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新進基層特考女警工作適應之研究 / Work adjustment for new entry-level female police officers recruited through civil service special examination for entry-level police officers胡雅芳 Unknown Date (has links)
組織新進成員的工作適應是組織行為中相當重要的議題,而我國基層警察的工作具有高度危險與辛勞等特殊性,因此新進基層警察的工作適應議題值得重視,我國自民國93年起,推行「女警政策」與「公務人員特種考試基層警察人員考試」,使得近年來我國基特班女警人數漸增,而這些多數具有一般大學學歷,並且僅接受1年警察教育訓練即任職的基特班女警,其工作內容多與一般基層男警無異,必須擔服第一線警察勤務工作,亦因而延伸出許多基特班女警工作適應不良的情形,又我國過去幾無針對新進基特班女警工作適應的相關研究,且由於民國100年警察人員考試將分為警校正期生與一般生分流考試招生,一般特考生將取消男女比例限制,故未來亦可能產生女性錄取人數增多的情形,因此,本研究主要即在探討新進基特班女警工作適應之議題,並對未來基層女警管理實務提出建議。
本研究先透過文獻檢閱,探討工作適應之內涵,並分析期望落差、組織社會化,以及離職傾向與工作適應之關聯後,建立本研究架構,再透過深度訪談法,共訪談13位新進基特班女警,且受訪者皆為工作1至3年,主要任職於北部警察單位者,而本研究透過分析與受訪者的訪談內容,彙整出主要研究發現,首先在期望落差部分,本研究發現警察工作與女警角色產生期望落差,並影響工作適應,而在警察組織社會化部分,包含職前訓練與在職訓練,皆影響新進基特班女警之工作適應情形,接著在工作單位之不同,亦有不同之適應情況,最後有關離職傾向部分,研究發現工作熟悉與團隊認同影響離職傾向的產生,並發現女警工作角色影響職涯發展方向,又本研究提出未來基層女警之政策議題,包含:基層女警考試制度、基層女警之教育訓練,以及基層女警工作適應三個面向,並對未來基層女警管理實務提出建議,包含:基層女警之工作資訊應適度公開、加強基層女警之教育訓練並提升團隊認同感、重視基層女警之職前實習階段,以及基層女警之任用應採取以同工同酬為主,專才專用為輔之用人策略。
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軍軍的工作故事-一位幼教所畢業生工作經驗之研究 / The working experience of a graduate with a master degree of early childhood education蘇育吟 Unknown Date (has links)
本研究採訪談法,訪談一位幼教所碩士畢業生,旨在了解幼教所畢業生的工作經驗,並探討幼教所畢業生在職業選擇與工作適應上的歷程。
本研究採質性研究,每次訪談內容皆錄音、轉譯之後由受訪者再確認,並參考Colaizzi 的資料分析步驟,探究受訪者工作經驗之本質。
結果顯示,幼教所碩士畢業生的工作經驗中,影響職業選擇的因素有:家庭經驗、個人專業條件、個人特質、企業形象、市場機會與同儕的引薦、個人的價值觀等;影響工作適應的因素有:專業成長機會的匱乏、教學經驗的缺乏、人際互動品質、角色衝突、工作負荷量;工作困境的因應方式有:尋找其他工作機會、主動尋求資源、從消極逃避轉而積極地自我伸張、調整自我認知、昇華過去的負向經驗。
基於以上結果,對學校及相關單位提出具體建議,以供參考應用。
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日間照顧服務社會工作員工作適應之初探 / The Exploration of Work Adjustment of the Social Workers in the Adult Day Care Centers李琪, Li, Chi Unknown Date (has links)
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.
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身心障礙者工作條件及工作適應問題之研究:以臺北市身心障礙者庇護工場為例鄧慧鈴 Unknown Date (has links)
以前的身心障礙者可能都被關在家裡,常遭家庭放棄、社會排擠,因而較無與人際互動,也較沒社交生活,我們看不到他們,但隨著時代進步,去麵包店買麵包的時候,看到智障的喜憨兒,去加油站加油看到顏障的加油員,在電視上看到視障歌手,聽廣播聽到肢障的播音員,去便利商店有您辨識不出來的精障收銀員等,當身心障礙者在臺北市政府「ENJOY 臺北餐廳」端出香醇濃郁咖啡,捷運古亭站為每一位匆忙上班族做出每一份健康美味的早餐,在陽光汽車美容中心將充滿污垢的車子變成金光閃閃的豪華房車,從他們眼裡看到了希望,覺得自己是個有用的人。首善之區的臺北市,各項促進身心障礙者就業服務機制迅速發展中,政府積極投注心力讓身心障礙者站出來,求得一技之長,自給自足,謀得工作,他們就在您的身邊工作了。
身心障礙者的因身心的限制,常造成產能不足,因此工作條件常不及一般人,在環境及人際社交上常出現不適應之情況,在就業上可能有不同層度、不同態樣的工作適應上的問題,本篇論文的目的在於:
一、瞭解臺北市身心障礙者庇護工場之身心障礙者工作條件狀況。
二、瞭解影響臺北市身心障礙者庇護工場之身心障礙者工作適應之相關因素及情況。
三、根據研究結論,提供政府擬定身心障礙者就業促進政策之參考。
本研究發現下列結論:
一、身心障礙者障礙類別影響工作適應期間,且工作條件與工作適應有關。
二、庇護工場身心障礙員工勞工權益已與競爭性市場的勞工相同,但薪資過低仍屬於低度就業。
三、身心障礙者工作適應狀況較一般人慢,但在設計規劃過的庇護工場較能得到支持及協助與顧客信賴,但也不利於面對競爭性勞動市場。
四、地方主管機關的督導措施較彊固。
五、產能較不佳的庇護性就業學員或實習生,工資仍不受保障。
六、臺北市身心障礙者就業基金每年支出龐大就業促進費用,每年呈現赤字,政策亦因人事調動而變動。
七、社會福利團體為非營利組織,大多以公益角度來經營有營收行為的庇護工場,要自負盈虧,非其專長是個挑戰。
八、受託機構漸漸有「福利產業化」之概念。
本研究建議:
一、對受託機構的建議:
(一)組織合併、合作聯盟、分享資源。
(二)加強及鼓勵庇護工場內身心障礙者及就業服務員進修及訓練。
二、對身心障礙者家長建議:在保護下的庇護工場工作的身心障礙者,能否面對競爭性勞動市場,應聽從職業輔導評量的建議,不要勉強子女一定要進入或長久在庇護工場工作。
三、對政府的建議:
(一)租稅減免政策、增加社會公益形象,鼓勵事業單位進用庇護工場身心障礙者,使中繼型庇護工場身心障礙者,能順利進入競爭性就業市場。
(二)庇護工場委託及租賃契約及績效評量指標應有彈性合理及合理性。
(三)建立身心障礙者就業服務員證照制度,培訓各項專業技能,增加決策及專業服務能力。
(四)建議由政府成立職業評量中心,使職評結果更有公信力。
(五)庇護性就業之身心障礙者,依其產能核薪,應訂定「產能核薪」之標準。
(六)建議訂定庇護工場委託或租賃契約時,能規範最低工時。
(七)正視身心障礙者就業基金專戶逐年短收之積存數額,應開源節流、尋求其他基金支援、企業捐獻等資源整合,持續為身心障礙者提供最好服務。
四、綜合建議:結合企業尋求經營上協助,朝向社會企業形式發展。
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行政機關新進成員工作適應問題之研究賴瑞涵, Lai, Rui-Han Unknown Date (has links)
新進成員初入組織,基於未知而產生不確定感,以致可能承受了負面的情緒,然其仍須如期完成被交付的工作,其所面臨的壓力或情緒問題皆不輕微,其造成的結果對於組織與新進成員個人而言都是一種可以避免及預防的傷害。
本文旨在探討行政機關中對於新進成員工作適應所提供的輔助制度及社會支持。亦即組織各層次在適應過程中有無提供以及提供何種協助,而個人又會採取哪些主動角色以利其工作適應,此外並瞭解目前行政機關中新進成員的工作適應現況。
本研究採取文獻檢閱法、問卷調查法及質性訪談法進行,在問卷調查法部分,以八十九年公務人員高普考試筆試錄取人員於八十九年十二月至二月間接受基礎訓練者為研究對象,回收率為71%。針對767份有效回收問卷,以描述統計、T檢定、單因子變異數分析、皮爾森積差相關等統計方法加以分析。研究發現行政機關員工在實質性及訊息性之社會支持的情形均優於情緒性社會支持,且以同部門同事及主管為最主要的來源;在新進成員主動角色方面,其普遍會採取人際或非人際的主動角色;工作適應在各面向皆有五成以上受試者認為自己已達工作適應,所需期間則平均為2.43個月。此外本研究亦發現:(一)社會網絡與工作適應間、社會支持與工作適應間、主動角色與工作適應間、工作壓力、個人屬性與工作適應間皆呈顯著相關;(二)人口統計變項不同者,在工作適應的平均數有所差別,亦即性別、年齡、考試等級與對新舊組織工作適應輔助制度多寡之比較認知不同者,在工作適應之平均數有顯著差異;(三)社會網絡與工作適應間、社會支持與工作適應間不會受到工作壓力、個人屬性之影響;主動角色與工作適應個人屬性間則會受到工作壓力、個人屬性的影響。
最後,總結研究發現及文獻檢閱,認為新進成員於進入組織之後,組織各層次宜整合、運用其既有的資源與制度,協助新進成員適應其工作以及與工作相關的各個面向,因此提出組織、團體及個人三種層次的社會支持機制之建議。除管理實務建議外,亦提出數個思考方向,以作為後續研究之建議。
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臺北地方法院女法警勤務特性與調適方向 / A Research on the Characteristics and Adaptation of Judicial Policewomen Duty System in Taipei District Court黃姿云, Huang, Tzu Yun Unknown Date (has links)
近年來,在性別主流化之潮流下,司法人員特考之法警類科因應趨勢取消性別報考限制,而使女法警逐年增加,在此一背景下對於法院法警勤務執行,從法警勤務工作性質分析,運用質性的研究方法,訪談臺北地方法院男、女法警在法院勤務執行情形,進而暸解女法警勤務執行之問題與調適方向。
經質化訪談研究發現如下:
一、 法警勤務之工作性質包括工作危險性、工作專業性、工作自主性、角色衝突性、機動性、體力與強制性。
二、 女法警之勤務工作分配,從早期傾向被安排內勤,轉為與男法警一樣共同輪值送達、執行、警衛、值庭等勤務事項。
三、 女法警之條件與特質包括必須融入團隊、具備一定體力、高EQ溝通能力、膽大心細等。
四、 女法警勤務調適部分,生理上必須面對深夜值班熬夜導致睡眠不足的問題;心理上則是須調適面對人犯之心理恐懼。
五、 解決之道,落實教育訓練協助女法警融入職場、增加團隊認同感,並建造友善空間設備。 / In recent years, the gender limit of the Judicial Police Exam has been cancelled due to the current of gender mainstreaming; as a result, the number of judicial policewomen is on the increase .In the above background, I have interviewed with some judicial police about their service, and analyzed the characteristics of the duty system through qualitative research, hoping to find the problems in the judicial policewomen’s service and the adaptation.
The followings are the results of my research:
1. The characteristics of the judicial police’s duty include hazards of work, job specialization, job autonomy, role conflict, mobility, physical strength and compulsion.
2. The service allocation of Judicial Policewomen has been transformed to be the same with judicial policemen’s, inclusive of delivery, execution, security and court monitoring.
3. Characteristics that are necessary for Judicial Policewomen include good teamwork spirit, physical strength, communication with high emotional quotient, bravery and chariness.
4. When it comes to adjusting to the service, judicial policewomen have both physical and mental problems. The former is facing sleep deprivation due to midnight shift, and the latter is the fear to confront criminals.
5. The followings may be the solution: Implementing training courses helping judicial policewomen to merge into the work team, enhancing sense of identity in the group, and establishing friendly space and equipment.
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機構外籍看護工工作條件與工作適應問題之研究-以臺北縣越南籍看護工為例徐幗美 Unknown Date (has links)
機構照護人力外籍勞工化之情形已普遍出現於國內大小型之養護機構,而這群服務於機構之外籍看護工處於語言不通及繁重工作壓力之雙重障礙下,工作適應程度是否良好則攸關著照護品質。在時間及人力限制下,本研究選擇以機構越南籍看護工為研究對象。 / 本研究探討之主題為:一、機構外籍看護工之目前工作條件;二、人口學變項對機構外籍看護工之工作適應影響;三、機構外籍看護工之跨文化工作適應差異;四、機構所提供之勞動條件、管理方式及福利事項情形對外籍看護工之工作適應影響;五、不同機構類別所提供之工作環境是否不同,進而影響外籍看護工之適應情形。研究設計方面,除了對機構越南籍看護工進行問卷調查,最後回收140份有效樣本外,並針對五家機構之負責人員進行深度訪談,以充實研究內容。 / 研究結果發現,適用勞動基準法之機構外籍看護工,僅僅只有基本薪資15840元一項,合乎勞動基準法第21條之最低工資保護,其餘之工作條件根本遠不如該法所規定之基本保障。其次,機構越南籍看護工的年齡、教育程度及是否借款來臺工作等3項個人背景,以及中文程度、海外工作經驗與來臺時間等3項跨文化因素,在工作適應上確有顯著差異。再者,機構所提供之勞動條件、管理方式及福利措施,對外籍看護工之工作適應有顯著影響。最後,醫療保健服務機構之越南籍看護工,其工作適應程度優於社會福利服務機構之越南籍看護工。
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參與過渡性就業之精神障礙者的工作適應與權能感受 / A Study on the Work Adjustment and Empowerment of Persons with Psychiatric Disability Participating in the Transitional Employment Service黃佳琦, Huang, Chia-Chi Unknown Date (has links)
本研究主要目的在於瞭解(一)精神障礙者成功適應工作的情形、(二)適應工作期間的權能感受,以及(三)就業服務人員協助其適應工作與增強其權能之策略運用。藉由受訪者回顧參與過渡性就業期間的經驗以瞭解工作適應狀況和權能感受間的關係和影響。研究中以質化之深度訪談法進行資料蒐集,研究參與者的選取主要是來自中華民國康復之友聯盟「台北交誼中心」和「高雄交誼中心」,涵蓋十位精神障礙會員與兩位就業服務人員,並以半結構式的訪談方式進行資料蒐集。本研究結果歸納為以下重點:
一、影響精神障礙者工作適應的因素,主要分為三大層面:個人(就業動機、個人特質與能力、面臨的工作困難、採取的因應方法)、人際(家庭系統與職場系統)、社會環境(會所模式與醫療院所),而三者間具有循環且交互影響的作用。
二、精神障礙者的工作適應情況,則可區分為以下三個指標:外在滿意度(出席狀況、準時、工作主動性、工作專注力、工作配合度、工作效率及雇主評價)、內在滿足(正向感受與負向感受)、以及工作任期,其中他們的外在工作表現多能達到雇主要求,內在滿足則是正向感受遠多於負向感受,而工作任期是綜合外在滿意度與內在滿足的工作適應表現,他們皆能穩定就業,達到工作期滿。
三、精神障礙者的權能感受與工作適應狀況息息相關,而多半展現在個人(能夠接納自己與肯定自我、覺察自我效能、建立正向自我形象、激發正向內在動力、自我增權、能夠自我選擇與決定、覺得與所處的環境有良好的適配度)與人際層面(具備與人溝通的知識和技巧、與他人互動時能肯定自我、能夠與他人形成夥伴關係、得到他人的尊重)。
四、就業服務員是精神障礙者的適應工作職場的支持主力,主要是扮演「先鋒」、「支持」與「後盾」等重要角色;亦是運用多元的增強權能策略提升其權能感受之關鍵人物。
五、依據精神障礙者的工作適應與權能感受型態區分為四大取向,分別為「內外權能展現取向」、「內在權能增強取向」、「外在支持調適取向」、「懷才不遇取向」。依循四取向之脈絡,筆者延伸發展出最為理想之核心類屬,即「內外權能實現取向」。
依據研究發現,筆者針對工作適應之關鍵角色--就業服務員提出下列幾點建議(一)對精神障礙者之個人處遇策略:增加精神障礙會員的社交能力、運用更多元的增強權能策略來激發復元因子;(二)催化雇主對精神障礙會員之認識與接納;(三)強化會所過渡性就業與就業職場間的連結;(四)建立友善且接納的社會環境。本研究結果分析與研究限制皆於文中提出說明,提供未來相關研究與實務之參考。 / The study explored the states of persons with psychiatric disability succeeding in work adjustment and empowerment during the Transitional Employment service, and the strategy that employment service staffs adopted to help psychiatric disabilities to adapt their jobs and empower them. Through the survey participants’experiences during the period of participating in the transitional employment service, the study attempted to find out the relationship between work adjustment and empowerment. Qualitative method of the profound experiences was utilized to collect data. The survey participants included 10 persons with psychiatric disability and 2 employment service staffs. All of them were selected from TAMI (The Alliance for the Mentally Ill of R.O.C.,Taiwan) and interviewed by using semi-structured interviewing method. The major findings of this study were as follows:
1.The factors that affected the work adjustment of persons with psychiatric disability were divided into three perspectives:individual (employment motivations, personal characteristic and capability, difficulties encountered at work, and the coping strategies), interpersonal (family and workplaces system) and social environment (the clubhouse and hospitals). Moreover, the three levels of factors had interactive impact on the subjects.
2.The state of psychiatric disability’s work adjustment was divided into three aspects:satisfactoriness (attendance, punctuality, positiveness, concentration, cooperation, working efficiency, and evaluation from the employers), satisfaction (positive and negative feelings),and tenure. For the most part, their performance at work could fulfill the employer’s requests, they have much more positive feelings than negative ones, and as the tenure, which was an integrated performance of both satisfactoriness and satisfaction, they were able to work steadily until the tenure expired.
3.To extend the psychiatric disability’s work adjustment and performance above, the empowerment of persons with psychiatric disability almost revealed itself at both individual (their capabilities to accept and approve of themselves, to perceive self-efficacy, to establish positive image, to stir positive internal motivation, to empower themselves, to make choices and decisions, and to fit the environment) and interpersonal (to possess the knowledge and techniques to communicate with others , to approve themselves while interacting with others, to build up partnership, and to obtain others’ respect) aspect.
4.Employment service staffs played an important role in supporting the psychiatric disability’s work adjustment at workspaces. For the most part, they served as pioneers, supporters, and backing; meanwhile, they were the key persons that adopted multiple strategies to empower the subjects.
5.Based on the states of work adjustment and empowerment, the subjects were categorized into four major types of orientation. Overall, the core category of the subjects extracted was “demonstration of internal and external power”.
According to the findings, the investigator brought up some suggestions:
1.The treatment of psychiatric disability’s individual situation:improve psychiatric disability members’ ability to establish interpersonal relationship and adopt multiple empowerment strategies to stimulate resilience.
2.Encourage employers to understand and accept the psychiatric disability members.
3.Strengthen the connection between the Transitional Employment service of the clubhouse and workspaces.
4.Establish a friendly and acceptable social environment.
The analysis and restriction of the study was brought up in the article, providing references to future related study and practice.
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外籍專業人士在台工作及其相關權益之探討--以外籍英語教師為例 / White-Collar Foreign Workers in Taiwan: A Preliminary Research賴加華, Lai, Nancy Unknown Date (has links)
本研究欲探討外籍專業人士來台工作的三個階段(來台前、來台工作期間與
未來規劃),藉以瞭解外籍專業人士選擇來台工作的管道,在台期間工作狀況與
生活適應情形,未來的職涯規劃,以及勞雇雙方對我國相關規定的評價和看法,
以瞭解台印間的交流情形與狀況。
在方法上,本研究自2007 年3 月25 日起至2007 年4 月22 日止,為期約一
個月,總共9 位對象進行訪談,包括7 位外籍教師和2 位本國籍雇主。而本研究
主要發現為:
一、 來台前:
(一) 促使外籍人才向外流動的推力多為個人因素決定,而非原生國存在就業困
難。
(二) 網際網路的連結與社會網絡的關係,成為外籍專業人士獲得台灣工作機會
資訊,以及在台期間解決日常生活問題的重要因素。
(三) 本國籍雇主在招募外籍專業人士的過程中會因為地理因素而產生風險。
(四) 勞委會實施單一窗口制度之後,申請與引進外國專技人員過程所花費的時
間與交易成本仍有改進空間。
二、在台期間:
(一) 生活上
1.受訪的外籍教師表示在台灣的生活很安全,適應情形良好。
2.英語溝通與國際化生活環境的確會成為外籍教師在台工作的困擾。
(二) 工作上
1. 受訪的外籍教師對於自身在台工作權益的瞭解有限。
2. 國內聘用外籍教師的制度較為被動,無充足誘因吸引海外人才來台。
3. 整體而言,引進外籍教師須先顧及本籍英語教師資格任用制度,且聘用
外師也需要一通盤原則,對提升我國英語環境才有正面效益。
4. 目前台灣的學術研究環境因為資源分配和地區發展不均,造成城鄉英語
環境落差較大,外師應盡速引進至資源缺乏的地區。
三、未來規劃:
1. 獲得豐富的國外工作經驗對於受訪的外籍英語教師將來回原生國的生
活與工作相當有幫助。
2. 台灣人熱情且友善的態度讓人留下好印象,可能成為外籍英語教師回
流台灣工作服務的因素之一。
最後,本研究建議政府應該注重各相關部會的整合,以及繼續改善我國國際
化環境,加強外籍專業人士與我國勞動市場的供需媒合機制,促使我國與各歐美
國家的連結更為密切,有助於國家經濟和國際形象的發展。 / This research wants to probe into the three phases (before, during, and after) of
foreign professionals working in Taiwan, so as to understand the working
communication in Taiwan that foreign professionals use, their working situation and
living adaptation during in Taiwan, their career plans in the future, and the opinions of
employees and employers on related regulations.
This research uses the method of having interviews with the foreign English
teachers and native employers. From March 2007 to April 2007, 7 foreign English
teachers and 2 native employers were conducted. The main findings of this research
are as below:
I. Before coming to Taiwan:
1. Explore life experience is the reason that most foreign English teachers want to
find a job out of original country.
2. The connection of internet and relation of social network become the most
important factors for foreign professional skills about acquiring the information
of work opportunity, and solving the daily lives problems in Taiwan.
3. Because of distance, it causes risk factors through Taiwanese employers recruit
foreign English teachers.
4. There still have the spaces to improve the transaction cost spent in foreign
professionals importing and applying procedure after CLA implementing the
“Single Window” program.
II. Staying in Taiwan:
1. In Living:
a. In general, foreign English teachers in these interviews are satisfied with the
living environment in Taiwan.
b.Disappointedly, there is a blemish which is the English condition in Taiwan not
good enough, and there are no bilingual instruction in many public places
facilities, documents, and products.
2. In Work:
a. There are limitation for foreign English teachers to know about their own work
rights and interests in Taiwan.
b. The NSC system in attracting foreign professionals tends to be passive, there is
not enough attractiveness.
c. In general, we should consider native English teachers’ work rights and then
introduces the foreign teacher. There is a great positive benefit to our development
in promote English ability.
d. There are some problems existing in the environment of scholarly research in
Taiwan recently which are the unbalance of the resources distribution and
disproportion of region development.
III. Future plan:
1. Acquiring the foreign work experience is very important for these foreign English
teachers living and works in original country finally.
2. Taiwanese friendship and enthusiasm may become one of the factors that make
foreign English teachers come again.
To sum up, this research suggests that we government should emphasize more
on the integration of related departments to indeed implement “Single Window”
system, keep on improving our international condition, and strengthen the work
connection between the West and Taiwan, all of the above will help promoting
Taiwanese economic development and international image.
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