| Summary: | 碩士 === 國立臺灣師範大學 === 科技應用與人力資源發展學系 === 103 === This study aimed to explore the relations between employee’s perceived use of friendly-family policy, work-family conflict and turnover intention. The friendly-family policy is divided into work-support policy and family-support policy, while the work-family conflict includes work-to-family conflict and family-to-work conflict. Following theoretical perspectives of conservation of resource, model of employee’s withdrawal decision process, and model of stressors-strain. This study collected necessary data from employees in a high-technology company through questionnaire, and 220 valid questionnaires were returned. The results of this study are as follows: (1) Employee’s perceived use of work-support policy negatively affects work-to-family conflict; (2) Employee’s perceived use of family-support policy negatively affects family-to-work conflict; (3) Work-family conflict positively affects turnover intention; (4) Employee’s perceived use of friendly-family policy negatively affects turnover intention; (5) Work-to-family conflict partially mediates the relationship between employee’s perceived use of work-support policy and turnover intention; (6) Family-to-work conflict partially mediates the relationship between employee’s perceived use of family-support policy and turnover intention; and (7) Family-support policy is more effective than work-support policy in reducing employee’s turnover intention.
Keywords: friendly-family policy, work-family conflict, turnover intention
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