Based on the concept of role theory, this study was aimed at exploring the relations between work role values, work role commitment and job performance of dual-career separated couples. In addition, considering individual differences in work-family conflict between couples, work-to-family conflict and family-to-work conflict are also selected and examined as possible moderating effect on the relationships between work role commitment and job performance. Appropriate scales were used to conduct surveys among dual-career separated couples from diverse cities and various organizations in Taiwan. Total 330 questionnaires were sent to 115 dual-career separated families.277 participants returned valid responses for further analysis and the effective rate was 83.94%. The results revealed that no matter the staying group (wife) or the leaving home group (husband), work role values had significant positive impacts on work role commitment; work role commitment had also significant positive impacts on job performance. However, only work role commitment of the leaving home group (husband) had the mediating effect on the relation between work role values and job performance... Family-to-work conflict of the staying group (wife) moderate the relationship between work role commitment and job performance, that is, the staying group (wife) with highly family-to-work conflict decreased the positive relationship between work role commitment and job performance.
