本研究旨在探討雙生涯的女性公務人員主管們在工作與家庭角色平衡增益的經驗，包含了影響女性生涯發展的因素、女性領導的特質，以及雙生涯家庭角色平衡增益的方法。研究採用敘事研究取向，以半結構深度訪談法，針對4位簡任女性公務人員主管蒐集資料，以「整體—內容」、「類別—內容」進行資料分析。研究結果如下：
本研究4位研究參與者在女性生涯發展過程中，內部影響因素部分，具有同理心，獨立性高、求知慾強、願意創新、勇於嘗試、自我覺察能力等共通特色，同時屬關係導向，將家人與重要他人的關係視為生涯規劃的優先考量；外部影響因素部分，研究參與者皆雖然生長在重男輕女年代，但隨著人生歷練不斷累積成功經驗，提升自我效能。4位研究參與者也深受華人文化與社會規範的影響，雖然工作忙碌，仍努力承擔著母職的角色，用心的照顧子女與家務。
本研究4位研究參與者在女性優勢領導特質部分，主要採權變型領導，參與式的分享決策權力，全人的觀點照顧員工公私領域，以自身母職的經驗特質，同理關心體諒部屬，營造著良好的工作氛圍。
本研究4位研究參與者在雙生涯角色的平衡與增益方法，歸納共通因應策略包含善於時間管理、不斷增進知能、事先規劃降低不確定性、配合子女調整工作比重；尋求可協助的資源來節省時間或因應突發事件；找出適合自己的減壓策略，舒坦身心壓力。
最後、根據研究結果，提供給同為職業婦女的大家，吸取他人的經驗與優點，作出最適合自己的生涯規畫、增益職家生活達到平衡人生。

This study investigated how women from dual-career families balance their job and family roles and their work-family enrichment. The discussion covered factors that affect women’s career development, characteristics of female leadership, and the enrichment of women’s work roles by their family roles in dual-career families. This study adopted a narrative research design and conducted semistructured in-depth interviews with 4 female Senior Rank civil servants. The data were then analyzed in terms of “holistic-content” and “categorical-content.” The results are as follows.
Internal factors that affected the 4 participants’ career development were empathy, independence, desire for knowledge, willingness to innovate, openness to trying new things, and self-awareness. These women were relationship-oriented and prioritized their relationships with family members and their significant other in their career planning. As for the external factors, despite facing male privilege, the participants were able to improve their self-efficacy through the successful experiences they gained during their constant endeavors in life. In addition, the participants were deeply affected by the ethnic Chinese culture and social norms. However busy they were at work, they made the effort to take care of their children and house chores to meet the expectations from their mothers.
Regarding their leadership characteristics, the participants mainly adopted the contingency leadership style, exercised participative and shared decision-making, cared for colleagues’ professional and private lives from a holistic perspective, and empathized with subordinates based on their experiences as mothers. These practices created a positive work atmosphere.
The participants developed common response strategies to balance their family and work roles and to facilitate role enrichment. These strategies included managing time well, acquiring new knowledge continuously, planning to minimize uncertainty, allocating workload according to the needs of their children, seeking available resources to save time or respond to unexpected events, and developing their own strategies to relieve physical and mental stress.
Finally, the findings were provided as a reference for all career women. The experiences of these participants may help mothers plan their careers, ensure family-work enrichment, and thus maintain a balanced life.

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