近年來，因為性別意識的興起使得女性工作環境產生變化。除了許多國家紛紛開始重視並改善女性的工作狀況與環境之外，女性議題也是現今的社會與職場上重要的課題之一。本研究目的是根據2012年中研院-台灣社會變遷調查的二手資料庫中探討職家衝突、滿意度、性別與性別意識形態。本研究採用台灣全職員工樣本並探討四個主要的問題：(1)職家衝突與滿意度之關係 (2)性別為調節因子與職家衝突和滿意度之關係 (3)性別意識形態為調節因子與職家衝突和滿意度之關係 (4)性別差異在職家衝突、滿意度與性別意識形態之關係。從中研院2012台灣社會變遷調查的數據中選出611筆資料為研究樣本。研究結果顯示職家衝突與滿意度存在顯著負相關，性別意識形態為調節因子與職家衝突和滿意度有顯著性，性別差異發生於職家衝突與性別意識形態。根據研究發現，本作者針對實務與學術研究提出許多建議。ㄧ個健全的人力資源功能會幫助員工平衡衝突、增加滿意度與提升工作績效並帶給組織利益。然而，本文中發現職家衝突與性別意識形態存在負相關和在台灣員工中性別差異並不存在於滿意度調查，希冀之後的研究者能提供更深層的研究與探討。

Today, women work environment have transformed due to the call for gender mainstreaming in the workplace and it has become one of the important issue in our society; many countries devoted effort on improving female’s working conditions and environment. The purpose of this study is to examine the relationship among work family conflict, satisfaction, gender and gender ideology based on 2012 secondary data of Taiwan Social Change Survey in Academia Sinica. Thus, this study used married workers with full-time employment in Taiwan as sample and examined four main issues, including the relationship between work-family conflict and satisfaction, the moderating effect of gender on the relationship between work-family conflict and life satisfaction, the moderating effect of gender ideology on the relationship between work-family conflict and satisfaction as well as the gender difference in work-family conflict, satisfaction and gender ideology. Data were selected from the 2012 Taiwan Social Change Survey (TSCS) of Academia Sinica and the samples were 611. The result indicated that work-family conflict had significantly negative correlated to satisfaction; moreover, gender ideology had significant moderating effect on the relationship between work-family conflict and satisfaction. Besides, gender difference existed in work-family conflict and gender ideology. Several implications and suggestions were proposed for managerial practice and theoretical research based on the research findings. A well-structured HR functions will help employees balance conflicts, increase satisfaction and improve performance to benefit to organizations; moreover, an in-depth discussion of negative relationship between work family conflict and gender ideology as well as why gender difference does not exist in satisfaction for Taiwanese employees.

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