近年來，居家辦公已成為全球企業組織中不可忽視的工作模式，特別是在COVID-19疫情後，許多企業採用遠距工作或混合辦公方式，以適應數位化時代的變革。雖然居家辦公為員工提供了更大的工作彈性與自主性，但也帶來了新的挑戰，特別是如何平衡工作與家庭責任。由於工作與家庭界線的模糊，居家辦公者更容易面臨職家衝突，進而影響其整體幸福感。因此，本研究聚焦於居家辦公者，探討其職家衝突對幸福感的影響，並進一步分析居家辦公天數與正念特質在其中的調節作用，以期提供更具體的管理建議，幫助企業和員工更有效地應對遠距工作的挑戰。
本研究以居家辦公者為主要研究對象，透過問卷調查方式收集308位具備居家辦公經驗的員工樣本，並運用階層迴歸分析驗證研究假設。研究結果顯示，職家衝突顯著負向影響居家辦公者的幸福感，亦即職家衝突程度越高，幸福感越低。此外，正念特質能有效緩解職家衝突對幸福感的負面影響，顯示具備較高正念特質的個體能更好地調適職場與家庭間的壓力。至於居家辦公天數，在工作對家庭衝突與幸福感的關係中未顯著影響，而在家庭對工作衝突與幸福感的關係中亦未達顯著水準。
本研究以了解居家辦公者職家衝突與員工幸福感的影響，將其細分為工作對家庭衝突與家庭對工作衝突進行詳細分析，並以居家辦公天數和正念特質的調節效果來補足過去的研究缺口，並依據實證結果提出理論與實務意涵供後續相關研究及企業之參考。

In recent years, working from home (WFH) has become an indispensable work model for global organizations, especially in the post-COVID-19 era, where many companies have adopted remote or hybrid work arrangements to adapt to digital transformation. While WFH provides employees with greater flexibility and autonomy, it also presents new challenges, particularly in balancing work and family responsibilities. Due to the blurring of boundaries between work and home, employees working from home are more susceptible to work-family conflict, which may, in turn, affect their overall well-being. Therefore, this study focuses on employees working from home, examining the impact of work-family conflict on their well-being and further analyzing the moderating effects of the extent of work from home and mindfulness traits. This research aims to provide concrete management recommendations to help organizations and employees more effectively address the challenges of working from home.
This study targets employees working from home as the primary research subjects. Data were collected from 308 employees with WFH experience through a survey, and hierarchical regression analysis was employed to test the research hypotheses. The results indicate that work-family conflict has a significant negative impact on the well-being of employees working from home, meaning that higher levels of work-family conflict correspond to lower well-being. Moreover, mindfulness traits effectively mitigate the negative impact of work-family conflict on well-being, suggesting that individuals with higher mindfulness traits are better at managing the stress between work and family roles. As for the extent of work from home, it did not significantly affect the relationship between work-to-family conflict and well-being, nor did it have a significant impact on the relationship between family-to-work conflict and well-being.
This study aims to explore the impact of work-family conflict on employee well-being among employees working from home by distinguishing between work-to-family conflict and family-to-work conflict. Additionally, it examines the moderating effects of the extent of work from home and mindfulness traits to fill the research gap in previous studies. Based on the empirical results, theoretical and practical implications are provided for future research and organizational applications.

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