臺南市公立幼兒園教保員工作壓力與留任意願之相關研究

近年來，公幼教保員的工作壓力越來越大，造成提出申請調動人數增加而留任意願之人數跟著降低，因而，本研究目的旨在了解臺南市公立幼兒園教保員工作壓力與留任意願之相關研究，並分析不同背景變項下臺南市公幼教保員在工作壓力、留任意願的差異情形。本研究採用工作壓力量表、留任意願量表，以紙本問卷進行調查，總計發出235份，回收212份，回收率90.2%，得有效問卷212份，有效率100%。以SPSS 20.0進行描述性統計、獨立樣本t考驗、單因子變異數分析、無母數檢定、雪費法事後比較及迴歸等統計方式進行資料處理，研究結果如下：一、臺南市公幼教保員的整體工作壓力屬於中上程度。而在工作壓力的三個構面中，壓力感受由高至低依序為「福利與政策」、「工作負荷」、「人際關係」。二、不同年齡、服務年資、教育程度、擔任職務與有無教師證之臺南市公幼教保員在工作壓力之「工作負荷」構面有部分顯著差異。不同服務年資在工作壓力之「人際關係」構面亦有部分顯著差異。而不同婚姻狀況、薪資、班級配置、服務園所、園所規模在工作壓力則無顯著差異。三、不同婚姻狀況、班級配置及擔任職務之臺南市公幼教保員在留任意願有顯著差異。而不同年齡、服務年資、教育程度、薪資、服務園所、園所規模與有無教師證之臺南市公幼教保員在留任意願則無顯著差異。四、工作壓力與留任意願之關係呈現顯著負向影響。工作負荷構面與留任意願呈負向影響；人際關係構面與留任意願呈負向影響；福利與政策構面與留任意願無影響。本研究根據研究結果，針對教育行政機關、教保員及後續研究者，分別提出相應建議。

關鍵字

公立幼兒園；教保員；工作壓力；留任意願

並列摘要

In recent years, the job stress of public preschools educare givers has increased, as a result, the number of people applying for mobilization increased and the number of people who retention willingness will decrease. Therefore, the purpose of this study was to investigate the correlation between job stress and retention willingness of educare givers in Tainan public preschool, and to analyze the variations under different circumstances. This study is proceeded by means of occupational stressor scale survey and retention willingness scale survey, as well as paper-based questionnaires. A total of 235 copies were sent out, 212 were collected (90.2% of return rate), with 212 valid questionnaires obtained, 100% efficiency. The collected data was measured by descriptive statistics using SPSS 20.0, and analyzed by Independent T-test, one-way ANOVA, Nonparametric test (Kruskal-Wallis test ), Scheffé method and regression analysis. The conclusions are as follows. First, The degrees of work pressure amongst educare givers in Tainan public preschool fits in with middle to upper level. In three aspects of sense of work pressure, "welfare and policy" was among the highest, "job stress" the second, and "interpersonal relationship" the third. Second, There are more significant differences of job pressure in Tainan public preschools educare givers with different ages, years of service, education level, positions held, and with or without a teacher certificate. There are also some significant differences in the "interpersonal relationship" aspect of job stress for different years of service. There is no significant difference in job stress between different marital status, salary, class configuration, service center, and size of the center. Third, Substantial variabilities in educare givers’ retention willingness were found amongst different marital status, class configuration and position held. There are no significant differences between different ages, years of service, education level, salary, service gardens, garden scales, and with or without a teacher's certificate at retention willingness Fourth, Noticeable negative impact is discovered that the higher job stress, the lower retention willingness. The "job stress" dimension has a negative influence on the willingness to leave; the "interpersonal relationship" dimension has a negative influence on the willingness to leave；the " welfare and policy "dimension has no impact influence on the willingness to leave. Based on the results of the research, this research puts forward corresponding recommendations for educational administrative agencies, education givers, and follow-up researchers.