製造業雇主僱用智能障礙者之考量-以住宿式照顧機構推介就業的單位為例

Manufactural Employers’ considerations of hiring persons with intellectual disabilities-the cases from the employment services of residential institutions

鄧巧明(Chiao-Ming Teng)

指導教授 ： 王育瑜

國立暨南國際大學/人文學院/社會政策與社會工作學系/碩士(2015年)

https://doi.org/10.6837/NCNU.2015.00247

摘要

本研究在探討製造業雇主僱用住宿式照顧機構推介就業之智能障礙者之考量與持續僱用之因素，亦從住宿式照顧機構就業服務員觀點探討在智能障礙者就業過程中，所提供的協助與穩定就業之原因。本研究採質性研究方法，以半結構式的深度訪談與立意與滾雪球取樣方式，訪談6位雇主與6位就業服務員。以下為研究結果：
一、雇主僱用的考量分為五大部分：企業方面、雇主個人方面、智能障礙者個人方面、住宿式照顧機構方面及其他因素。
二、雇主持續僱用的考量：包含智能障礙者本身、企業方面及其他。
三、就業服務員提供個案之協助：包含工作訓練、情緒輔導與支持及建立人身安全認知。另有就業服務員表示，個案穩定就業，不須提供任何協助，但有雇主有反應問題，會隨時提供協助。
四、智能障礙者穩定就業因素：包含智能障礙者本身、友善職場環境、住宿式機構支持及企業營運與提供之工作內容。
　　本研究依據研究發現，針對智能障礙者之就業情形，對於政府、雇主、就業服務員提出建議與說明本研究限制，以提供參考。

關鍵字

智能障礙者 ； 雇主 ； 僱用考量

並列摘要

The purpose of this study is to explore manufacturing employers’ consideration of hiring persons with intellectual disabilities from the employment services of residential institutions. Besides, the viewpoints from the employment specialist at the residential institutions are also explored to understand how persons with intellectual disabilities can receive the assistance and can work stably.
In order to get more first-hand information, the qualitative research was adopted in this study, included the semi-structured interviews, and the methods of purposive sampling and snowball sampling. The results were summarized as follows:
1.The considerations of the employers for hiring included the enterprises, the employers, the persons with intellectual disabilities, the residential institutions and other factors.
2.The considerations of the employers for continued hiring included the persons with intellectual disabilities, the enterprises and the other factors.
3.The assistance from most employment specialist included working trainings, emotional counseling, and the support to set up the cognition of self-safety. One employment service workers thought that if the case worked stably, he/she didn’t provide any assistance; but if the employer told him/her the problems about the case, he/she would do the best to help the case.
4.The factors that the persons with intellectual disabilities could work stably included the persons with intellectual disabilities, friendly working environment, the support from the residential institutions, and the performance and working items of the enterprises.
　　According to the results of this study, recommendations were proposed for the government, the employers, and the employment specialist to understand the working situations of the intellectual-disability persons.

並列關鍵字

persons with intellectual disabilities ； employer ； considerations of hiring

參考文獻

中文文獻

中華民國智障者家長總會（2009）。智能障礙者家長手冊。台北。

王佳煌、潘中道、郭俊賢、黃瑋瑩(譯) （2002）當代社會研究法-質化與量化途徑。(原作者：W.L. Neuman)。臺北︰學富。

王松柏（2006）。簡論勞動法之特殊性格、規範方法與勞動三權在我國之現況。勞工研究，6:1，49-72。

何東墀（1988）。雇主雇用智能不足者態度之調查研究。特殊教育研究學報，3，1-28。