considered as the primary program in EU recently. Both are based on the concept of gender equality. Therefore, this study proposed a conception model aimed to predicted employees’ organizational commitment based on the implementation of family-friendly policies and decent work measures, and the moderating affecting of gender equality was also studied. A pilot test of adopted instruments on family-friendly policies, decent work measures, perception of gender equality and organizational commitments was conducted. The validated instruments were then used to collect the research data from survey subjects. Afterwards, questionnaire was distributed to the research subjects – the Taiwanese employees in private sectors. Descriptive and inferential statistics were analyzed and interpreted through SPSS software. To make comparisons, t-test and ANOVA were also performed. In addition, structural equation modeling (SEM) technique has been employed to investigate the potential relationships among constructs in the hypothesized model. The findings verified the defensibility of the proposed model concerning employees’ organizational commitment which can be predicted by the implementation of family-friendly policies and decent work measures and the moderating affecting of gender equality. However, the results shows that evidence of not many such practices were well implemented in the workplace for Taiwanese employees and the legislations offer limited and piecemeal support on this field.