保護性社會工作者督導經驗與督導關係之研究

A qualitative research on supervised experiences and supervisory relationship of violence social workers from supervisees’perspective.

李宜珍(Yi-Chen Lee)

指導教授 ： 鄭佩芬

長榮大學/人文社會學院/社會工作學系(所)/碩士(2014年)

https://doi.org/10.6833/CJCU.2014.00163

摘要

在保護性社會工作中，基於其特殊性及高壓的工作環境，督導功能的發揮更顯重要。本研究旨在探究保護性社會工作者，在其督導經驗中，所覺知督導關係的運作，並藉此了解督導歷程在華人社會中所萌生的各種脈絡。
本研究透過質性研究深度訪談法，訪談七位研究參與者，在與他們交會的過程中，理解他們過往的督導經驗以及對於督導關係的詮釋，以及在所處的華人文化中，關係脈絡對於組織間督導與受督導者間之影響程度與成效。
研究發現我國社會工作督導形式千變萬化，在不同的機構中，隨著機構價值信念、服務宗旨以及文化上的觀念，各有其運作方式。然而，社會工作者在不同的階段及工作內涵中，對於督導需求不盡相同，因此很難滿足所有受督導者的需求。督導與社會工作者間，有著一條無形的線所牽引，督導關係尤其更是核心的重點。督導關係具有階段性，在不同的關係階段中，存在不同的意義與議題。當督導個人特質真誠、態度溫和、高敏感度、有行動力及創造力，互相尊重；加上督導行為舉止，表現出圓融的待人處事，並且對於受督導者包容度高，能適時鼓勵，提供支持及陪伴，將最能促進安全的依附關係，使受督導者們建立良好的督導關係，進而透過關係脈絡，促進督導成效。
研究建議，在機構組織方面，能夠依據督導特質及專長，指派擔任不同功能的督導職務，並建立一套完整的督導訓練制度，以協助準督導在成為正式督導前，有完整的訓練流程。對於督導者的建議，是在與受督導者進入督導關係前，一起訂定督導契約，使雙方能夠了解彼此需求，並提供量身訂作的督導制度，以協助受督導者得到更好的協助，督導也必須發揮支持性的功能，更有敏感度覺察受督導者的狀況及需求。
本研究以質性研究方式，探討督導關係脈絡，在有限的人力及資源的情況下，無法完整的呈現督導關係的全貌，建議運用質量並行的方式擴大範圍進行研究。另一方面，督導制度在社會工作領域雖已運作多年，但針對其制度及關係中的探討卻仍然少見，在台灣的社會工作領域中，不同機構組織的運作差異度大，組織所處的文化及環境也大不相同，因此為了能檢討或改進目前制度，建議使用行動研究的方式，深刻探討機構組織與督導間的關係，以及其影響的效能關係，建立融入在地文化的督導制度。

關鍵字

保護性社會工作 ； 督導經驗 ； 督導關係 ； 質性研究

並列摘要

In a violence social work, on the basis of its specificity and high-pressure work environment, supervisory function becomes more important as a whole. This study aimed to explore the perception of a violence social worker on the operation of supervisory relationship in the supervisory experience and thus understand a variety of contexts generated from the Chinese community during supervision.
In this study, qualitative research and in-depth interview method was used to interview seven participants; during interviewing with them, we may understand their past supervisory experience and interpretation of the relationship between supervisors as well as the impact and effectiveness the relationship context has on the inter-organizational supervisors and between supervisees in the Chinese community.
Indicated from the findings of the study herein, there are a variety of ever-changing forms of social work supervision in our country, and each of them has operational mode varied with the belief held by agencies, purposes of service and cultural concept. However, social workers, in different stages and connotations behind a work, have varied needs for supervision; hence, it is difficult to meet all the needs of supervisees. Between supervisors and social workers, there is an invisible traction line hidden inside, especially that supervisory relationship is the core focus. Supervisory relationship is phased with different meanings and issues behind extinctive relation stages. When a supervisor is in sincerity, with modest attitude, high sensitivity, mobility, creativity, with respect shown mutually, plus behaviors showing harmony in dealing with people, and with high tolerance for those supervisees, which can be in timely encouragement, supporting with companionship, which will have the best dependence in safety, thus enabling supervisees to establish good and sound relationship with supervisors, further facilitating effectiveness of supervision through relationship contexts.
In this study, it is suggested that properties and specialty as a supervisor, within institutional structures, can be replied on the appointment of supervisors with varied functionality and duties to be executed and further establish a complete set of supervisory training system to help quasi-supervisors receive entire process of training before on board. For suggestions given by supervisors, they are subject to the supervisory contract entered before supervisees accessing in the supervisory relationship, which make them understand needs with each other and provide tailor-made supervisory system to help these supervisees get better help, while supervisor also needs to have a supportive function, being more sensitive to perceive the situation and needs of those supervisees.
In this study, qualitative research method was used to explore the supervisory relationship context; under limited manpower and resources, complete picture was failed to acquired to show the relationship between supervision, where a parallel way was recommended to use to expand the scope for the research. On the other hand, in the field of social work, although supervision system has operated for years, there were rare discussions made on the system and relationship; in social work of Taiwan, operational differences exist between institutional organizations to an extremity and culture and environment in which organization is situated is also with big difference; hence, in order to be able to review or improve current system, it is recommended to use mobility research approach to have in-depth discussion on the relationship between institutes and supervisors, as well as the effectiveness it has caused to establish localized culture-based supervisor system.

並列關鍵字

Violence social work ； Supervisory relationship ； Supervisory experience ； Qualitative research

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