本研究旨在探討敬業貢獻度的前因後果，嘗試以整合性的架構，探討社會支持（同事支持和組織支持）如何對於領導者與成員交換關係品質和工作－家庭衝突之間接關係（透過敬業貢獻度的中介）產生干擾的效果。為了符合本研究的需求，採取兩階段的資料蒐集方法，回收有效問卷共222份，並進行干擾型中介模式的驗證。結果發現：一、領導者與成員交換關係對敬業貢獻度具有正向關係；二、敬業貢獻度對工作－家庭衝突具有負向關係；三、領導者與成員交換關係透過敬業貢獻度對工作－家庭衝突具有顯著影響；四、同事支持對於領導者與成員交換關係和工作－家庭衝突之間的關係不具有干擾的效果，但組織支持對於領導者與成員交換關係和工作－家庭衝突之間接關具有干擾的效果。研究之實務意涵、限制及未來研究將在最後做討論。

This study aims to investigate a research framework that social support (organizational support and co-worker support) moderated the relationship between leader-member exchange (LMX) and work-family conflict after the mediating effect of job engagement. A two-stage data collection method was used and totally 222 samples were collected. Results show that: (1) LMX has positive effect on job engagement. (2) Job engagement has negative effect on work-family conflict. (3) Job engagement mediates the relationship between LMX and work-family conflict. (4) Not co-worker support but organizational support moderates the indirect effect of LMX on work-family conflict (through job engagement). Theoretical contributions, limitations, future research, and managerial implications were discussed.