論文摘要 相關研究指出,督導功能的發揮可影響社工員的自我效能感及壓力調適,也就是說,當督導者越能發揮其行政、教育與支持功能時,社會工作者就越能勝任工作。但在實務場域中,卻發現因督導制度的不確實、不完整,以及督導者本身所具備的才能不足、歷練不夠,造成督導制度的弊病。 一位好的直接服務工作者是無法自動化轉換成為一個好的督導者,然而,組織卻皆假定督導者可以自行轉換,沒有提供相關的協助機制,以至於在轉換過程中有適應上的困難及認同上的危機,導致督導功能無法有效地發揮。因此,本研究欲瞭解由社工員成為督導者角色轉換過程中有關『角色轉換的原因及態度』、『角色轉換過程中組織所提供的協助』、『角色轉換過程中所面臨的工作困境及因應方式』及『角色認同影響因子』等部份。過程中,採取立意取樣方式訪談12位督導年資於兩年內的家暴社工督導者,採取質化研究中深度訪談的方法,其研究結果如下: 一、 角色轉換的原因及態度: 角色轉換原因有「組織因素」、「個人因素」以及「不清楚被拔擢的原因」三部份;角色接受的態度有「對自己付出和努力的肯定」、「順應機構的安排」、「符合專業生涯規劃的預期」、「違反個人意願的安排」、「不想承擔過多的壓力和責任」、「擔心自己能力不足無法勝任督導職務」及「擔心因職務調整帶來人際關係的改變」七部份。 二、 角色轉換過程中所面臨的工作困境及因應方式 在工作困境部份,研究者將之分為「與角色有關的困境」、「與功能有關的困境」及「與關係有關的困境」三個部份;在其因應策略上,研究者將之整理為「自我學習及工作調整」、「直接與上級主管對話及討論」、「尋求同儕督導/外聘督導的支持與協助」、「運用督導時間或個案研討會作為處遇評估及討論的平台」、「貼近社工員的實務工作狀態」及「尋求家人支持的力量與鼓勵」六個部份。 三、 角色轉換過程中組織所提供的協助 當機構內的社工員轉換成為督導者時,本研究發現由組織部份所提供的協助有「充分授權與支持」、「提供諮詢與協助」、「安排訓練課程」三大部份。 四、 角色認同影響因子 分析其角色認同的影響因子歸納有「直接服務經驗」、「社工員及同儕督導的回饋」、「督導角色的權能感受」、「組織的信任與授權」、「組織編制內的角色及位置」及「角色轉換的適應歷程」六大因素。 根據研究發現,研究者分別對「組織」、「督導者」、「未來研究者」提出相關建議。
Abstract: Some researches pointed out that it which supervisory functions display may affect social workers'self-efficacy and adjustment of pressure. In other words, if supervisors could implement their functions more, social workers could compete their jobs better. However, some researches found that in practice, organizations didn't supply completely supervisory politics, and supervisors lacked of sufficient abilities. A good clinical social worker can't transfer to a competent supervisor naturally. However, organizations always assume supervisors can do it well, and don't provide any training or help. In transition processes, new supervisors confront adapted difficulties and identity crisis, and can't be functioning well. The purpose of this study is to explore the role of transitional experiences and receptions when a social worker becomes a social work supervisor in domestic violence prevention service. This study used a judgment sampling, and twelve supervisors who are working in domestic violence system and his/her transform no more than 2 years were interviewed. The data were gathered through in-depth interview and analyzed in qualitative method. The themes were developed as follows: First, the factors of social workers transfer to supervisors include of“organizational factors”、“personal factors”and “person don't know why to be promoted”. Second, in role transition process, difficulties new supervisors confront in term of role、function and relation. Coping strategies include“self-learning and adjustment”、“discussing with their directors”、“peer-group supervision and external supervisor”、“ understanding social workers'practice”and “seeking support from families”. Third, in role transition process, assistances from organizations include“organizations give new supervisors authorization completely”、“organizations supply consultation and help」”and“organizations arrange training”. Four, the impact factors of role identity include:“clinical work experiences”、“feedback come from supervisees and peers”、“empowerment about supervisors'role”、“authorization and trust of organizations”、“role and position in organizations”and“adaptive process to role transition”. Based on the results, the researcher presents some suggestions in term of organizations, new supervisors and future research.