社區型社會企業之高齡人力資源運用及社會影響：以高雄市圓富社區發展協會為例

The Social Impact of Senior Human Resources Employment in Community-based Social Enterprise: A Case Study of Yuanfu Community Development Association in Kaohsiung City

王雅蓉(Wang Ya-Rong)

指導教授 ： 王仕圖

國立屏東科技大學/人文暨社會科學院/社會工作系所/碩士(2020年)

https://doi.org/10.6346/NPUST202000471

摘要

人口老化會造成各種問題與影響，而勞動力短缺即是其中之一。相關文獻指出高齡者透過就業，有益於生理、心理與社會。然而，高齡者求職卻遭遇多重困境，我國為此於2019年訂定《中高齡者及高齡者就業促進法》，希冀能保障其勞動權益，並建構一個友善之就業環境。此外，工作整合型社會企業成立目的包括創造就業及相關的培訓機會，亦是最常運用社會企業類型，而社區型社會企業更是貼近長者日常生活圈。因此，本研究目的在於探討非營利組織採取充權方式運用高齡人力資源概況、影響及效用，及探究社區型社會企業在管理上所需之要素與可能的障礙，作為未來以高齡者人力運用發展之社會企業參考。
本研究採用質性之研究方法，透過個別訪談法與半結構式的訪談大綱，及搭配次級資料進行資料收集，並以主題分析法進行資料分析；研究對象為高雄市圓富社區發展協會隘堤咖啡(eighty coffee)，實證資料的「重要行動者」分為兩個層面，第一層面為社區組織相關人員，採滾雪球方式進行非隨機抽樣，共訪談8位；第二層面則為高齡工作者，採立意抽樣的方式進行取樣，共訪談7位服務生。
本研究分析發現指出組織投入社會企業因素為：創新開發社區型產業使社區再生與活化、鼓勵長者拓展生活圈跳脫被服務之角色、及期望社區自給自足不依靠政府經費補助。隘堤咖啡服務生工作特質為：行動緩慢、聽力退化、健忘、親切接待、樂觀態度、好學進取、熱情與韌性(resilience)。運用高齡人力資源特性為：咖啡館難以吸引男性長輩擔任服務生、服務生上班時間採部分工時且不排班、提升工作環境友善度以克服服務生工作障礙。社區型社會企業管理上發展要素為：領導者勇於承擔風險、運用社會創新、善用資源與充權人力；障礙因素分為三層面：層面一為政策與制度：計畫申請條件過於嚴苛、政府經費不易取得且規範限制社區發揮創意。層面二為組織內部運作問題：質疑聲浪眾多、缺乏專業人才、及組織產業特色薄弱難以延續。層面三為社區居民參與率低：社區欠缺年輕人力不易推展社區業務。最後，社區組織採用充權方式運用高齡人力資源之影響及效用為：服務生至咖啡館就業無關經濟壓力、服務生至咖啡館就業後生活品質有提升、服務生至咖啡館就業後有提高自信心，及服務生至咖啡館就業後社會參與度有增加。
本研究之相關建議，有關社區組織建議：積極結合在地資源發展在地產業、邀請男性長輩擔任隘堤咖啡館服務生、提升社區人力之專業度、安排給年輕人力提升成就感之工作、與組織成員建立共識。政府政策上之建議：透過政府宣傳社區產業與特色、以培力之角度提供據點服務內容。對於未來研究建議為：可再與其他社區型社會企業個案研究進行比較研究，提升社區型社會企業在高齡人力運用發展之可能性。其次，等待隘堤咖啡館成立時間較長，以量化研究衡量其社會影響。

關鍵字

高齡就業 ； 社區型社會企業 ； 人力資源 ； 社會影響

並列摘要

The aging population will bring various problems and influences, and the shortage of labor force is one of them. Relevant literatures show that elderly employment is beneficial to their physiology, psychology, and society. However, the elderly had faced many difficulties in job hunting. Thus, Taiwanese government formulated “Middle-aged and Elderly Employment Promotion Act” in 2019, hoping to protect their labor rights and create a friendly employment environment. In addition, the work integration social enterprise, the most common type of social enterprises, is founded to create employment opportunities and provide relating training opportunities; while the community-based social enterprise is closer to the daily life circle of the elderly. Therefore, this research aims to explore the overview, influences, and effects of applying the elderly human resources by the non-profit organization through empowerment, as well as the required management factors and possible barriers of the community-based social enterprise, to make reference for the application and development of the elderly labor force of social enterprises in future.
This research adopted the qualitative research, collected data by the individual interview and semi-structure interview outline combining the secondary data, and analyzed the data through the thematic analysis. Its research subject is Eighty Coffee that operated by Kaohsiung City Yuanfu Community Development Association. The “key actor” in the empirical data was classified into two categories: (1) the staff of community organizations: eight of them were interviewed by non-random sampling; (2) the elderly staff: seven servers were sampled to interview by purposive sampling.
The analysis found that the factors of organization invest in the social enterprise are to creatively develop the industry of community to refresh and activate the community, and encourage the elderly to expand their life sphere to jump off the role of being serviced, and seek for the self-sufficiency of community without relying on the government’s funds and subsidies. When working, the attendants of Eighty Coffee are characterized by slow-moving, degradation of listening, poor memory, hospitality, positive attitude, aggression, enthusiasm, and resilience. The application of the elderly human resources has the following features: it’s difficult to attract male elderly to appoint as the attendants in the coffee shop, the attendants’ work hours are based on the division of labor and there is no shift arrangement, and it is required to improve the friendliness of work environment to help attendants overcome their work barriers. The management development factors of community-based social enterprise are: the leader is brave to undertake risks, apply the social innovation, make the best of resources and empowerment of human source; its barrier factors are classified into three aspects. The first is policy and system: the application conditions for plan are too rigorous, the funds of government are hard to obtain and some provisions restrict the development of creative thinking of the community. The second is the operation problems within the organization: there are so many doubts, lack of professionals, and few features of the organization industry lead to difficulty in continuing operation. The third is the low participation rate of the community residents: it is difficult promoting the community business due to the lack of young people. Finally, the influence and effect of the application of the elderly human resources by empowerment in the community organization are: servers have no economic pressure when working in Eighty Coffee, their quality of life and confidence have been improved and their social participation has been increased after they work in Eighty Coffee.
This research suggests that relevant community organizations may develop the local industries combined with their local resources, invite the male elderly to be the server of Eighty Coffee, improve the profession of their human resources, assign work to young people and make them feel the sense of achievement, and establish common views with their members. It also suggests the government and its policies: the services at a stronghold should be provided from the dimension of empowerment through the government’s publicity on industries and features of the community. It suggests in future carrying out comparative research with the case study of other community-based social enterprises, to improve the possibility of applying and developing the elderly human resources in the community-based social enterprises; and then a quantitative research should be used for measuring the social influence given that the Eighty Coffee has been established for a long time.

並列關鍵字

Senior Employment ； Community-Based Social Enterprise ； Human Resources ； Social Impact

參考文獻

宋麗玉（2006）。增強權能量表之發展與驗證。社會政策與社會工作學刊，10（2），49-86。

中文部份

中華民國內政部統計處（2019）。108年第40週內政統計通報。資料檢索日期：2019年10月16日，取自：https://www.moi.gov.tw/stat/news_detail.aspx?sn=16871

中華民國內政部戶政司全球資訊網（2020）。縣市人口年齡結構指標。資料檢索日期：2020年07月13日，取自：https://www.ris.gov.tw/app/portal/346

王仕圖（2019）。社會企業運用長者人力資源之省思-香港長者就業促進案。2019第二屆東海大學社會與團結經濟研討會，臺中東海大學社會學系。