我要當老師：國小體育教師甄試環境與制度變革之探討

I Want to Be a Teacher: A Case Study of the Recruitment Mechanism and System Reform in Physical Education Teachers for Primary Schools

劉述懿(Su-I Liu) ； 戴遐齡(Hsia-Ling Tai)

《大專體育學刊》 21卷3期 (2019/09) Pp. 231-242

https://doi.org/10.5297/ser.201909_21(3).0003

摘要

本研究針對12位現職體育教師為對象訪談對於現行國小體育類科教師甄試制度的看法，並進一步探討教師甄試制度變革的可行性。研究參與對象為近3年參加過體育教師甄試之國小正式或代課之教師，分別進行半結構式訪談（選擇與問答題），訪談時間介於30～50分鐘。本研究結果顯示受試者的普遍共識認為現行制度有以下幾項缺失：一、筆試科目中體育專業知識的比重相對不足；二、試教並未安排學生到場而無法鑑別出體育教學能力較好的應徵者；三、目前公告報考資格上並未強化專業考量，有可能篩選到體育專業能力不足之教師。本研究結論：大部分現職受訪者認為當前考試制度未能完美的篩選體育教師應具備之職場能力，體育教師之甄選制度須改善以縮小考用落差。

關鍵字

半結構式訪談 ； 甄選 ； 教學能力

並列摘要

This study interviewed 12 physical education (PE) teachers who had participated in the PE teacher's test in the past three years. Its goal was to survey their opinions regarding whether there is a need to revise the current system in recruiting capable PE teachers for primary schools. Participants' input was obtained through a semi-structured interview lasting between 30-50 minutes and employing multiple choice and open-ended questions listed in a questionnaire. The results showed that there was a high degree of consensus regarding the following deficits in the teacher recruitment system: (1) the written component places insufficient weight on knowledge specific to professional PE teaching; (2) the trial teaching component did not involve presenting before students, and therefore cannot effectively identify candidates' actual teaching capability; (3) the requirements listed on job postings were not well-defined and did not stress points important in the profession, making it difficult to screen out teachers with insufficient PE ability. We conclude that the current examination system fails to properly screen the workplace ability of PE teachers. Modifications are required to reduce the disconnection between recruitment criteria and the actual requirements of PE for primary schools.

並列關鍵字

semi-structured interview ； recruiting ； teaching capability

參考文獻

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