心有餘，而力不足？「家庭對工作衝突」對教師組織公民行為的影響

The Spirit is Willing, but the Flesh is Weak? Investigate the Impact of Family-to-work Conflict on Teachers' Organizational Citizenship Behaviors

10.6713/BEEM.201301_(9).0003

顏弘欽(Hung-Chin Yen)

知覺組織支持 ； 家庭對工作衝突 ； 情感性組織承諾 ； 組織公民行為 ； affective organizational commitment ； family-to-work conflict ； organizational citizenship behavior ； perceived organizational support

教育經營與管理研究集刊

9期（2013 / 01 / 01）

61 - 90

繁體中文

本研究旨在探討教師從事組織公民行為時所產生「心有餘，而力不足」的現象。在理論架構上，係以社會交換理論為基礎，檢證教師知覺組織支持、情感性組織承諾及組織公民行為的中介模式。其次，依據壓力外溢的觀點，檢視教師的家庭對工作衝突，是否對情感性組織承諾與組織公民行為之關係產生調節作用。本研究使用調查研究法，針對臺灣地區之公立國民小學教師進行問卷調查，計回收97校共730份有效問卷。依據分析結果，本研究獲致四項結論：（一）知覺組織支持能有助於情感性組織承諾與組織公民行為的提升；（二）情感性組織承諾對於知覺組織支持與組織公民行為具中介效果；（三）家庭對工作衝突對於組織公民行為具有負向的影響；（四）「家庭對工作衝突基於緊張」會調節情感性組織支持與組織公民行為的關係。最後，依據研究結果，針對學校實務與未來研究提出建議。

This study aimed to explore the phenomenon of ”The spirit is willing, but the flesh is weak” observed in the teachers' organizational citizenship behaviors. In terms of theoretical framework, with the social exchange theory as the basis, the intermediary models of the teachers' perceived organizational support, affective organizational commitment, and organizational citizenship behaviors were validated. Secondly, from the perspective of ”pressure spill”, the teachers' family-to-work conflict was examined to determine whether or not it produced a regulatory effect on the relationship between affective organizational commitment and organizational citizenship behaviors. In this study, the survey research method was adopted. Targeting public elementary school teachers in Taiwan, a questionnaire survey was conducted, and 730 valid copies from 97 schools were recovered. Based on the analysis results, three conclusions were drawn: (1) perceived organizational support contributed to enhancing the affective organizational commitment and organizational citizenship behaviors; (2) affective organizational commitment produced an intermediary effect on perceived organizational support and organizational citizenship behaviors; (3) family-to-work conflict have negative effect on organizational citizenship behaviors; and (4) strain-based conflict moderate the relationship between affective organizational support and organizational citizenship behaviors. Finally, according to the findings, this study proposes suggestions for school practice and future researches.

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