我國自1993年進入高齡化國家以來，人口老化的速度相較於歐美國家更為迅速驚人，高齡少子化的影響下，人口結構呈現倒金字塔，此意味著對老年退休生涯的重新詮釋。退休是生命歷程中的重大轉折點，現代退休者通常需面臨20-30年以上漫長退休生活，如何能活得老、活得好，增進老年退休的生活適應，是當前重要課題。 本研究旨在了解台北市退休人員於退休後的生活適應歷程，以及在適應過程中其家庭、社會支持的支援現況，採用深度訪談法，共訪談了10位年齡為56歲至82歲、居住於台北市且從職場退出2年以上之已退休人員。 本研究結果發現如下：1.受訪者的家庭支持之於家庭適應的支援情形，係以情緒性支持為最重要，獲得的主要來源為子女、孫子女，其次為配偶、兄弟手足，顯見晚輩的陪伴與所提供的情緒慰藉是退休後生活適應的重要影響因素。2.其次在工具性支持方面，則隨著社會結構的變遷，由傳統仰賴子女轉變為傾向自我規劃、準備，甚至還需要提供子女、兄弟手足協助；至於在意見、資訊傳遞的訊息性支持，則是採雙向交流、互動的溝通模式進行。3.退休代表著社會地位的改變、人際關係的疏離等，然而透過休閒娛樂的選擇安排、終身學習及志願服務的參與等，甚至從中獲得自我成長與貢獻的成就感，降低喪失社會地位的失落感。4.經由政府單位、社會機構等主動提供有關健康、居住安養、休閒娛樂及教育、志工等訊息，使得人們得以尋求合適的支援甚至提前準備。5.從支持的來源區別，志同道合的老友與其他親友鄰居則提供簡易的物質支援或資訊，而老友所提供的情緒支持則非親友或鄰居可相比擬，但是人際關係的窄化確是不爭的事實。6.由於資訊科技的發達與知識水準的提升，受訪者多數無退休適應不良的問題，對於面對臨終的態度與安排，也多能坦然接受。此外受訪者皆認同維持身體健康是適應退休生活的首要目標。 依據本研究發現，提供以下建議：1.未來能透過教育來加強家庭傳統價值，維持優良孝道觀念。2.在老年生活消費上建立補貼或優惠制度，紓緩經濟壓力、加強居住硬體設備並考量安養機構普及化、廣設老人活動中心。3.提供多元休閒選擇以維持人際互動、宣導志願服務以傳承經驗並發揮所長。4.結合社區環境並使老人教育課程多元化、政府主動推廣醫療照護訊息，讓大家能預先認識而預作準備。 / Since Taiwan became an aging country in 1993, increase in population aging rate has been more dramatic than Europe and North America. In addition to being a new aging country, decrease in fertility rate has turned Taiwan’s population structure into reverse pyramid. This phenomenon indicates a need to re-interpret senior post-retirement plans. Retirement is a crucial turning point in life; yet, retirees now face, on average, 20-30 years of retirement which is substantially longer then before. For citizens to - as captured in a Chinese saying- ‘live long live good’, improving the adaptability of post-retirement life becomes a critical question in contemporary society. This study focuses on retirees of Taipei City, their post-retirement adaptation, and family and social support received after retirement. This study conducted in-depth interviews with 10 retirees, between the ages of 56-82 and have retired for at least 2 years. The findings of this study are: 1.In terms of family support, emotional sustainment ranks as the most important element. Furthermore, the majority of interviewees reported that their source of emotional support are their children and grandchildren, then followed by spouse, family and friends. This shows company and emotional consolation provided by junior generations is a critical factor in determining whether or not the retirees adapts to the post-retirement life. 2.Secondly, in terms of instrumental support, traditional tendency to rely on children has changed, retirees now prepare and plan by themselves, as align with the change in social structure. Sometimes the retirees even provide assistance to their children, siblings and friends. In terms of information support, interviewees reported a more balanced two directional and interactive method of communication, yet another difference from traditional understanding. 3.Retirement means change of social statues, distancing of personal relationship, and etc., but through leisure and entertainment arrangement, lifelong learning program, volunteer participations, retirees gain confidence in self development and through contribution, and consequently decrease feeling of uneasiness with the change in social statues. 4.Information provided by government and social institutions on health, living arrangement, leisure and entertainment, education and volunteering opportunities, makes it possible for retirees to find suitable resource and prepare before retirement takes place. 5.From the perspective of support source, old friends and other friends/neighbors may both easily provide material resource and information, yet a major distinction lies in the fact that only old friends can offer emotional consolation. Hence, limited personal relationship still remains an irrefutable fact. 6.With the development of information technology and increase in knowledge accessibility, most of the interviewees reported no serious adaptability issues. Furthermore, they generally hold healthy attitude toward the end of life and their arrangement, accepting the natural course of life with embracement. Finally, all interviewees identified leading a healthy life to be the prime goal in post-retirement life. Recommendations based on the findings of this study: 1.The value of family should be implemented in future education to stress and maintain the concept of filial piety. 2.The government should devote specific senior subsidy and other incentive programs, because relieving financial pressure would be key to stabilizing post-retirement life. Furthermore, policies on facility and hardware establishment should focus on poularizing senior homes and dissemination of senior activity centers. 3.Options for leisure and entertainment should be expanded to maintain personal interaction and volunteer promotion, as these are effective ways for retirees to share their valuable life experience as well as crucial source for confidence-building. 4.Education on the diversity of post-retirement life and information on health care should be community-based, rendering knowledge more accessible to the population would better encourage understanding and preparation before retirement.

當受虐婦女欲尋求協助時，初始多以非正式支持網絡為主要求助管道，其中，家庭支持為最具情感性與義務性之協助。援此，本研究先瞭解臺灣受虐婦女家庭支持的經驗，從而分析影響受虐婦女家庭支持的原因，並以質性研究深入訪談七位受虐婦女，運用復元觀點於此問題向度，研究結果發現如下： 一、依受虐婦女獲得的家庭支持功能類型，整理發現情緒性支持為三種功能類型中最重要的一種；資訊性支持中家人最常以「提供想法與建議」做為支持的方式，顯見婦女需要與信任的支持者討論行動策略；工具性支持則為三種功能型態中，最實質可視的協助。 二、影響家庭支持型態因素，前人研究多以負向特質描述受虐婦女，本研究從微視層面觀點發現除了兩樣被動面特質外，受虐婦女有相當多正向主動面特質；此外，受虐婦女其主要支持者的個人特質，主要為「船錨」的角色，提供婦女一種歸屬感，帶給婦女穩定與安定的力量。中介層面觀點探究家庭系統、家庭互動關係與家庭權力關係，研究發現「長輩」或「手足」為受虐婦女的主要支持者，且手足排行序會影響誰成為婦女的主要家庭支持者。此外，家中掌權者多為主要支持者，其同時會影響其他家庭成員提供支持多寡，及影響受虐婦女因應暴力的態度；在家庭權力關係中：1)「婦女為家庭位階最低者，而支持者為家庭位階最高者」，其之間的權力關係差距最大；2)「同一位階或位階接近者」，因彼此間緊密的親情情感，成為時常頻繁聯繫的家庭成員，因此亦能成為婦女的主要支持者；同時受虐婦女均自覺於原生家庭中的權力位階為最低或者相對較低。鉅視層面探討扭曲與偏頗的價值觀念會負面影響受虐婦女其家人提供支持的意願，且結果發現這些負面影響主要為婆婆的回應方式與想法；正面影響除了有正面加強作用外，亦可能扭轉婦女自身負面的傳統觀念，協助受虐婦女走出暴力情境。 三、本研究依據受虐婦女於復元統合模式之復元指標達成的數量，將受訪者劃分為完全復元型、半復元型與初學型，並發現家庭支持對受虐婦女正面影響的主要效應，為促使受虐婦女前往復元道路邁進的動力因子；同時具有舒緩受虐婦女生活壓力之負面排除的緩衝效應。 本研究深入探討臺灣受虐婦女家庭支持之功能、影響家庭支持的因素，及家庭支持促進復元的作用機制。結果顯示家庭支持的作用對於受虐婦女而言，是能夠促使其復元的重要力量之一，研究成果能夠對目前協助受虐婦女復元的工作提供參考依據，以作為臺灣受虐婦女復元之本土經驗參考。 / When abused women seek help, the main way is informal support network at first, in the meanwhile, the family support is the most emotional and responsible support. Therefore, this study discussed the experience of abused women obtained the family support in Taiwan and analyzed the causes of the influence on the family support for abused women. This study adopted Nature research to in-depth interview seven abused women and then used Recovery to analyze the problems. The research results were shown as follow. 1. According to the result in this study, the emotional support is the most important among three types of the function of the family support. In the information support, the family often adopt “providing ideas and suggestions” as supports for abused women. This indicates that abused women need to discuss the action strategies with reliance supporters. The instrumental support is the most substantial and visible support among all types of the function. 2. When discussing the causes of influence of the family support states, many researchers described the situation of abused women based on negative traits. In this study, the results on the micro-level showed that abused women had not only two passive traits but also many positive traits. Besides, the main supporter of abused women played a role as “anchor”, and he/she provided the sense of belonging to abused women for the stable and peace power. On the meso-level, this study discussed the family system, family interaction and familial power relations. The results indicated that “elder” or “sibling” would be the main supporter, and “birth order” would affect the person becoming abused women’s main supporter. In addition, the power holders in a family were mostly the main supporters; moreover, they would have an influence on the support from other family members and the attitude of abused women to cope with the violence. For familial power relations: 1) “Abused women were the lowest family hierarchy; the supporters were the highest family hierarchy”. The difference of the power relation between these two hierarchies was largest. 2) “Abused women and the supporters were the same or close family hierarchy”. Because of the close kinship between them and the frequently contacting to each other, the supporters would also be the main supporters. Furthermore, abused women became conscious that their family hierarchies were the lowest or the lower hierarchy in the original family. On the macro-level, this study discussed that the distorted and biased values would be the negative influence on that if the family were willing to provide support. The results indicated that the negative influences were mostly obtained from the mother-in-law’s responses and thoughts. The positive influence would be positive reinforcement effect and could reverse the negative and traditional concepts of the abused women, and it would help abused women to leave violence situations. 3. According to the recovery target of the Unity Model of Recovery which abused women achieved, the respondents were divided into full-recovery, semi-recovery and novitiate recovery. The results indicated that the main effect of the positive influence from the family support to abused women was the power factor to promote abused women toward the recovery. The positive influence could also mitigate abused women’s life stress and be the buffer effect to obviate the negatives. This study deeply discussed the function of the family support for abused women, the causes of the influence on the family support and the mechanism for the family support promoting abused women to the recovery. The results showed that the family support was the important power for abused women to recovery. The contributions of this study are to provide the conference for the recovery work of abused women and the local experiences of the recovery of abused women in Taiwan.

隨著母乳哺育觀念的普及化，部份哺乳媽媽有多餘的奶水，希望有機會分享給他人，臺灣第一座母乳庫於2004年12月開幕以來至今已將近4 年，為使其早產兒能有源源不斷之捐贈母乳可享用，因此需靠這些捐乳媽媽能持續不斷的捐乳，故如何提升這些捐乳媽媽持續捐乳，這個議題值得深究。 本研究旨在了解捐乳媽媽捐乳動機、家庭支持及捐乳服務滿意情形，以質性研究之「半結構式深度訪談」方式，訪談12人。 本研究發現：一、助人行善，可積福報：捐乳媽媽的捐乳動機與是否為做善事行為有似乎有較大影響力。二、行有餘力，捐贈餘奶：家庭經濟好捐乳媽媽可專心哺餵母乳其泌乳量源源不絕，對於知識認知及教導的吸收度似乎會影響其執行率，更間接影響其再捐乳動機。親朋好友及網路訊息得到母乳庫可以捐乳可以引發捐乳媽媽捐乳動機。三、足夠訊息，引發動機：門診產檢及住院期間即作宣導可以增加捐乳量。四、親朋欽羨，激勵捐乳：家人對捐乳有正向看法並且捐乳活動全家能夠一起動起來，支持系統增強。五、宗教信仰支持助捐乳：宗教信念之支持，捐乳媽媽大都因有此概念更願意捐乳，分享愛給需要的寶寶。六、寶寶健康，泌乳量增：捐乳者的寶寶越健康似乎讓媽媽信心大增泌乳量持續增加會更願意捐乳。七、哺乳經驗，有助捐乳：第二胎、媽媽、姐妹有哺乳經驗者可支持捐乳媽媽捐乳。八、溫馨服務，以客為尊：捐乳媽媽對於捐乳服務很滿意，持續捐乳。九、捐乳時間，力求彈性：彈性開放時間讓上班族便利性增加，捐乳媽媽滿意覺得方便性是重要影響因素。十、捐乳滿意，推廣他人：服務滿意，更可讓捐乳媽媽有意願推廣他人來捐乳。 本研究根據提供以下建議：ㄧ、捐乳動機：增強宣導內容，以利捐乳：訊息宣導內容以幫助早產兒渡難關為主打主題再以助人行善幫自己寶寶積福報為理念，捐乳為舉手之勞更能夠有成就感；慎選對象，捐乳率高：宣導捐乳的對象首選社經地位高，經濟優渥學歷高之媽媽；訊息傳遞，產前開始：由門診產檢時或是在住院期間即作宣導。二、支持來源-家庭支持：家庭支持，組成團隊：母乳庫組成支持團體給予適時關心掌握捐乳家庭使之持續捐乳。三、捐乳服務滿意：親切服務，持續捐乳；增加車位，彈性時間：解決停車位的問題及開放彈性捐乳時間。 / With the popularization of the concept of breast-feeding, some nursing mothers with extra milk, and hope to have the opportunity to share to others, Taiwan's first breast milk bank opened in December 2004 has been nearly 4 years for it to have premature children steady flow of donated breast milk can enjoy, so be donated by the mother can breast milk continued to donate, how to improve these mothers continue to donate breast milk donation, the subject worth studying. This study was to donate breast milk donation mother, motivation, family support and service satisfaction donated milk cases to qualitative research "semi-structured interviews" approach, interviews 12. The study found that: first, to help others do good, be positive reward: milk donation mother's motives and whether the milk donated to charity behavior seems to have more influence. Second, any energy left, donated more than milk: milk donation families well breastfeeding mothers can concentrate on their milk yield inexhaustible knowledge of cognition and instruction for the degree of absorption seems to affect the rate of implementation, even indirectly affect donate another milk motivation. Friends and network information can be donated breast milk bank to donate breast milk can cause milk donation mother motivation. Third, sufficient information, cited Engine: hospital out-patient check-and that is to donate milk yield can increase public awareness. Fourth, gained the admiration of friends, encouraging milk donation: the family's donation has a positive view of milk and milk donation activities the whole family can work together to move, support system enhancement. Fifth, religious support to help to donate milk: religious beliefs, support, donor milk mother mostly due to the concept are more willing to donate milk to share love to the needs of the baby. 6, baby health, lactation increase in volume: donor milk more healthy baby who seems to have greatly increased the confidence of lactating mothers continued to increase the amount will be more willing to donate milk. 7, breastfeeding experience, help to donate milk: a second child, mother, sisters, can support other nursing mothers to donate milk to donate milk. 8, warm service, customer-oriented: to donate breast milk donation mother to a very satisfactory service, continuing to donate milk. 9, donated milk time, seek flexibility: flexible opening hours for the convenience of office workers increased milk donation mother satisfied that convenience is an important factor. 10, donated milk satisfaction, promote others: service satisfaction, but also the willingness to donate milk mothers to donate milk to promote others. This study offers the following suggestions: Your donations, milk motivation: increased content of propaganda, in order to facilitate donor milk: the message content of propaganda to help tide over the crisis in premature children to play the theme-based charity to help people help themselves and then the baby product reward for the idea of donation milk for the little things better to have a sense of achievement; carefully choose targets, high milk donation: the object of propaganda to donate milk the first choice of high social status, economic generous educated the mother; message delivery, prenatal start: from the clinic for check-ups or when during hospitalization or for advocacy. Second, sources of support - family support: family support, the composition of the team: the composition of breast milk library support group to donate milk to give timely concern to control the family continued to donate milk to make it. Third, donor milk service satisfaction: friendly service, continued to donate milk; increase in parking spaces, flexible time: to solve the problem of parking spaces and open flexible hours to donate milk.

「懷孕」應該是正面、美好且有益於整體國家社會的事情，對雇主也是有利的，因她們也具有「再生產」的功能，讓雇主能有源源不絕的勞動力，可惜許多雇主對懷孕婦女的偏見仍然存在，對懷孕婦女工作能力與復工意願皆有所質疑，然而國外相關研究結果卻指出若雇主能夠摒棄偏見，從一開始就願意接受懷孕婦女，提供家庭支持方案，如工作調整、彈性工時或托育措施等協助懷孕婦女，不僅能減少員工在工作與家庭間的衝突，更可保留優秀女性人才、提升組織效率與員工生產力，進而創造「勞資雙贏」的局面。 因此，本研究以我國懷孕婦女為對象來瞭解組織內家庭支持方案的實施與提供，對懷孕員工的組織承諾及產後復工時機之影響。本研究結果發現如下： 一、懷孕婦女的組織承諾偏向普通程度，並未如雇主所認為對工作不忠誠。 二、組織提供的家庭支持方案越多，懷孕婦女的組織承諾越高。組織提供越多的家庭支持方案，會影響員工對組織的情感，這些好感會轉化成對組織的忠誠。 三、工作＼家庭文化對組織承諾皆具有正向預測力。因此，組織文化是對家庭友善的文化，有助於提昇懷孕婦女的組織承諾。 四、收入低的懷孕婦女，產後復工意願較低，即使願意復工，復工時機也比較晚。對收入低的懷孕婦女來說，離職或請繼續育嬰假的機會成本比較低，並衡量市場工資與托嬰費用後，選擇留在家中照顧新生兒減輕家庭經濟負擔。 五、工作＼家庭文化「主管支持」構面與懷孕婦女產後復工意願有顯著正相關，且具正向預測力。這顯示出當公司主管能夠很敏感的注意到有家庭責任之員工的需求，並能積極提供協助與支持，則其懷孕員工在產後會更願意復工。 六、雇主提供的產假越長，懷孕婦女有更多的時間休養，產後會更願意復工。 七、雇主提供無薪產假的懷孕婦女比雇主提供全薪產假者，產後復工時機較晚。 大體上，我國經驗研究在相當程度上是支持西方國家的研究結果，但我國家庭支持方案的實施狀況仍不夠普遍。家庭支持方案的提供的確可提昇懷孕婦女的組織承諾，有助於減少離職率，大幅降低企業招募和重新訓練的成本，故我國企業應該積極引進家庭支持方案，達到勞資雙贏的結果。 / “Pregnancy” should be a positive, beautiful and beneficial thing to the society. It is also good to employers, because pregnant women provide a “reproductive” function, with which employers would not face the labor shortage. But many employers still have some prejudices against pregnant women. For instance, pregnant workers are considered not being able to concentrate on their jobs, and won’t come back to work after childbirth. In accordance with the relevant findings of the study abroad, this study found employers can abandon their prejudices, and provide family-responsive benefits, such as job adjustments, flextime or childcare programs, it can not only reduce the work and family conflicts, but also retain the women laborforce, improve organizational efficiency and productivity, thereby creating a “win-win” situation. The major findings below: 1.Pregnant workers’ organizational commitments are as normal as workers in general are. Pregnant workers are not unfaithful to employers . 2.The more family-responsive benefits employers provide, the more loyalty pregnant workers would have. 3.Work-family culture has positive impact on to organizational commitments of pregnant workers. Pregnant workers’ organizational commitments will be enhanced when the corporate culture is family-friendly. 4.Pregnant workers in low wages tend to stay at home, and won’t return to work after childbirth. Even they will return, the timing they return would be delayed. 5.If supervisors are sensitive to employee’ family and personal concerns, the pregnant workers prefer returning to work after childbirth. 6.If employers provide longer maternity leaves, pregnant workers would have enough time to take a rest, and they would tend to return to work after childbirth. 7.Pregnant workers who got unpaid maternity leaves return to work later than who got paid maternity leaves. In sum, this study supports the findings of western countries in a certain extent. But the family-responsive benefits are not popular in Taiwan. If organizations provide family-responsive benefits, pregnant workers’ organizational commitments will be enhanced. It can also reduce the turnover rate and the costs of recruitment and training. For the above reasons, the organizations in Taiwan should introduce family-responsive benefits and create a “win-win” situation.

加速產業升級為我國政府近年來努力的目標，而科技人才的培育與運用，則為目標達成與否的關鍵因素，因此在歷次全國科技會議中，均將科技人才的培育、延攬與運用列入重要議題。由於近幾年海外學人在技術引進上扮演了相當重要的角色，因此今後應更積極延攬海外科技人才，以彌補國內人才供應不足的現象。雖然政府有相關延攬人才的方案，但是卻沒有進一步的研究來探討這些人才回國後的適應狀況、工作績效等，如此是否政府的相關延攬措施對國內的產業發展帶來了效益，除了承辦人員累積的經驗感受外，似乎無實證的研究瞭解。因此本研究目的在於探討海外高級科技人才返國工作動機以及返國後之適應狀況，並進一步探討影響海外高級科技人才適應的決定因素以及適應與組織承諾間的影響關係。 　　本研究之研究對象係指財團法人工業技術研究院之返國海外高級科技人才，具有博士學位海外工作經驗3年以上；具有碩士學位海外工作經驗4年以上；學士學位海外工作經驗5年以上三者之一，對國內技術提昇、產業發展有所貢獻的人才。 　　本研究透過問卷調查方式，獲得工研院之人力資源經理研究支持協助下，共計取得有效問卷45份，主要運用典型相關分析來檢定本研究假設，並進一步針對變項間的關係，運用迴歸分析、Pearson相關統計檢定結果以為參考。而為彌補研究樣本規模之限制，並進一步進行個案訪談分析作為研究結果之輔證，共計有效訪談個案6位。 　　本研究獲得以下數點結論： 　　一、人才返國工作之動機多受前程發展動機與歸屬感動機之影響而回國。 　　二、從人才返國後的整體適應狀況在平均值之表現上來看，顯示人才之適應狀況良好。 　　三、人才之返國工作動機會影響人才之適應狀況，且人才越是持前程發展動機回國者，其在工作適應與生活適應的表現上較佳。從個案訪談本研究發現人才之動機是否明確將會影響適應狀況。 　　四、本研究無法驗證海外高級科技人才之文化傾向與適應狀況之影響關連，但本研究推論文化差異對人才適應狀況之影響在於人才對於文化差異的認知程度與調適情形。 　　五、家庭支持程度會對人才之適應狀況造成影響，但本研究亦進一步推論，若海外高級科技人才在其決定返國時的人生順序上，是將個人的工作生涯在人生中擺在相當重要的位置上，甚至是超過家人的順序，若是如此，則家人的支持程度對於人才的適應狀況影響程度將會較弱。 　　六、人才對於組織所提供支援之滿意程度會影響人才之適應狀況，且組織提供支援的方向以有利於人才工作發揮的支援對於人才之整體適應較有幫助。 　　七、人才對於組織承諾之平均值表現呈中度傾向；且組織承諾與適應狀況間呈顯著正相關，人才之適應狀況會影響人才之組織承諾。本研究從個案訪談中發現個案之組織承諾與個案對工研院的需求相關，如個案返國是以尋求創業機會為主要目的，則工研院的工作環境對他們而言會是一個跳板因而對於工研院的組織承諾將會較低。