以新進人員觀點探討支持性就業服務員之工作適應

The Perspective of Newly Recruited Support Employment Specialists on Work Adjustment

劉晏安(Liu Yen-An)

指導教授 ： 吳亭芳

國立臺灣師範大學/教育學院/復健諮商研究所/碩士(2019年)

https://doi.org/10.6345/NTNU201900616

摘要

本研究試圖以新進人員之觀點，探討進入支持性就業服務員的工作後，在職場如何面對的壓力與挑戰，或是如何因應專業工作的方式，以及其工作適應的歷程。具體目的聚焦在：(一)以新進人員觀點，探討支持性就業服務員工作適應過程中的工作壓力與挑戰；(二)以新進人員觀點，探討支持性就業服務員進入工作後，如何因應其遇到的困難；以及(三)以新進人員觀點，探討支持性就業服務員工作適應的歷程。
本研究使用立意取樣與滾雪球之方式，招募10名新進支持性就業服務員為研究參與者，使用半結構的訪談大綱進行深度訪談，並以質性研究取向的紮根分析方式，進行研究的整理與分析。研究結果以三個部分做呈現:
新進支持性就業服務員的工作壓力與挑戰，可以分為新人的角色適應、職務內容的挫折、職場支持不足；新人的角色適應包含：無法勝任角色的焦慮、角色期待落差、工作過度負荷；職務內容的挫折包含：行政業務繁瑣、職場開發困難、個案服務狀況多、家長溝通困境、工作特性限制；職場支持不足中，包含了：新人訓練不完善、督導風格不合、同儕關係不佳。
在新進支持性就業服務員進入工作後，因應其遇到的困難方式分為外在層面、內在層面；外在層面包含了工作調整、尋求支持、壓力紓解；內在層面則是情緒處理。
綜合以上研究結果，在新進支持性就業服務員的工作適應的歷程中，可以分為菜鳥帶菜鳥的角色摸索期、多重角色的自我覺察期、內在與外在漸進調整期、在進入工作後的菜鳥帶菜鳥的角色摸索期後，多重角色的認知覺察和內在與外在漸進調整期，會相互影響相互互動，漸進調整的過程中，可能又影響著菜鳥帶菜鳥的角色摸索期。文末依照研究結果提出適當的建議，以供支持性就業服務員及未來相關研究之參考。

關鍵字

支持性就業服務員 ； 工作壓力與挑戰 ； 因應策略 ； 工作適應 ； 新進人員

並列摘要

This study attempts to explore the working adjustment of supported employment specialists from the perspective of new recruits, done via understanding how these new recruits cope with pressure and challenges faced at work; as well as their approaches to accustom with the profession. The specific purposes of this study are:
1.Exploring the workplace pressure and challenges in the adjustmental process
from the new recruits’ point of view;
2.To examine the coping strategies of workplace stress after the newly recruited support employment specialists join the organization;
3.Analyzing the adjustmental process of the newly recruited support employment specialists.

Methods of purposive sampling and snowballing are applied on the 10 participants whom are supported employment specialists newly entering workforce. In-formation gained from using semi-structured in-depth interviews and applying grounded theory methodology for qualitative research when organizing and analyzing the data collected. The research results are presented in three parts:

The work pressures and challenges of newly recruited support employment specialists can be divided into failing to meet individual roles like role anxiety, role expectation gap, work overload; work frustrations such as cumbersome administration work, job matching difficulty, complicated case service, parental communication crisis, work condition constraint; lastly work support shortages including: in-sufficient job training for newly recruits, supervisory style conflicts, and poor workplace relationships.

Approaches to tackle challenges met after starting the new job can be looked from external level and the internal level. External level includes work adjustment, support seeking, and work stress elimination; with the internal level being emotion management.

From the previous discussion, it can be seen that in the work adjustment process of newly recruited support employment specialists, it develops on different stages: trial period where newly recruited members lead by inexperienced personnel; multiple role awareness; and intrinsic and extrinsic adjustment. The effect of trial period, the cognitive awareness of the multiple roles with the intrinsic and extrinsic adjustments all have impacts on each other. The role building process is much affected when newly recruited supported employment specialists lead by inexperienced personnel. The results obtained are concluded for the reference of supported employment specialists and future studies.

並列關鍵字

supported employment specialists ； workplace pressure and challenges ； coping strategies ； work adjustment ； newly recruits

參考文獻

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