本研究雖然經由蒐集國外相關文獻形成研究動機，建立研究架構與假說，進 一步得到統計驗證，但仍有許多不足之處，所以將研究限制和未來建議一起進行 說明，以作為日後研究之努力方向，並整理如下：
一、研究係屬橫斷面的研究，這樣的研究方式只能瞭解單一時間點下，受測者的 反應。後續研究可採取縱斷面的研究程序，探討不同時間點下，受訪者的反 應是否有所變化。
二、本研究最大貢獻在於以角色衝突為前因，探討其對員工工作相關產出的影 響，進一步比較不同性別員工的影響效果，研究結果已獲得初步的論證。
然而，未來研究可進一步找出其他影響變數，針對男女間的差異做更深入 的探討。
三、後續的研究可以針對一些其他產業(例如：製造業)或是不同的位階(例如:
經理人)，去選擇適當的前因變數和工作產出，深入了解性別的差異。
四、因為資源有限，本研究只探討性別對整體架構的調節效果，但是還是有一 些可能的調節變數可以去做探討的，像是員工的個人經驗(新進員工或是已 經有經驗的員工)、個人人格(例如:內外控的性格)、主管的領導風格(例如:
關懷式的領導)和環境特徵(例如:顧客服務的類型或是組織氣候)，這些都 有可能會對模型的路徑有所影響，故未來的研究可以朝這個方向進行。
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