本研究以社會交換理論爲基礎，探討工作與家庭措施使用度與員工情感性組織承諾及工作投入之間，是否存在知覺組織支持之中介效果。本研究在國內某光電公司進行調查研究，經由階層迴歸分析1,115份有效樣本後發現，工作與家庭措施使用度確實會與情感性組織承諾與工作投入間存在正向關聯；而知覺組織支持則能完全中介工作與家庭措施使用度與前述工作態度之關係。

Based on social exchange theory, this study explored the effects of the use of work-family practices on employees' work attitudes (i.e. affective organizational commitment and job involvement), and the mediating role of perceived organizational support. Hierarchical regression analyses explored both models using sample from 1,115 employees of a high-tech company. The results showed that the use of work-family practices have significantly positive impacts on affective organizational commitment and job involvement of employees. In addition, perceived organizational support fully mediated the previous relationships respectively. Findings are discussed in terms of implications for theory and organizational practice.