根據工作家庭增益模型，資源會促使工作家庭增益形成。隨著勞動結構的改變，為留住人才，並協助員工在工作與家庭兩個領域間取得平衡，組織傾向提供相對資源及支持。本研究將探討工作資源與工作家庭增益之間的直接影響，並且將針對性別與角色認同兩個面向來探究具有何種特性的個人會比較願意將工作資源運用於家庭。本研究結果發現，賦能資源，如：學習機會，工作自主，以及心理資源，如：尊重，與工作家庭增益有顯著的直接關係，除此之外，性別調節效果的部分，與我的假設相同的是，當女性投入越多金錢於家庭的時候，她們感受到的工作家庭增益越強，至於角色認同的調節效果，倘若家庭角色認同者在工作領域上備受尊重及重視，工作家庭增益越強，然而，另一結果顯示，越重視工作的個人，工作自主性越高時，工作家庭增益則越高。根據本研究結果，建議組織應該多提供員工賦能和心理資源，並且建立家庭友善制度時，應該考慮到每個人有不同的特點，需多方考量，必能更加協助員工扮演好家庭角色。

Based on work-family enrichment model, resources might facilitate enrichment to occur. With workforce structure changing, organizations tend to provide resources or supports to help employees meet their family demands and keep work-family balance. In this study, I aim to explore the direct effect between work resources and work-to-family enrichment. In addition, I also figure out which characteristics may affect individual’s behavior about utilizing resources to family by examining how gender and role identity influence the relationship between work resources and work-to-family enrichment. My finding proposes enabling and psychological resources such as learning opportunities, respect and job autonomy are strongly associated with work-to-family enrichment. Consistent with my prediction about gender, the more money women contributed to their family, the higher work-family enrichment occurred. As for effect of role identity, it was proved that family-role identity individuals incline to experience greater work-to-family enrichment if their superiors and coworkers respect them more. However, for individuals who have work-role identity, it would be assist them to perform better in their family if they could control how, where and when to finish their work. In sum, this study suggests when organizations design family-friendly policies, it is better they consider about employees’ characteristics.

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