受惠於智慧型手機的便捷性和高度功能性，現今員工在下班後或假日時使用智慧型手機變相加班的情況已屢見不鮮，促使員工的工作與家庭生活之界限逐漸模糊消失。因此，針對「下班後使用智慧型手機辦公」制定相關法規與因應措施成為當今政府與企業的重要課題，而瞭解員工在下班後使用智慧型手機處理工作相關的事務的動機、影響以及兩者之間的關係對於法規與措施的制定而言尤為重要。

本研究採用以資訊科技為基礎之疆界管理為研究架構，並以在職且有使用智慧型手機的國內工作者為研究對象，探討其角色廣度自我效能、下班後與工作相關的智慧型手機使用與工作家庭衝突之間的關係與影響程度；性別和疆界管理偏好為調節變項，探討此二項因素是否會對下班後與工作相關的智慧型手機使用與工作家庭衝突之關係產生干擾作用。本研究以問卷調查法進行，最終共回收337份有效問卷，並透過驗證性因素分析、相關分析以及迴歸分析等方法進行資料之分析。

實證結果顯示：(1)角色廣度自我效能對工作家庭衝突具有顯著正向影響，其中又以時間衝突和壓力衝突之影響較為顯著。(2)角色廣度自我效能對下班後與工作相關的智慧型手機使用具有顯著正向影響。(3)下班後與工作相關的智慧型手機使用對工作家庭衝突具有顯著正向影響，其中又以時間衝突和壓力衝突之影響較為顯著。(4)疆界管理偏好對下班後與工作相關的智慧型手機使用與工作家庭衝突之關係具有正向調節效果，偏好區隔者的工作家庭衝突之程度高於偏好整合者。本研究結果不僅可以作為後續研究之基礎，亦可以提供政府與企業作為制定方針與措施實行的參考。

Benefiting from the convenience and high functionality of smartphone, work-related smartphone use during off-job time is now quite common for employees, which has gradually blurred the boundary between work domain and family domain. Therefore, it has become an important issue for government and enterprises to formulate regulations and countermeasures for work-related smartphone use during off-job time, and to understand the motivation as well as the impact for work-related smartphone use during off-job time is especially essential to formulate regulations and countermeasures.

Based on IT-based boundary management, this study took Taiwanese employees using smartphones as the object of research, and the aim of this study was to investigate the relationship between role breadth self-efficacy, work-related smartphone use during off-job time and work-family conflict. In addition, this study examined the moderation effect on the relationship between work-related smartphone use during off-job time and work-family conflict by taking gender and boundary management preference as moderators. This study was conducted by questionnaire survey. A total of 337 valid questionnaires were collected and were analyzed by confirmatory factor analysis, correlation analysis and regression analysis.

The empirical results show that: (1) Role breadth self-efficacy has a significant positive impact on work-family conflict, and the impact of time-based conflict and strained-based conflict are more significant. (2) Role breadth self-efficacy has a significant positive impact on work-related smartphone use during off-job time. (3) Work-related smartphone use during off-job time has a significant positive impact on work-family conflict, and the impact of time-based conflict and strained-based conflict are more significant. (4) Boundary management preference can moderate the relationship between work-related smartphone use during off-job time and work-family conflict, and the degree of work-family conflict among those who prefer segmentation are higher than those who prefer integration. This research can not only be the base of further research, but also be a reference for government and enterprises to formulate regulations and countermeasures.

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