本研究欲探討領導者-成員交換關係(LMX)是否是一體兩面的利刃，在帶給部屬好處的同時，又影響了部屬的工作負擔，進而又影響到部屬的工作對家庭衝突。主要研究目的有三項：（一）探討領導者-成員交換關係對工作負擔的影響。（二）探討領導者-成員交換關係對工作干擾家庭的影響。（三）探討工作負擔對於領導者-成員交換關係與工作干擾家庭的中介影響。

　　本研究採用問卷調查的方式，共蒐集180份有效問卷，樣本發放對象為正職金融業工作者。經實證研究結果發現，LMX(情感)會有效降低部屬的工作干擾家庭，而LMX(貢獻)則會使部屬知覺到較高的工作負擔。此外，工作負擔會部分中介LMX(貢獻)與工作干擾家庭的關係。研究結果有助於管理者應該在什麼時機下與其部屬劃清友好關係，另外也有助於部屬瞭解是否該與主管保持適當距離。這樣對於降低組織內部的公平性有一定的幫助。本研究在最後並提出研究限制與未來建議，提供後續研究者有進一步探討的方向。

This study examined whether the Leader-member exchange, called LMX, is a dual-edged sword, which can benefit subordinates with positive impacts. However, in the same time, LMX will bring some negative impacts on them, such as heavy workload and work-family conflict. There are three purposes in this study: (1) Examine the relationship between LMX and workload. (2) Examine the relationship between LMX and work interferes family. (3) Examine the mediating effect of workload between LMX and work interferes family.

　　Survey data were collected from 180 financial workers. Results revealed that LMX(affect) is negatively related to the work interferes family. LMX(contribution) is positively related to the workload. Also, workload partially mediates the relationship between LMX(contribution) and work interferes family. Managerial implications of the study were discussed, and suggestions for the future studies were also provided.

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