本研究目的在於探討臺灣省偏遠地區國立高職「教師評審委員會」組織及其運作的實際狀況、相關問題與因應策略;依據研究探討結果,提出具體建議,俾供政府決策、教育部、高職學校改進「教師評審委員會」的參考。 本研究以文獻探討法、問卷調查為主,研究對象以立意取樣法,尋找十位高職行政人員與教師為受訪者,進行質的資料蒐集,以作為問卷編製之參考;在以九十學年度臺灣生省偏遠地區國立高職校長、主任、教師為範圍,採分層隨機取樣法,共選出十五校,一百五十人,回收123份,有效樣本為117份,可用率為78 %, 本研究工具分別為半結構的開放問題與偏遠地區國立高職「教師評審委員會」組織及其運作之意見調查問卷,工具具有良好信度與效度。統計方法採用次數分配、百分比、平均數、標準差、t檢定、單因子變異數分析(one-way ANOVA)、多重反應選項之次數分配與百分比等進行資料分析。 研究調查結果顯示: 一、有80%以上的學校符合現行法令規定「教師評審委員會」組織及其運作。 二、教師個人意見偏向於同意「教師評審委員會」組織、運作與功能,其中以「能淘汰不適任教師」的功能最不為校長、教師所認同。 三、有近八成的校長、教師同意目前國立高職「教師評審委員會」的法定組織與運作模式。 四、國立高職「教師評審委員會」組織及其運作的整體評估,以80-89分,滿意度最高。 五、國立高職「教師評審委員會」組織問題,以「家長會代表對教師聘任的專業能力不足」最為嚴重;運作問題以「各校自行辦理選聘教師,增加學校人力財力負擔」最為嚴重。 六、國立高職「教師評審委員會」組織策略以「加強教師專業知識與參與的能力」最為校長、教師同意;運作策略以「教師對教評會決議有不同意見時,有其申訴管道」最為校長、教師同意。 本研究得到下列結論: 一、國立高職「教師評審委員會」組織及其運作,大多符合現行法令規定,並且獲得校長、教師的廣泛支持。 二、良好的「教師評審委員會」在參與決定的運作過程中要同時兼顧參與的人員、組織與情境。 三、人力資源管理可以充分運用在教師人事管理之上。 四、「教師評審委員會」組織、運作與功能的實施現況,常因個人背景變項中「組織角色」不同而有顯著差異。 五、校長、教師對「教師評審委員會」運作問題的選項多於組織問題;運作策略的選項多於組織策略。 最後,根據本研究結論,對於教育行政機關、國立高職「教師評審委員會」與未來研究提出建議,以為參考。
The study focused on following topics : Firstly, it was to explore basic concept of Committee of Teacher Selection and Evaluation (CTSE);Secondly , it was to explore fundamental theories and problems of CTSE;Thirdly, the author also investigated the present situation , questions and strategies of organization and operation in the CTSE. This study included the literature review and survey method .by using the research tool “Questionaire of Organization and Operation in the CTSE. A total of subjects were randomly sampled from 15 vocational high schools in Taiwan Province. Data was analyzed by using the method descriptive and infertial statistics including:frequencies,standarddeviationsmeans, percentage,ANOVA,t-test, and Multiple Response . The major findings are as follows: 1.There is above 80 % of CTSEs are whose organization and operation comply with the laws. 2.Teacher’s opinions tend to reach agreement regarding organization ,operation and function of CTSE, but most principals and teachers cannot accept that the CTSE has the power to screen out the incompetent teachers. 3.Approximately 80% of principals and teachers agree the existing and operation models of the CTSE. 4.The average grade of the CTSE is 80-90. 5.The most serious problem regarding organization of the CTSE is “ Parental professional abilities for selection teachers are not good enough”; On the other hand , the most serious problem regarding operation of the CTSE is “ the burden of human resource and financial expenses as a result of selection work.” 6.The most favored organization strategy of the CTSE is to enhance the ability of professional recognition and participation of teachers: and the most favored operation strategy of the CTSE is “to have open channel for grievance appealing” when agreement cannot be reached. Based on the study results, some suggestions were made for educational administration agencies , vocational high schools’ principals, teachers of the isolated areas and for future study.