現有職家研究中關注因應的研究並不多，我們將探討在職家衝突的情境 下，不同的因應策略對適應後果的影響。適應後果涵蓋工作面（組織承諾、工 作滿意、離職意向、工作績效）、家庭面（家庭滿意）與個人面（身心健康） 等多項指標。此外，由於缺乏專為職家情境設計的因應量表，故本研究採用 Somech與Drach-Zahavy（2007）的「職家因應策略量表」（work-family coping strategies scale, WFCS），並在臺灣社會脈絡中編修此一工具並確認其理論基礎 與信效度。結果顯示，WFCS可概分為「權衡適中」與「追求完美」兩種，均 屬於職家衝突之問題取向因應策略，故我們另行納入職家衝突之情緒取向因應 策略，編成新的「職家衝突因應策略量表」。利用結構式問卷進行調查，研究 對象以全臺灣來自不同組織的全職工作者為樣本，共計回收630份有效問卷。研究結果發現，職家問題取向因應策略之「追求完美」有最佳的適應效果，「權衡適中」則與各項適應指標皆無關聯，職家情緒取向因應策略卻有較差的適應效果。

Coping strategies have received little attention in the work-family research, and theory-based coping measures are lacking. We proceeded to investigate the relationships between various work-family conflict coping strategies and adaptational consequences, including work (organizational commitment, job satisfaction, turnover intention, and job performance), family (family satisfaction), and individual outcomes (mental and physical health).The situation-specific workfamily coping strategies scale (WFCS) originally developed by Somech and Drach- Zahavy (2007) is a rare exception. We revised the WFCS scale in the Taiwanese context and found two kinds of coping categories: “Super at work/home” and “Moderation at work/home”. Since both strategies are problem-focused, we included some emotion-focused coping strategies in our revised WFCS scale. Using structured questionnaires, a diverse sample of 630 full-time employees drawn from a variety of organizations was surveyed. We found that “Super at work/home” as a problem-focused coping strategy had good effects on adaptational consequences across the board, while “moderation at work/home” has no effect and emotion-focused coping strategies had some bad effects.