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| 題 名 | 澳門公務人員工作家庭衝突狀況及影響因素分析=Análise dos Conflitos entre Trabalho e Família e dos Factores Influenciadores dos Trabalhadores dos Serviços Públicos de Macau、The Work-Family Conflict of Civil Servants in Macao and Its Associated Factors |
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| 作 者 | 柯麗香; 區耀榮; | 書刊名 | 行政:澳門公共行政雜誌 |
| 卷 期 | 37:2=144 2024.11[民113.11] |
| 頁 次 | 頁90-105+129-130 |
| 分類號 | 544.18 |
| 關鍵詞 | 澳門公務人員; 工作家庭衝突; 性別家庭觀念; 自我效能; 生活/工作連通行為; Trabalhadores dos serviços públicos de Macau; Conflitos entre trabalho e família; Género e valores familiares; Auto-eficácia; Vida/trabalho; Conectividade de trabalho; Civil servant; Work-family conflict; Gender and family values; Self-efficacy; Life/work connectivity; |
| 語 文 | 中文(Chinese) |
| 中文摘要 | 基於公務人員工作家庭衝突議題的重要性和研究不足,本文透過調查 瞭解澳門公務人員工作家庭衝突狀況,並從性別與家庭觀念、工作生活行為、自 我效能、社會支持等方面分析其影響因素和緩解措施。結果發現,少部分公務人 員存在工作家庭衝突,當中約三成人認為工作影響家庭,約一成人認為家庭影響 工作,而女性受工作對家庭的影響較男性稍大,程度中等;至於家庭對工作的影 響,男性和女性相若,程度較低。研究亦發現,性別和家庭觀念偏頗會增加兩性 的工作家庭衝突,而上班和下班的通訊設備使用亦會影響工作家庭衝突,但利弊 不一,因性別而異。在影響因素中,工作家庭平衡力的影響力最大,有助減少兩 性的工作家庭相向衝突,而社會支持則有助減少女性的工作家庭衝突。基此,研 究建議鼓勵部門採取生命周期導向及彈性化的管理模式、向人員提供心理輔導和 工作家庭平衡力培訓、加強性別主流化的工作,以及制定針對家庭崗位歧視和性 別歧視的法律。 |
| 英文摘要 | To fill the research gap of the work-family conflict of Macao civil servants, this study uses a survey to investigate their work-family conflict, the associated factors and relief measures from the aspects of gender and family value, working and living behavior, self-efficacy, and social support. The result reveals that a small proportion of civil servants indeed experience work-family conflict, the impact on family is greater than on work and female experience more work to family conflict. Research also finds that unequal gender and family culture exacerbate work-family conflict, and the use of information and communication technology during working or non-working hours also affects work-family conflict both positively and negatively, also with uneven impact on men and women. Among the associated factors, work-family balance selfefficacy is the most powerful factor in reducing work-family conflict, while social support is found to help reduce female work-family conflict. Based on these findings, this study recommends promoting departmental management models that cater to the life cycles and humanity of employees, providing related psychological counseling services and work-family balance training, strengthening gender mainstreaming in the workplace, and enacting family status and gender discrimination laws. |
本系統中英文摘要資訊取自各篇刊載內容。