近年來，臺灣少子化問題日益嚴重，女性勞動參與率持續提高，使工作與家庭角色平衡逐漸成為影響生育意向的重要議。本研究以工作要求－資源模型為理論基礎，探討工作要求、企業家庭友善政策、個人生活污名化、工作－家庭衝突及女性員工生育意向之關係。本研究採問卷調查法，以 20 至 45 歲且具有工作之女性為研究對象，共回收 248 份問卷，經篩選後取得 202 份有效樣本，並以驗證性因素分析及階層多元迴歸分析進行資料分析。研究結果僅發現工作要求與工作－家庭衝突具有顯著正向關係，而企業家庭友善政策對女性員工生育意向具有顯著正向影響。企業家庭友善政策與工作－家庭衝突間無顯著關係，工作－家庭衝突與生育意向間無顯著關係。此外，個人生活污名化也不具調節效果。本研究認為，提升女性員工生育意向，除了需要降低工作要求，更應建立支持性的組織文化，使家庭友善政策能真正發揮效果。研究結果可作為企業推動家庭友善職場及未來相關研究之參考。

Recent years, Taiwan’s declining birth rate has become increasingly severe, and as the female labor force participation rate continues to rise, balancing work and family roles has gradually become a key factor influencing fertility intentions. Based on the Job Demands–Resources Model, this study examines the relationship among job demands, family-friendly corporate policies, personal life stigmatization, work–family conflict, and female employees’ fertility intentions. This study employed a questionnaire survey method, targeting employed women aged 20 to 45. A total of 248 questionnaires were collected, and after screening, 202 valid samples were obtained. Data analysis was conducted using confirmatory factor analysis and hierarchical multiple regression analysis. The results only revealed a significant positive relationship between job demands and work–family conflict, while corporate family-friendly policies had a significant positive effect on female employees’ childbearing intentions. No significant relationship was found between corporate family-friendly policies and work–family conflict, nor between work–family conflict and childbearing intentions. Furthermore, the personal life stigma did not act as a moderator. This study suggests that enhancing female employees’ childbearing intentions requires not only reducing work demands but also establishing a supportive organizational culture to ensure that family-friendly policies can truly be effective. The findings can serve as a reference for companies promoting family-friendly workplaces and for future related research.

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