第五章 結論討論與建議
第二節 研究限制與建議
本研究礙於時間和經費上的限制，仍有一些重要因素在本研究中未曾加 以探討，但卻相當重要，值得後續研究者繼續深入加以分析，謹分述討論如 下。
ㄧ、研究限制及對後續研究之建議 (一)研究變項
本研究的測量變項大多參考國內外的相關研究，加以修訂而成，在工作 -家庭雙向衝突、神經質、心理健康、快樂之認知感受的測量題目部分，同 樣經過關研究者的反覆驗證使用，然而，從研究結果中可以發現，工作-家 庭雙向衝突對於快樂的直接影響並不大，顯示中間尚有其他調節變項。前述 文獻探討的部分曾提到，工作-家庭雙向衝突可視為一種特殊的壓力過程，
由於工作-家庭雙向衝突被視為潛在壓力源，導致許多壓力反應(如:心理疾 病)，過去對於壓力反應的調節變項，除了五大人格外，也有如 A 型性格 (Friedman & Rosenman, 1974)、內外控性格(Rotter, 1966)、堅毅性(Kobasa, 1979, 1982)、自尊(Rector & Roger, 1997)、情緒智能(Bar-on, 1997; Salovey, Hsee, & Mayer, 1993)、靜坐經驗(初麗娟、高尚仁，2005)、工作控制及主管 支持(Wong & Lin, 2007)等等均會影響壓力環境與壓力反應間之關係，建議未 來研究可以加入這些調節變項，進行深入的分析研究。
(二)研究資料
本研究在資料取得方面，是屬於橫斷面的研究，所以本研究對工作家庭 衝突雙向衝突及對於心理健康、快樂之影響，僅反映受訪者當時的知覺，然 而，個人對工作-家庭雙向衝突與心理健康、快樂的感受，極可能因時空環 境的不同，而有所差異。
因此，後續研究者可以針對某一特定飯店進行長時期的觀察研究，如此 一來，便能瞭解受訪者對工作-家庭雙向衝突與心理健康、快樂的感受之間 有無存在顯著關係，是否會因時間的推移，而有所變化。
(三)研究樣本
本研究的研究樣本年齡層大多以 21~30 歲的飯店員工最多，共 238 位 (62.8％)，推測可能以基層員工居多，且又以未婚的員工佔大多數，共有 283 位(74.7%)。由於基層及沒有家庭的員工所感受的工作-家庭雙向衝突可能較 低，這也是本研究的限制之一。建議未來研究可以針對中高階層主管或已婚 之飯店員工發放問卷，比較是否會與本研究有不同的結果。
二、對經理人及業者之建議
從研究中我們可以發現，工作-家庭衝突中以問卷中第四題：「由於工作 的關係，我經常錯過重要的家庭和社交活動」平均數 4.05 最高，這可能是 由於飯店服務業的特性：工作時間不固定、工作時間過長，導致員工無法在 工作生活和家庭生活間取得平衡。這些衝突長期累積下來，進而影響其心理 健康、快樂感受，因此，飯店經理人應該整合相關體系和資源，訂定合理的 福利、休假制度或彈性排班制度，營造良好的工作環境，減輕飯店員工在工 作-家庭雙向衝突中所面臨的壓力。
另外，在研究中也發現，高神經質之個體，不論在低家庭-工作衝突或高 家庭-工作衝突中，心理健康狀況都是較差的。所以建議經理人或業者，在 遴選飯店員工時，除了服務熱忱和其他條件之外，也能夠做人格測驗，篩選 神經質傾向較低之員工。
三、對員工之建議
從研究中可以發現，心理健康對於快樂的影響是非常顯著且直接的。而 正如上述，高神經質之個體，不論在低家庭-工作衝突或高家庭-工作衝突中，
心理健康狀況都是較差的，因此本身如果是高神經質的個性，或許就不適合 從事飯店服務業。而對於已經從事飯店服務業之員工，如有心理疾病的徵 狀，例如經常因為不明原因感覺疲倦、緊張、沮喪等徵狀，應該尋求協助或 自我調適，避免影響其心理健康或快樂感受。
回顧本研究過程，從對工作-家庭雙向衝突、神經質、心理健康與快樂間
的好奇，進而在文獻探討的過程中，發現有關的研究頗為稀少，尤其以國內 飯店員工為研究對象的相關研究更是付之如闕。因此，本研究遂以工作-家 庭雙向衝突、神經質、心理健康與快樂等相關文獻為基礎，進行問卷調查分 析，從本研究結果中獲得諸多重要發現，而這些重要發現，對於理論與實務 上有許多重要意涵，可以作為有效降低工作-家庭雙向衝突的基礎。然而，
工作-家庭雙向衝突和心理健康、快樂間的研究，仍有許多本研究未曾觸碰 到的課題，值得日後研究者繼續從事研究，因此，也對未來的研究方向提出 部分建議。雖然本研究在理論與實務上，提供了部分重要的意涵，但若要在 工作-家庭雙向衝突和心理健康、快樂的研究上累積更多的成果，冀望有更 多研究者投入後續的相關研究中。
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