本研究主要在探討組織中的各項報酬與工作意願的關係。在本研究中將工作意願分為兩種：(1)工作意願低落：即員工僅有一般的、基本的工作行為。(2)高工作意願：指員工除了基本的工作行為外，常有額外的工作行為。 　　作者認為，在多數的組織當中，如果多數員工都認為每天只要例行地達到工作最低標準即可的話，那麼這個組織一定無法運作的很好。因此，組織必須找出方法激勵員工，使其從事於額外的工作行為，而不只是達到工作的最低標準就好。基於上述理由，本研究的目的有三：(1)各項報酬的滿足對於員工決定努力工作（高工作意願）的重要性為何？(2)各項報酬的不滿足對於員工決定不盡全力努力（工作意願低落）的重要性為何？(3)瞭解報酬與員工工作意願的關係，是否會因不同的人格特質、人口變項而有所差異。本研究採問卷調查法，研究對象為行政院、考試院所屬機關人員，再經Sps sx統計分析後，研究結果發現：（一）在影響高工作意願方面，受試者認為，各項報酬的滿足，對其決定努力工作的重要性依次為：自我實現、升遷與薪水、工作本身、內在的尊榮、組織環境與制度、外在的尊榮。（二）在影響工作意願低落方面，受試者認為，各項報酬的不滿足對其決定不盡全力努力工作的重要性依次為：考績與升遷、自我實現及工作本身、環境制度與薪水、內在的尊榮與進修機會、外在的尊榮。（三）人格特質、性別、年齡、教育程度、職位、薪資與〝報酬及工作意願關係〞間有關聯性存在。婚姻狀況、子女數目、工作性質、年資與〝報酬及工作意願關係〞間無關聯性存在。最後，綜合前述研究結果，加以討論，並就理論與實務應用提出建議。

教育是國家百年大計，是一項無比艱鉅的築基工作，世界各國莫不藉由教育的力量以提高國民的素質。國民中學教育在我國而言，是一種基本教育（或基礎教有），也是一種強制性的義務教育，其宗旨乃在培養德智兼備、身心健全發展的青少年。為了使社會能在自由民主的環境下和諧運作，政府有必要讓社會上每個成員皆兵備基本的溝通能力與素養，是以此種基本教有具有明顯的「社會外部效果」。政府多年來對國中教育的努力，雖已獲致相當的成就，但同時也產生了一些負面效應為人所詬病，而教育主管機關也正思以試辦「自願就學方案」及「十年國民教育」等措施推動教育革新，力促教育品質能不所提升。這些教育革新工作，首賴國中成員--教職員全力配合推動。因此，在診視及推動國中教育改革政策之際，有關教職員對學校組織的工作態度，實有必要進行深入的探討。 　　本研究透過文獻探討法整合有關「工作滿足」與「組織承諾」的相關文獻及理論；以實地觀察法觀察國中教職員的個人背景、工作屬性及其工作的態度與行為；以問卷調查法針對高雄市地區市立國中的教職員進行抽樣調查及統計分析；另以深度訪談法禰補問卷調查及實地觀察所獲資料的不足，同時用來作為調查資料統計分析後的輔助性解釋。根據研究結果有以下的主要發現： 　　一、問卷所用的分量表，其適用性受到文化因素及樣本特性的影響。 　　二、教職員在工作特性構面上的反應以「自主性與重要性」最高；在工作滿足構面上以對「工作環境」的滿足感為最高；至於在組織承諾構面上則以「工作投入」的程度較高。 　　三、已婚、男性、具有較高的學歷、擔任主管職務，且年齡較長的教職員，對目前的工作較感滿足。 　　四、已婚、男性、具較高的學歷、年齡較長，且年資較深的市區學校教職員，其對組織的態度性承諾較高。 　　五、資淺的專任教師在「工作環境」及「意見溝通」上感到不滿足。 　　六、兼任行政工作教師工作特性的良窳會影響其工作的投入。 　　七、專任職員對於工作的成就發展較感不滿足。 　　八、工作特性及工作滿足感變項對組織承諾的「工作投入」構面，其預測解釋力不盡理想。 　　本研究的預期價值在於瞭解國民中學的組織成員在工作滿足與組織承諾間的關聯性，藉以研擬更妥善的管理措施，提供更佳的工作情境，以提高教學成效。依據研究結果發現，對於教育主管機關及國民中學的管理人員，提出幾項管理實務之建議︰ 　　一、充實及改善學校的工作設備。 　　二、建立教職員服務奉獻的敬業信念。 　　三、加強新進教師人際關係能力的培養。 　　四、注重對新進教師的輔導。 　　五、貫徹行政工作分層負責制度。 　　六、增加行政工作的回饋制度。 　　七、提高專任職員自我肯定的工作精神。 　　八、鼓勵全校教職員的交流互動。 　　九、增進對郊區學校專任教師的工作誘因。

我國日間照顧服務已在二十多年前由政府和學者引進，成為社區照顧的一環。然，國內日間照顧服務相關研究仍聚焦於日間照顧/護營運的成本評估、日照的服務使用情形及效益，缺乏人力資源管理對於日照單位服務品質相關議題的探討，更遑論社會工作人力的討論。而回顧我的實習經驗，發現日照社工員身處的工作環境將考驗其專業與韌性，故研究者以工作適應理論出發，研究目的陳列如後：(1)瞭解日間照顧社會工作者的工作職責與角色功能；(2)描繪日照社工員的工作困境，並進一步探索「工作適應」對日照社工的意涵；(3)分析影響日間照顧服務社工員工作適應的機制和因素；(4)找出日間照顧服務社工員工作適應的策略。 本研究發現，日照社工員的工作職責和角色繁瑣，實際上日照社工員已扮演一名日間照顧服務方案管理者的角色。由於適應是個體解決困境的歷程，日照社工員面臨的工作困境包括角色困境、工作成效有限及團隊合作不順暢等問題，使社工員產生挫折和離職的念頭；而日照社工員心目中的工作適應是個動態的過程、也是平衡的狀態，即社工員的努力能否與機構的期待達成平衡。良好的工作適應展現在三個面向：(1)日照社工員的工作表現；(2)工作滿意度高；及(3)願意工作下去並發現工作的意義；其中適應良好的日照社工員應有的工作表現，包含：(1) 不會將負面情緒帶給個案；(2)在時限內完成份內工作，並追求創新；(3)幫助團隊運作順利，並與團隊成員相處融洽。 本研究亦發現「日照社工員和工作場域之間的一致性」是影響其工作適應的核心機制，即日照社工員和工作場域能否滿足彼此的要求和期待；而日照社工員和工作場域之間的一致性可為兩種類型：(1)個體的工作表現、專業知能與特質能否滿足工作環境的要求；(2)工作環境能否滿足個體的工作需求，例如工作理念、學習機會、成就感和親和等需求。而日照社工員因應工作困境所發展出來的適應策略包括：(1)做中學，包括調整工作計畫、參與教育訓練、觀摩其他日照單位、搜尋相關文獻和媒體資訊；(2)尋求社會支持，例如督導的工具性支持，及同儕/同僚的工具性和情感性支持；(3)溝通，例如向他人說明自己的工作期待和能力限制；(4)妥協，譬如接受社福界工作量龐大的事實及不同專業的文化，以及放下對社工專業角色的堅持。最後，研究者綜合上述研究發現進行深入討論，並提出數項針對未來社會工作教育和實務之建議。 / The adult day care service has been introduced by the government and scholars for twenty years and has become part of the community care. However, related research on the adult day care service in Taiwan mainly focuses on the operating cost analysis, the application, and the benefits. It lacks the exploration of the quality of the adult day care center from the perspective of human resources management, not to mention the discussion about the workforce of social worker. Reflecting on my internship, I find out that the working environment challenges the proficiency and tenacity of the social workers of the adult day care center. Hence, I start from the work adjustment theory. The research purposes are as follows, (1) to understand the responsibility and the role function of the social workers of the adult day care center (2) to delineate the work predicament of the social workers of the adult day care center, and to further explore the meaning of “the work adjustment” to them (3) to analyze the mechanism and the factors that influences the work adjustment of the social workers of the adult day care center (4) to find out the work adjustment strategy that the social workers of the adult day care center adopt This paper finds out that the work and the role of the social workers of the adult day care center is miscellaneous and complicated. In fact, they play the role of the organizers of the adult day care service. This paper finds out that the work and the role of the social workers of the adult day care center is miscellaneous and complicated. In fact, they play the role of the organizers of the adult day care service. Because adjustment is a process of problem solving, the predicament the social workers of the adult day care center face includes role difficulties, the unsatisfied work accomplishment, and the problem with teamwork. All these problems may result in their frustration and resignation. Besides, the work adjustment for them is a dynamic process. That is, whether the social worker’s effort can meet with the expectation of the day care center. A positive work adjustment is showed in three dimensions: (1) The performance of the social workers of the adult day care center (2) Job satisfaction (3) The willingness to continuing working and finding out its meaning The performance a good social worker of the adult day care center should have includes, (1) Do not bring negative emotions to the case (2) Finish the job within limited time and pursue innovation (3) Help the team to process smoothly and get along with team members well This paper also finds out that “the correspondence between the social workers of the adult day care center and the work field” is the crucial mechanism that influences the work adaptation. That is, whether the social workers of the adult day care center and the work field can meet with each other’s requirements and expectations. There are two categories of the correspondence between them (1) whether the individual’s work performance, professional knowledge, and characters can satisfy the requirements of working environment (2) whether the working environment can satisfy the need of the individual, such as the work ethic, learning opportunity, the sense of achievement, and friendship The adjustment strategies the social workers of the adult day care center develop to meet the work predicament includes (1) Leaning by doing, which includes the adjustment of working plan, attending education training, observing and emulating other daycare centers, and searching for related literature and media information (2) Appealing for social support, such as the instrumental support of supervision, and the instrumental and emotional support from their peers (3) Communication, such as explaining to other people their own work expectation and the limitation of their ability (4) Compromise, such as accepting the big workload of social work and the different professional cultures, and abandon the insistence upon the professional role of a social worker Finally, I will analyze these findings and provide several suggestions to the social work education and application in the future.

中共自建軍之初，即將以黨領軍的原則，作為建軍之魂、立軍之本，以此詮釋有別於傳統的新型人民軍隊。共軍認為政治工作不但可為解放軍打贏高技術局部戰爭提供可靠的政治保證，更提供解放軍強大的精神動力和智力支持。換言之，作為實現政治目的的重要途徑和手段的政治工作，是整個戰爭進程和贏得戰爭勝利不可或缺的重要組成部份；越是高技術戰爭，政治工作越是重要。 所以我們從分析共軍政治工作理論，可以瞭解共軍政治工作的作用與運作模式；從共軍各時期政治工作調整變革，評估其在軍隊組織內部的效用，進而掌握在胡錦濤後期的發展趨向。 綜合本文對共軍政治工作發展與變革的研析，可從歷史研究途徑中發現，毛澤東以其最大的意志力不斷堅持遂行共軍政工制度，使其軍隊政治思想成為共軍政治工作的行動指南；鄧小平對共軍政工制度最大貢獻，便是使政治工作朝向制度化、規範化發展，並繼承發揚毛澤東關於政治工作的思想理論。江澤民主導共軍政治工作則是延續創黨建軍以來，黨指揮槍的傳統，視政工制度為維護政權的萬靈丹，並試圖為政治工作注入生機與活力。自胡錦濤主政以來，即推動共軍政治工作法制化作為，顯然已確立胡錦濤治軍思想在黨內的指導地位，進一步鞏固其軍權，同時為「黨對軍隊的絕對領導」制度，提供完整的法源依據，使黨對軍隊的領導、監督更為深化。 然而共軍政治工作也面臨內外新形勢之衝擊，政治工作往往淪為「口號」的形式主義與官僚主義，已很難引起共軍內部官兵共鳴，甚至於對共軍現代化造成障礙。在其標榜不斷調整與自我完善發展過程中，是否真能完全回應環境與內部發展的需要及如何突破傳統歷史制約與制度缺陷，將是共軍政工現階段與未來必須不斷面臨的挑戰。承上述分析，有助於爾後探索中共政權發展、黨軍關係變化以及胡後時期共軍政治工作發展變革與趨向的研究。

九二一地震後，中台灣原住民部落地區遭到嚴重破壞，隸屬於中華至善社會福利服務協會（後改制為至善社會福利基金會）的大安溪部落工作站開始於大安溪畔的泰雅族部落群進行生活重建工作，經過數年之後，工作站成立「原住民深耕德瑪汶協會」，並且於民國98年元月開始，至善社會福利基金會則退出部落，交給在地組織原住民深耕德瑪汶協會推展原住民社區工作。 　　本研究探討原住民深耕德瑪汶協會成立的原因及脈絡、德瑪汶成立的過程以及遭遇之問題、工作站/德瑪汶與至善之間的關係如何轉變，以深入了解在地組織的成立與運作，且從大安溪部落工作站到原住民深耕德瑪汶協會，為少數的九二一災後重建開始，持續至今的組織，並成功促使外來團體退場，其經驗極具研究與參考價值，望透過本研究對本土的原住民社區工作做出貢獻。 　　據此，本研究結論如下： 一、自主自決以永續發展 　　成立在地組織，使部落的工作者更有能力，亦感覺到更有自信，有部落的主體，社區工作更加融合傳統文化與成長脈絡。成立在地組織達到能力建構並取得自主權，以面對文化衝突與維護部落主體。 二、部落工作者的培力 　　成立在地組織，帶給部落工作者改變，首先是決策參與機制的成長，增加參與決策，賦予工作者權力參加。其次是主體與責任感的增加，這是部落工作者的協會，工作者更有主體感並覺得有責任維持住協會的運作與做好傳承工作。 三、部落關係的改善 　　成立在地組織以解決身為外來團體，其正當性不足的問題，包含資源爭取及社區產業競爭等層面。且運用社區照顧與社區福利服務以改善與部落組織或個人之關係。

本研究旨在瞭解當前國民中、小學教師領導以及教師工作滿意度之現況，並探討教師領導與教師工作滿意度間之相關情形。根據文獻探討及相關實證研究所得之結果設計問卷，進行問卷調查，再將所得之數據以描述性統計、獨立樣本t檢定、單因子變異數分析、積差相關以及逐步多元回歸等統計方法進行分析與討論。 本研究以新北市國民中、小學教師為研究對象，編製「教師領導與教師工作滿意度調查問卷」進行調查，有效樣本共計424份。所得結果如下： 一、 新北市國民中、小學教師對教師領導的覺知情形屬中上程度。 二、 新北市國民中、小學教師之工作滿意度屬中上程度。 三、 新北市國民中、小學教師對「教師領導」的覺知情形因背景變項之不同，在部分向度上有顯著差異。 四、 新北市國民中、小學教師之工作滿意度情形因背景變項之不同，在部分向度上有顯著差異。 五、 新北市國民中、小學教師之教師領導情形對教師工作滿意度具預測力，其中又以「行政支持」、「平行領導」、「學習社群」及「決策參與」較具預測力。 最後，根據本研究所得之結果提出建議，作為教育主管機關、學校行政人員以及未來相關研究之參考。 / The purpose of the study is to understand the general situation and correlation of teacher leadership and teacher job satisfaction perceived by elementary school and junior high school teachers in Taiwan. Descriptive statistics, T-test, ANOVA, product-moment correlation, and stepwise multiple regression analysis were employed to analyze the data gathered by means of Teacher Leadership and Teacher Job Satisfaction Questionnaire generated from related literature review. Teacher Leadership and Teacher Job Satisfaction Questionnaire was utilized to investigate elementary school and junior high school teachers in New Taipei City, and 424 effective questionnaires were completed. Major findings are as following: 1. The entire performance of teacher leadership perceived by elementary school and junior high school teachers in New Taipei City is at middle-high degree. 2. The entire performance of teacher job satisfaction perceived by elementary school and junior high school teachers in New Taipei City is at middle-high degree. 3. Teacher leadership perceived by elementary school and junior high school teachers in New Taipei City shows significant difference in some dimensions in certain demographic levels. 4. Teacher job satisfaction perceived by elementary school and junior high school teachers in New Taipei City shows significant difference in some dimensions in certain demographic levels. 5. Teacher leadership perceived by elementary school and junior high school teachers in New Taipei City is predictive of perceived teacher job satisfaction. Support from administration, parallel leadership, professional learning community, and participative decision making are the most powerful predictors of teacher job satisfaction. Finally, suggestions were madefor education administration, school leaders like principals and researcher interested in further studies to follow.

本研究旨在探討臺北市公立國民小學教師兼任行政職務角色壓力與工作滿意度的現況與關係，以及不同背景變項的教師對二者的知覺差異，並根據研究結果提出降低其角色壓力，增加工作滿意度之建議。研究採用文獻分析與問卷調查法，以臺北市松山區公立國民小學教師兼任行政職務人員為研究對象，研究者自編的「臺北市公立國民小學教師之角色壓力與工作滿意度相關性研究問卷」為研究工具，對教師兼任行政職務計發出100份問卷，回收89份，有效問卷81份，回收率81％；另對一般教師隨機發出120份問卷，回收118份，有效問卷113份，回收率94.17％，以進行比較。資料分析採用描述性統計、獨立樣本t考驗、單因子變異數分析、皮爾遜積差相關、最小顯著差異法等統計方法。 本研究獲得以下結論： 一、臺北市松山區公立國民小學教師兼任行政職務的整體角色壓力為中等程度，以「角色量的過度負荷」最高，「角色模糊」最低。 二、不同背景變項「性別」、「年資」、「學校規模」下，整體角色壓力具有顯著差異。 三、臺北市松山區公立國民小學教師兼任行政職務的工作滿意度為中等程度以上，以「人際關係」滿意度最高，「薪資待遇」最低。 四、不同背景變項僅「學校規模」下，在整體工作滿意度具有顯著差異。 五、角色壓力與工作滿意度之間呈現顯著負相關。 六、臺北市松山區公立國民小學教師兼任行政職務與一般教師的角色壓力具有顯著差異，在工作滿意度則未具顯著差異。 / This study aimed to explore the current status of the satisfaction of public elementary school teachers in Taipei concurrently holding an administration job with their jobs and the relationships. Also the differences in perception of satisfaction among teachers of different backgrounds were discussed. According to the results of this study, some suggestions were proposed to reduce their stress and increase their satisfaction with their jobs. The methods adopted by this study included document analysis and questionnaire survey. The research subjects were the public elementary school teachers in Songshan District, Taipei City concurrently holding an administration job. And the research tool was the “Role Stress and Job Satisfaction Questionnaire for Public Elementary School Teachers in Taipei” developed by the researcher. 100 questionnaires were sent to teachers concurrently holding an administration job and 89 were retrieved, among which, 81 were valid. The response rate was 81%. In addition, 120 questionnaires were randomly sent to general teachers and 118 were retrieved, among which 113 were valid. The response rate was 94.17%. They were used for comparison. For data analyses, the statistical methods adopted included descriptive statistics, independent sample t test, ANOVA, Pearson product-moment correlation, least significant difference test, etc. The conclusions of this study are: 1. The overall role stress perceived by the public elementary school teachers in Songshan District, Taipei City concurrently holding an administration job was moderate. The highest stress they perceived was the stress from “overload from their roles” while the lowest was the stress from “roles being vague”. 2. The overall role stresss perceived by the teachers of different “gender”, “seniority”, and “school scale” were significantly different. 3. The satisfaction of the public elementary school teachers in Songshan District, Taipei with their jobs was above moderate. The highest satisfaction was that with “interpersonal relations” while the lowest was that with “salary”. 4. In the aspect of background variables, the overall job satisfactions were significantly different only among the teachers of different “school scale”. 5. Role stress and job satisfaction were negatively related. 6. The stress perceived by the public elementary school teachers in Songshan District, Taipei was different from that perceived by general teachers. However, their job satisfactions were not significantly different.

本研究主要目的在瞭解幼稚園教師教學熱情、工作壓力與創意教學之現況，與探討不同背景變項的幼稚園教師教學熱情、工作壓力、創意教學之差異情形，包括：園所類別、年資、兼任行政與否。同時探討幼稚園教師教學熱情、工作壓力與創意教學三者間關係。本研究採問卷調查方式，以臺北縣市422位幼稚園教師為研究對象，使用的研究工具包括教師教學活動熱情量表、幼稚園教師工作壓力調查量表、創新教學行為量表。研究結果摘述如下： 一、幼稚園教師教學熱情、工作壓力與創意教學之現況 1. 幼稚園教師的教學和諧性熱情及強迫性熱情為中等偏高程度；且「和諧性熱情」高於「強迫性熱情」。 2. 幼稚園教師所感受的工作壓力為中等程度。而教師工作壓力來源的不同層面上，以「角色職責」壓力最大。 3. 幼稚園教師創意教學表現為中高程度。 二、不同背景變項的幼稚園教師教學熱情、工作壓力、創意教學之差異情形 1.私立幼稚園教師工作壓力感受顯著高於公立幼稚園教師；公立幼稚園教師教學和諧性熱情稍稍高於私立幼稚園教師。 2.幼稚園教師的年資會影響創意教學，年資20年以上之幼稚園教師的創意教學表現最高，年資0-2年幼稚園教師創意教學表現最低。 3.幼稚園教師的年資會影響工作壓力，年資3-5年之教師的工作壓力最大，而年資20年以上的教師工作壓力最低。 4.不同年資幼稚園教師和諧性與強迫性教學熱情皆有顯著差異，年資3-5年教師的和諧性教學熱情最低，但其強迫性教學熱情明顯最高。。 5.幼稚園教師是否兼任行政不會影響工作壓力與創意教學，但會影響教師教學熱情；有兼任行政的幼稚園教師教學熱情較高。 三、幼稚園教師教學熱情、工作壓力與創意教學三者間關係 1.幼稚園教師和諧性教學熱情越高，其創意教學表現越佳。 2.幼稚園教師工作壓力愈大，其創意教學表現愈差。 3.幼稚園教師的和諧性教學熱情與工作壓力交互作用，及幼稚園教師的強迫性教學熱情與工作壓力交互作用後皆會影響創意教學表現。

兩地家庭已成為臺灣一種新的家庭型態之一，其成因，各有因素，其中ㄧ種原因係特殊職業別的工作輪調制度所造成。在這種情況下形成的兩地家庭，對於當事人和其家庭而言，可說是較無選擇性的，以公務人員為例，此種職業相較於其他職業較具有永業性的，亦即一旦投入公務人員行列，絕大部分的人都繼續從事這份職業直到退休，因此在這種職業別下設有跨地區的工作輪調制度，大部分的人不論是否出於自願，均得接受工作的調整，然而對於已經組成家庭的人而言，跨地區的工作輪調制度多半會形成兩地家庭，其家庭關係、夫妻關係、親子關係會有什麼衝擊及影響？以及面臨何種問題？都是值得深究的課題。 本研究採質性研究之深度訪談法。研究對象總數共計8人，均為現服務於法務部及所屬各機關之公務人員，夫妻其中一方或雙方曾經因法務部之工作輪調，造成兩地夫妻，且當時兩地婚姻的狀態至少持續6個月以上並育有1個以上子女。 經分析訪談資料後，研究發現綜述如下： 一、雖有準備、有異其他家庭：因法務部暨所屬機關工作之特殊性而設有輪調制度，雖然對於將來有可能會成為兩地家庭的情形已有心理準備，但兩地家庭與其他類型家庭生活的不同，包括平日溝通無法見面，只能依賴電話聯繫、無法陪伴配偶、子女等。 二、適應與否、有賴內外支持：分隔兩地的夫妻雙方對於生活適應程度與是否有內在、外在支援有關係，因本研究訪談對象大部分分隔兩地家庭的子女年齡均較小，且多為學齡前兒童，因此由夫妻其中一方要獨力負起照顧幼兒的責任，負擔是相當重的。 三、工作繁重、另一半亦心憂：如果同時還有工作，照顧小孩更是分身術，另一方在異地工作也會擔心家中的情況。 四、時空乖隔、噓寒問暖不易：分隔兩地對於配偶和子女未能朝夕相處，減少感情聯繫，多了疏離感。 依據本研究發現，提出以下建議： 一多加溝通：建議在進入分隔兩地的生活前，應該充分和家人溝通和討論，降低分隔兩地對家庭的衝擊。 二接受支援：本研究建議適時接受內在、外在的支援可以減輕兩地家庭的生活壓力。 三常保聯繫：因此建議保持聯繫、常常溝通、定期相聚，強化夫妻關係以及和子女的關係。 四有賴有司：因工作性質特殊，同仁需配合工作歷練而調動造成的兩地家庭，建議機關可以提供住宿、交通費補貼、彈性請假制度、調動時尊重個人意願等協助，幫助同仁及其家人早日適應兩地生活，減輕壓力，讓同仁無後顧之憂。 / Economic and social transformation has created great impact and change on life, including wider disparity between wealth and poor and emergence of M-shaped society. To earn a living, it is more and more common to seek job opportunities in other places or for both spouses to be in work, which is the cause of two-location families that are more and more prevailing and have become a new family trend in Taiwan. This study is to discuss one of the reasons for two-location families to emerge – the rotation system of particular occupations – which researchers consider less optional for the party involved and their families. For example, compared with other occupations, being civil servants is a relatively permanent career; that is, once being a civil servant, the majority stay until they retire. No matter they are voluntary or not, most civil servants have to accept the change of rotational relocation in their position. However, for those who have families, rotational relocation will lead to two-location families and it can't be neglected how the phenomenon will impact family relationship, spousal relationship, parent-child relationship and what problem will therefore occur. In-depth interview of qualitative research is adopted in this study. The interview subjects are 8 civil servants currently employed in Ministry of Justice and the subordinating agencies and one or both of each couple was once rotationally relocated due to work, causing l two-location families that lasted for at least 6 months and raised at least 1 child. After the interview data are analyzed, findings discovered are summarized as follows: 1.Even though likelihood of two-location family due to particularity of the rotation system in Ministry of Justice and the subordinating agencies has been expected, two-location family is different from other types of family, including relying only on telephone but not face-to-face communication or not being able to accompany the spouse or children. So, sufficient communication and discussion with family members are recommended before living separately to reduce impact on the family. 2.Is internal or external support related with how long-distance spouses get accustomed to life? Because most interview subjects in this study have relatively young children in two-location families, most of whom are pre-school kids, it is a rather heavy burden for one spouse to shoulder responsible alone to take care of young children, to say nothing of being torn between looking after them and work. Besides, the spouse working in the other place will be worried about the family. So, it is recommended in this research that appropriately accepting internal or external support can relieve life pressure of being a two-location family. 3.Long distance causes alienation between spouses and children so it is recommended to stay in contact, frequently communicate and regularly gather together to strengthen spousal and parent-child relationship. 4.Due to particularity of work, fellow employees have to be relocated based on work experiences, which leads to two-location families. Therefore, it is recommended that government organizations can provide accommodation, transportation subsidies and a flexible system for taking leaves as well as respect personal choice for relocation to help fellow workers and their families to get accustomed to living in two places and relieve pressure. Also, it can help fellow workers devote themselves to work without any further concern.

探討目睹兒童之社會工作處遇模式的目的在於： 一、 瞭解國內針對目睹兒童的處遇服務現況，包含評量的方法與內容、處遇目標、處遇方法與內容、理論依據、處遇評估等。 二、 探究社會工作者提供目睹兒童處遇服務時，本身的處遇價值與原則、工作者的角色與功能。 三、提供目睹兒童的處遇現況與社會工作者處遇之建言。 研究者採用質化研究之方法，以個別深度訪談法蒐集資料，總共訪談四個民間社福機構的五位目睹兒童社工。研究發現可分為兩大要點： 一、目睹兒童社工主要是以生態系統觀點作為評量方式與內容的基礎。 二、目睹兒童的社會工作處遇模式共有五種：優勢復元模式、社會支持網絡聯繫模式、創傷輔導模式、家庭支持模式、以及研究者認為最佳的綜融模式。 研究者根據研究發現，分別提出法令與政策、實務工作與機構之建言： 一、法令與政策 (一)目睹兒童須長期且精深的協助 (二)拓展目睹兒童的資源 (三)規劃初級與二級預防的目睹兒童處遇策略 二、實務工作 (一)關懷目睹兒童：發展間接的行動倡議，以及促進直接服務的成長 (二)目睹兒童的社會工作處遇模式：資源整合；婦保社工與目睹兒童社工的合作；目睹兒童處遇服務的成效評估之方法 三、機構：培養社工與施暴者一同工作的技巧 / The study is to investigate the social work treatment model in witnessed children. As far as the study is concerned, there are 4 goals the research would like to explore: 1.To understand the social work treatment in witnessed children, including the assessment method and content, treatment goal, treatment method and content, treatment theory, and treatment evaluation. 2.To explore the characters of social workers, including their values, principles, roles and functions. 3.To propose suggestions for the social work treatment of witnessed children services. The study employed qualitative method of in-depth interview to collect data; furthermore, applying semi-structured interviewing method to gather data. All information were from 4 participants who came from 5 different social welfare institutions. The major findings were divided into two parts as below: 1.The social workers of witnessed children is based on eco-system for assessment. 2.The social work model in witnessed children includes strength recovery model, social support network association model, trauma counseling model, family support model, and comprehensive model which researcher believes the best model based on the finding of this study. According to the findings, the researcher proposed below suggestions from “law and policies” and “practical work”: 1. Law and policies (1)Provide long-term and extensive treatment assistance. (2)Expand the resources of witnessed children. (3)Develop the primary prevention and second prevention. 2. Practical work (1)Care about witnessed children: advocating the concept of witnessed children, and encouraging the development of practical services. (2)The social work treatment model in witnessed children: resources integration; the cooperation of female social workers and social workers of witnessed children; Develop the method of how to evaluate treatment. 3. Institution: Develop the method which enables social workers to work with perpetrators.