身心障礙者社區化就業服務員專業發展歷程-工作價值觀、因應工作困境面向

The Process of Professional Development of Employment Specialists for Disabled People—The View of Work Values, and Strategies for Coping with Working Predicament.

郭俏怜(Chiao-Ling Kuo)

指導教授 ： 王育瑜

國立暨南國際大學/人文學院/社會政策與社會工作學系/碩士(2008年)

https://doi.org/10.6837/NCNU.2008.00103

摘要

身心障礙者社區化就業服務員是影響著社區化就業服務提供的品質之一，然而過去研究指出就服員面對許多工作困難，產生職業生涯不穩定的現象。故資深就服員如何克服困難與挑戰，發展成一個專業的助人工作者，令人好奇。本研究目的為：了解身心障礙者就業服務員一、專業發展歷程；二、本身的工作價值觀；三、因應工作困境。透過研究分享他們的經驗以及表達看法。本研究方法採質性研究深入訪談蒐集資料，研究對象為工作經驗三年以上，執行台中縣市身心障礙者就業服務計畫之就服員，共訪問八名就業服務員，研究發現歸納如下三點：

一、就服員專業發展歷程可歸納總結分成三個階段（一）摸索與模仿階段：主要特徵包括在工作模式上摸索、模仿前輩學習、建立專業知識、對個案熱情投入；（二）工作技巧建立階段：個人在此階段會概念化知識、經驗學習與反省、倦怠心態產生；（三）個人化階段：此階段特徵包括個人特色的建立、多元想法產生、任務目標的確信。每個階段也有不同困難要面對，以及需要的協助促使就服員往前邁進。

二、工作價值觀方面，就服員重視的工作價值包括成就感、與同事、上司的關係、智慧激發成長。而就服員在工作中獨特的價值體會包括四種面向：（一）找到自身專業位置；（二）知識與經驗累積；（三）從障礙者身上學習；（四）豐富人生閱歷。

三、因應工作困境方面，就服員多採取四種策略去解決工作上的困難與壓力：（一）具體行動；（二）尋求幫助；（三）情緒調適；（四）內在反省。

最後本研究建議政策上建立就服員專業發展研習系統、增加支持團體的教育訓練、就服員強化團隊合作的觀念。

關鍵字

身心障礙者 ； 就業服務員 ； 專業發展 ； 工作價值觀 ； 因應

並列摘要

One key ingredient in a quality supported employment program is the Employment Specialist. However studied to point out that employment specialist faced many work difficulties and produced the occupation career unsteady phenomenon in the past. Experienced employment specialist how to overcome difficulty and challenge, the development becomes a professional worker, make person curious. The purpose of this research is to understand the employment specialists for disabled people: 1. The process of professional development. 2. The work value. 3. The strategies for coping with working predicament. Share their experiences and express their viewpoint through the research. This study adopts qualitative approach using in-depth interview to collect data. Research object is working experience more than three years, eight employment specialist of supported employment programs in Taichung were interviewed in this study. The conclusion of this research is described as follows:

1. The professional development process of employment specialist can induce into three stages:（a）Grope and imitation stage: The main characteristics are to gropes for work model, learning occurs primarily through imitating the supervisor, build up professional knowledge and sympathetic involvement with the client.（b）Skill development stage: the individual at this stage experiences compelling conceptualizations about one’s knowledge previously acquired, experience learning and introspection, uncertainty about role, and job burnout present. （c）Individuation stage: Primarily characterized by strong personalization must occur, multilateral thinking produce, the mission target makes sure. Each stage has different difficulties need to be faced, and need different help. Let the employment specialist go toward headway.

2. The view of work values: The employment specialist emphasizes of the work value are: achievement、supervisory relation、associates、intellectual stimulation. Unique work
value of employment specialist in the work include 4 types: （a）Find out the self professional role, （b）accumulate knowledge and experience, （c）learn from disabled people, （d）enrich life experience.

3. The view of Strategies for Coping with Working Predicament: The employment specialist often adopts four kinds of strategies to solve work pressure and difficulty:（a）
Concrete action, （b）Look for help, （c）The emotion adjustment, （d）Introspection.

In conclusion, we suggest that the policy should establish learning system model suitable for employment specialist. Increase the supported group for training employment specialist. The employment specialists enhance the concept of team cooperation.

並列關鍵字

person with disability ； employment specialist ； profession development ； work values ； coping

參考文獻

中文部分

王心聖 (2002)。資深安寧社會工作者專業認同發展歷程之敘說性研究。輔仁大學社會工作學系碩士論文。

王芝 (1992)。工作價值觀對離職行為的影響研究。中原大學企業管理研究所碩士論文。

王國羽 (1994)。邁向二十一世紀社會福利之規劃與整合--殘障福利需求初步評估報告。內政部委託研究。

王惠宜 (2005)。找到自己的翅膀--公部門社工督導的轉化歷程。國立台灣大學社會工作研究所碩士論文。