本研究以社會交換理論為基礎，探討(1)工作家庭福利溝通與工作家庭福利滿意、工作滿意間之關聯，及其是否存在工作家庭措施可使用性(perceived accessibility)之中介效果；(2)知覺主管支持對工作家庭措施可使用性與工作家庭福利滿意及工作滿意之調節效果。本研究對國內35家公司之員工進行問卷調查，經階層迴歸分析654份有效樣本後發現，工作家庭福利溝通與工作家庭福利滿意、工作滿意等結果變項間存在正向關聯，而工作家庭措施可使用性則能部分中介工作家庭福利溝通與前述員工滿意結果變項之關係；而知覺主管支持會強化工作家庭措施可使用性與工作滿意的正向關聯，但對工作家庭措施可使用性與工作家庭福利滿意間的關聯則無顯著性的調節效果。;The purpose of this study was to develop a model integrating research on relationships between employee perceptions of supervisor support and accessibility of work-family practices, benefits communication, and employees′ satisfaction as well. Drawing on 654 employees from 35 companies in Taiwan, we compared the relative influence of types of workplace support to work-family conflict: perceived accessibility of work-family practices, benefits communication, employees′ satisfaction, and supervisor support. Results showed the benefits communication was positively associated with employees′ satisfaction (work-family benefits satisfaction and job satisfaction). In addition, perceived accessibility of work-family practices partial mediated the above relationships. Furthermore, perceived supervisor support moderated positively the relationship between perceived accessibility of work family practices and job satisfaction, but not the relationship between perceived accessibility of work-family practices and work-family benefits satisfaction.
