疫情期間的公部門職場觀察：談居家辦公與工作家庭衝突
曾琤
《摘要》
因應疫情，無論公、私部門皆面臨職場工作型態的重大變化。居家辦公，不再專屬於民間特定工作性質的工作樣態，或僅限於友善職場的理想性倡議。在疫情期間，我們看到各類性質之公部門，皆配合疫情風險高低而有不同樣態的實踐。從友善職場觀點，我們看似盼來了終於能兼顧工作與家庭的完美安排，但公部門組織，真的因此在疫情期間維持組織效能且同時兼顧了員工的福祉與需求？
本研究以公部門具居家辦公經驗者為研究對象，於2021年8月針對新北市政府所屬機關具居家辦公經驗者進行調查，共回收344份有效問卷，透過量化研究探究疫情期間居家辦公者的主觀感受。從工作家庭衝突理論、工作家庭疆界理論出發，探討公部門推行居家辦公過程中，機關所推動之居家辦公措施相關規劃及資源對員工主觀所感知工作家庭衝突之影響。
過去無論是工作家庭衝突理論及工作家庭疆界理論，皆無針對居家辦公者（尤其是公部門）做相關的探索，此外在居家辦公相關的文獻中，亦無針對公部門管理者所提供之相關資源進行研究分析。本研究試著運用疆界理論，將現行公部門推動居家辦公提供的資源加以區隔，探究其對於公部門員工工作家庭衝突之影響，另從個人主觀對工作家庭區隔的偏好觀點，探索其與現行公部門居家辦公資源與個人工作家庭衝突感受的交互作用。
研究發現，居家辦公之工作資源對於工作家庭衝突有顯著之負向影響。各機關在推行居家辦公時，倘給予同仁相關的工作資源，將會減少同仁在工作與家庭帶來的衝突。若是依照疆界理論，把居家辦公資源分成一般資源、區隔資源及整合資源，一般資源（工作自主、主管支持、組織支持）可顯著降低工作家庭衝突，區隔資源（育兒需求、防疫風險之居家辦公政策）及整合資源（提供居家辦公所需資訊設備及其他資源）皆未顯著降低工作家庭衝突。個人與家庭整合性越高，個人在工作與家庭之間的角色越模糊，工作家庭衝突皆會升高，也就是工作家庭疆界的整合，其實並非產生較少的工作家庭衝突。
[關鍵詞]：居家辦公、工作家庭衝突、工作資源、工作家庭疆界理論、友善職場措施
Work-Family Conflict and Job Resources among Public Officers with Work-from-Home Experiences during COVID-19 Pandemic
Tseng Cheng
Abstract
Work-from-Home (WFH) is not a new concept. Its adoption in the public sector is rather slow. COVID-19 has forced us to find a new way of working, especially during the lockdown in many countries. This research aims to find out how different types of resources influence the work and family conflict when government employees work from home during the pandemic. Under the interaction of the individual employee’s personal preference in the different segment of the resources, how the public sector providing different types of job resources impacts the work and family conflict is discussed. An online survey was conducted among New Taipei City public officers with WFH experiences during the pandemic to investigate their perceptions of work and family conflict. Based on the hierarchical regression analysis of 344 copies of valid questionnaire, the overall work-family conflict on job resources remains a significant negative relationship, the impact of job resources on work-family conflict has a significant negative impact, the general resources and work-family conflict have significant negative relationship. The enhancement of the individuals’ preference for segmentation will strengthen the negative relationship between the segmentation resource and the work-family conflict. The study also found that the support from managers does have an impact on employees’ perceptions of work and family conflict.
Keywords: work from home, work family conflict, job resources, work-family border theory, individuals’ preference for segmentation