現今由於教育程度的提升、女性經濟自主意識抬頭，加上政府近年來政策的推動下，就業市場已逐漸打破性別的藩籬。過去以「男主外、女主內」為分工，然而現今夫妻雙方共同分擔經濟時，使得工作與家庭領域間的事務必須重新分配。在亞洲社會，傳統的女主內觀念依舊存在，家庭事務仍由大部分女性承擔；而男性雖然家務分配低於女性，但就知覺上，回到家感覺多了另一份工作。因此，在這趨勢下，工作家庭衝突已逐漸成為大部分工作者的心理感受。
過去關於工作家庭衝突的研究中，對工作、非工作領域的後果影響並不相同。本研究依據Frone, Russell, & Cooper, (1992)的研究架構，探討不同方向的工作家庭衝突對工作及非工作領域的影響，並納入個人相關變數－角色認同，檢視個體不同認同傾向的調節效果。本研究正式問卷共發放了1395份，樣本有效回收率為75.48 %，經皮爾森相關分析、迴歸分析後，本研究結果發現，工作家庭衝突（WFC）對工作及生活滿意皆有直接效果，而家庭工作衝突（FWC）僅對生活滿意有直接影響。在角色認同方面，符合本研究預期，當被壓抑的「後角色」為個體所認同之角色時，會大幅降低對「後角色」的滿意度。最後，本研究針對研究結果進行討論，並提出組織管理上的建議。

Due to the advance of education level, the awakening of conscious of being economical independent for females, and the government’s impetus, the barrier of employment market between male and female has been broken in recent years. The saying that “Man are breadwinners; women are homemakers” has been phased out because husband and wife both share the responsibility for supporting their family together. Therefore, the duties of job and house will be redistributed. In Asian society, wives take charge of majority of housework; however, although husbands are only assigned for much smaller proportion of the housework, they still think that they have another job at home. As a result, under this tendency, the work family conflict has affected on worker's psychological feeling more than before.
Previous researches showed different effects of work family conflicts on job satisfaction and life satisfaction. This research is based on the framework of Frone, Russell, & Cooper, (1992) to probe into the influence of difference directions of work family conflicts on work and the non-work field. An individual variable, role identity, is integrated to examine the moderating effects of individuals’ different identity tendency. 1395 questionnaires were distributed, effective return rate was 75.48%. The result from examination of Pearson correlation analysis and regression analysis demonstrates that the work family conflict (WFC) affects job satisfaction and life satisfaction; however, the family work conflict (FWC) only affects life satisfaction. The result of role identity is consistence with the hypothesis in this research. The last part of this study is to discuss the findings from the result and come up with some management implications.

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