從工作敬業到家庭敬業：溢出－橫向傳播模式之探討

From Work Engagement to Family Engagement: A Test of Spillover-Crossover Model

10.6147/JHRM.201906_19(1).0001

鄒雅棓(Ya-Pei Tsou)；李少仁(Shao-Jen Lee)；吳宗祐(Tsung-Yu Wu)

工作敬業 ； 家庭敬業 ； 工作對家庭增益 ； 溢出－橫向傳播模式 ； work engagement ； family engagement ； work-family enrichment ； spillover-crossover model

人力資源管理學報

19卷1期（2019 / 06 / 01）

1 - 26

繁體中文

本研究依據溢出－橫向傳播模式，同時探討敬業在不同場域（工作到家庭）與不同個人（個人到配偶）間的轉移，並探究性別的調節效果。具體而言，本研究試圖檢視員工的工作敬業是否透過工作對家庭增益（工具路徑、情感路徑）之中介，將工作敬業從職場傳遞至家庭，使其自身產生家庭敬業（溢出效應），進而影響配偶的家庭敬業（橫向傳播效應），並試圖瞭解是否有性別差異。本研究蒐集雙薪夫妻的配對資料，共回收有效問卷261組。研究結果發現，個人之工作敬業可透過工作對家庭增益（工具路徑、情感路徑）之中介，以預測自身的家庭敬業；個人之家庭敬業亦可預測配偶的家庭敬業；男女在上述敬業的溢出－橫向傳播歷程中，有差異存在。本研究之理論與實務意涵、研究限制、未來研究方向將在最後提出討論。

Drawing on spillover-crossover model, we investigate how engagement transfers from workplace to family and from employees to their spouses as well as the moderating role of gender. Specifically, we propose that employees' work engagement will be associated with their own family engagement via work-family enrichment (instrumental path and affective path; i.e., spillover effect), which in turn is related to spouses' family engagement (i.e., crossover effect), and we also predict that gender difference exists in above spillover-crossover process. In this study, we collected the dyad data of working couples and obtained 261 valid pairs of data. The results showed that employees' work-family enrichment mediates the relationship between employees work engagement and their family engagement. Also, employees' family engagement is positively related to spouses' family engagement. Moreover, men and women differ in the spillover-crossover process of engagement. Taken together, the result supports the perspective of spillover-crossover model. The theoretical and practical implications as well as the research limitations and future research directions are discussed.

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