受督者於督導過程中的充權經驗-以醫務社會工作為例

Research on the experiences of empowerment in supervision: From the perspectives of medical social workers

韓麗年(Han Li-Nien)

指導教授 ： 游美貴

國立臺灣師範大學/國際與社會科學學院/社會工作學研究所/碩士(2017年)

https://doi.org/10.6345/NTNU202202775

摘要

醫務社會工作人員在高度專業發展的醫療環境中，經常性的感受到消權狀況，會影響到其充權弱勢個案及其家庭的能力。故此論文之研究目的為探討受督者來自督導者的充權經驗，並使其轉化為自身力量的歷程，以作為醫務社會工作督導者對受督者充權策略之參考。
本研究採行質性研究方法，深入訪談八位醫務社會工作人員，探討受督者經由督導者的充權行為，使其從消權、充權到爭取專業平權的經驗歷程。
研究結果顯示，社工在個人專業能力、團隊工作、社工部門所感受到的消權狀況，經過督導者在加強個人專業知能、提升與醫療團隊其他成員的對話能力等充權行為後，會令受督者產生內在力量增加、工作上重新著力、更肯定工作價值以及開始爭取專業平權的四階段充權歷程，其中促進反思是督導者重要的充權作為，肯定自我工作價值受到督導者的身教影響最多。然而，個人專業和團隊工作的消權狀況會逐漸改善，但部門的消權狀態卻日益嚴重。
故在醫務社工實務面提出，可將督導者充權知能之培訓課程，融入社工部門之一般性教育訓練課程、督導者應與受督者建立合作取向的夥伴關係、督導者應著重本身的身教示範，以及受督者可藉由督導權力關係進行自我充權之提醒，四點建議。
在醫務社會工作督導制度面上建議，依據年資做階段性的調整，新進員工採行結構性督導制度，三年以上年資者以完成專業任務的自主性督導為主。
在強化組織充權策略方面建議，對內社工部門於醫院內部建立兩種以上的權力來源，對外建議醫務社工專業團體應對醫務工作內容尋求集體意識，並由外在力量影響醫院雇主對醫務社工工作內容的規範。

關鍵字

充權 ； 督導過程 ； 醫務社會工作

並列摘要

The fact that medical social workers feel disempowered on a regular basis in a highly professional development of the medical environment may affect the capacity of the disadvantaged case individual as well as his/her family.
Therefore, the purpose of this paper is to explore the supervisee’s experiences of empowerment with his/her supervisors and the process of transforming them into their own power, which may serve as a reference source for medical social supervisors to shape the strategy of empowering their supervisees.
This study adopts the qualitative research method and includes in-depth interviews of eight medical social workers to explore the experiences of the supervisees who go through disempowerment, empowerment, and eventually fight for equal professional rights by means of their supervisors’ empowerment.
The results of the study show that the social workers who feel disempowerment in the aspects of personal professional skills, teamwork and social work departments may initiate a four-stage empowerment process in which the supervisees find the improvement in their inner strength, refocus on their works, recognize the value of work and embark on fighting for professional equality as a result of the supervisors’ empowerment conducts including strengthening the supervisees' personal expertise and enhancing their capacity to have conversations with the other members in medical teams.
Therefore, as far as the practice of medical social work is concerned, the following four suggestions have been put forward. First, it is suggested that the training programs for the supervisors be integrated into the general education and training courses of the social work department. Second, collaborative partnerships between the supervisor and the supervisee should be established. Third, the supervisor is expected to lay great emphasis on his/her own example. Last, the supervisees are expected to remind themselves of self-empowerment through the relationship of supervision.
As far as the medical social work supervision system goes, it is suggested that adjustments should be made by phases depending on one’s seniority. A structural supervision system is to be applied to new staff, while the self-supervision of their professional task is to be applied to those with the service length of more than three years.
As to strengthening the organization's empowerment strategy, it is suggested that more than two sources of power are to be established for the internal department of social work within the hospital so as to validate the presence of the department. Last but not least, the professional medical social groups should seek collective awareness of the medical social work content, and contain the influence of the hospital employers on the medical social work through external forces .

並列關鍵字

Empowerment ； Supervision ； Medical social work

參考文獻

王增勇、陳淑芳（2006）。充權的理念與應用－以醫院就業輔導員為例。護理雜誌，53（2），18-22。

宋麗玉（2008）。增強權能策略與方法：台灣本土經驗之探索。社會政策與社會工作學刊，12（2），123-194。

許維素（2007）。焦點解決督導成效之研究。教育心理學報，38（3），331-354。

一、中文部分

中華民國醫務社會工作協會（2012）。醫院社工人力配置 23 年沒增加！醫院社工過負荷，弱勢醫療照護品質誰在乎。取自https://www.facebook.com/mswa.tw/notes/