我國近年來有關家庭的研究，均著重在女性就業、單親家庭、兒童、青少年、老人、受暴婦女議題。對於家庭主要生計負責人的男性角色，只有莫黎黎、王行等研究。軍人是特殊的群體，我國約有10萬名的志願役軍官，9成以上均為男性，但未受到重視，相關文獻與研究亦少。本研究是以我國軍官為研究樣本，他們平均每天的工作時間超過12小時，平均一週也只有1.96天，可以回家和家人相聚，其生活方式與一般百姓略有不同。 一位志願役軍官，職責是保國衛民，因此常留守部隊，或因任務需求而不斷調遷，國軍「精實案」期間，使得軍人責任加重、工作時間長、工作壓力大，這些都影響他們與家庭的互動關係。軍人會不會因為其特殊的角色、特殊工作時間、特殊工作型態，忽略了家庭的照顧呢？會因此產生角色衝突嗎？軍人與家人的互動關係如何？自己的生活滿意呢？這是本研究的動機。 本研究同時運用量化研究法與質化研究法，首先以量化研究，設計了「角色衝突」與「生活滿意」的封閉性問卷，施測了1390位軍官。再設計了「家庭狀況」、「工作狀況」及「角色衝突」的開放式問卷，深度訪談8位軍官。最後，邀請3組軍官，做焦點團體訪談，針對前述研究結果／進行深度討論。 本研究的自變項有人口變項及軍人特質變項，「角色衝突」則分為：因工作而疏忽與家人相處的衝突、因工作而干擾夫妻關係的衝突、家庭角色內的衝突、因家庭責任而犧牲自己的衝突、因工作而疏忽子女教養的衝突、工作角色家庭角色與自我角色的衝突、因家庭責任妨礙追求工作成就的衝突。「生活滿意」包括：家庭生活滿意、婚姻滿意、人際關係滿意、一般生活滿意、父母與配偶互動關係的滿意、休閒生活滿意等。 本研究在量化部份，共收集已婚軍官974人，平均結婚年齡為6.07年。研究發現，整體而言，軍官的角色衝突依序為：家庭角色內的衝突、因家庭責任而犧牲自己的衝突、工作角色家庭角色與自我角色的衝突」、因工作而疏忽與家人相處的衝突、困工作而疏忽子女教養的衝突、因工作而干擾夫妻關係的衝突、因家庭責任妨礙追求工作成就的衝突。而且一半的軍官有角色衝突的情形，沒有角色衝突的軍官較少，但亦有三分之一的軍官是介於二者之間，可知，軍官的角色衝突情形是值得重視的。 軍官的生活滿意依序為家庭生活、婚姻、家庭人際關係、父母與配偶互動關係、休閒生活、一般生活。也發現有三分之二的軍官是滿意自己的生活情形，不滿意自己生活的軍官很少，但有27%的軍官是介於二者之間。 影響角色衝突的變項當中，發現男性、配偶不是軍人、協助做家事、陸軍、上尉、基層單位、外島、配偶全職工作、回家頻率較少、生活最大滿足是父母、配偶、子女、以家庭為重、工作時間愈長、年餘愈輕、收入愈少、第一位子女出生年齡愈小、愈擔心退役以後工作與生活、精實案對工作與生活的影響愈大、長官愈不關心軍官工作與生活情形，其角色衝突較大。 影響生活滿意的變項當中，發現男性、非作戰單位、協助做家事、研究所、戰院教育、上校、其他軍種、軍團以上、結婚15年以上、配偶全職工作、房屋是自己購買、與父母配偶同住、生活最大滿足是父母、配偶、子女、以家庭為重、工作時間愈短、年齡愈大、收入愈高、愈不擔心退役以後工作與生活、精實案對工作與生活的影響愈小、長官愈關心軍官工作與生活情形，其生活滿意較高。而且角色衝突愈少者，其生活滿意度也愈高。 本研究在進行量化研究後，接著進行「深度訪談」，軍官雖然會運用一些方法，來減少角色衝突，但仍不免有衝突的產生，包括夫妻間的衝突、配偶與家人的衝突、軍官與家人的衝突等，也會尋求避免衝突和解決衝突的方式： 一、軍官和配偶衝突的解決方式：面對面的溝通；用比喻的方式，期待配偶將心比心；主動向配偶對不起；讓配偶盡情發洩情緒；選擇某些事才讓配偶知道；接受配偶的意見；面對婚後爭吵的事實，事先協調好，以避免衝突的發生。 二、配偶和家人衝突的解決方式：了解婆媳問題是必然會存在的；接受婆媳觀念不一致的現況；婚前先協調好，預防婆媳問題的發生；在媽媽與配偶之間，做一些取捨；在假日，盡量離開家裡，或者回娘家；減少配偶與婆婆接觸的機會，讓彼此的接觸有限，比較不會引發較大的衝突；軍官居於原生家庭、生殖家庭之間，二邊溝通協調；藉由退伍，調整生活方式，以改變現況；選擇不同時間，分別關心原生家庭和生殖家庭，避兔讓原生家庭和生殖家庭產生衝突。 本研究最後以三坎的「焦點團體」訪談法，針對量化研究獲得的資料，再進一步訪談軍官。發現軍官覺得家庭角色和工作角色的衝突滿大的，因為在工作上衝刺的話，可以得到很多工作滿意，但若沒有配偶或家庭的支持，則生活也不滿意。衝突處理的方式有：將工作與家庭儘量分開；把工作做完，再照顧家庭，回家後，多關心家人，或在休假日協助做家事，以體諒家人；覺得虧欠家人，會有補償家人的心態；會先處理家庭的事務，再處理工作事務；期望長官應同時關心部屬的生活和工作；利用家庭其他親戚的力量，協助照顧自己的家庭；加強夫妻、子女之間的溝通，以維繫感情；重視互相體諒，主動協助做家事；有些配偶會讓軍官盡量在工作上衝刺、盡力去發揮。綜合而言，軍官對生活滿意的看法，認為軍人是很好的職業，收入穩定。 最後，透過本研究的發現，提出以下建議： 一、對軍事組織的建議 (一) 減少工作時間或降低軍官的工作負荷 (二) 建立職務代理制度 (三) 建立眷屬來部隊省親的機制，並建設眷屬省親的臨時住所 (四) 增設職務官舍，解決軍官的居住問題，增進親情關係 (五) 長官應多傾聽部屬的意見，並關懷部屬的工作狀況與家庭生活 (六) 應重視軍官的生涯規畫 (七) 建議未來「精進案」應提早有整體的配套措施 二、對軍官的建議 (一) 認識自己面臨的角色衝突與生活滿意狀況 (二) 學習認知自己的角色與職責 (三) 建議婚姻不和諧的軍官應勇於向專業人員尋求協助 (四) 建議家庭不和諧的軍官應勇於向專業人員尋求協助 (五) 鼓勵軍官在適當時機，提出適當的建議，以促進部隊進步 三、對軍眷管理單位的建議 (一) 規畫軍人家庭政策 (二) 建立軍人家庭福利服務 (三) 上維護與發揮家庭功能 (四) 成立軍眷互助中心 (五) 加強托兒、托老服務 (六) 加強配偶的職業輔導 四、在現有組織中增進專業軍隊社會工作 (一) 強化「心理衛生中心」的服務功能 (二) 增設社會工作軍官 (三) 運用專業社會工作方法，預防角色衝突 (四) 建立軍事社區與民間社區之關係 五、對一般家庭協助機構的建議 (一) 建立良好的家庭支持系統 (二) 重視家庭和諧，加強家庭成員的情感連結 (三) 增加有關家庭關係相關課程，舉辦親職教育，增加親子互動 (四) 加強婚姻與家人關係的協助 (五) 營造兩性平權，促進家庭生活現代化 (六) 開設衝突管理的課程 軍人將人生最精彩的青壯年貢獻給國家，也將自己全副精力服務部隊，而家庭與配偶仍是軍官生活滿意的主要來源，尤其來自於配偶的支持是最大的，配偶無私的支持，竭盡心力，奉獻家庭，讓軍官能不斷往前衝刺，追求事業的成功。所以配偶扮演一種穩定的角色，讓我國軍官較無後顧之憂，因此軍人內心裡，對配偶都存在有愧疚感。自己的父母親、配偶的父母親，也是軍官的最佳資源，讓軍官可以無後顧之憂的投入工作。 關鍵字：志願役軍官、角色期待、角色衝突、生活滿意、量化研究法、質性研究法 / The recent relating family research in our country are mostly concentrated on the issue of women's occupation, single-parent family, the children, the youth, the aged, and female abuse. The research toward the male who actually support the family's income are found rarely from the article of "Mo Li Li"（莫藜藜） and "Wang Xing" （王行）. The soldiers is a distinguishing group, there are around hundred thousand of the volunteer officers in this country and more than 90% of them are male, they are an ignored group and not many articles and researches in this field have been really dedicated for them. The quantitative methods and qualitative methods were applied by this research. The close questionnaire of "role conflict" and "life satisfaction" that tested to 1,390 officers initiated the quantitative methods. The open questionnaire of "family status", "work status", and "role conflict" that proceeded by the depth interview to 8 officers was followed next. The focus group interview (session) to 3 groups of officers were the last that carried by the depth discussion toward the results of two previous methods. The officer's life satisfaction ranked by family life, marriage, family's human relationship, parent and spouse interaction, life resort, and normal life. It is found that two thirds of the officers are satisfied with their living life, only a few are dissatisfied, and 27% of them are in the between. The variables that affecting the role conflict mostly are with the characters of the male; the spouse is not the soldier; willing to share the house works; the army; the captain; the fundamental unit service; the out island service; the spouse works full time; not often back home; the parents, spouse, and children are the most satisfaction of life; the family care; long working time; younger; less income; the first kit born too late; concerning about the work and life after the retiring; facing the supervisor's carelessness toward the job and life that are affected greatly from "the troop reduction plan". The officers with these kinds of variables have the more serious role conflict. The variables that affecting the life satisfaction mostly are with the characters of the male; the not combating unit service; willing to share the house works; the master degree; the war academy educated; the colonel; not from the army; the regiment unit service at least; the marriage of 15 years; the spouse works full time; owns the housing; living with parents and spouse; the parents, spouse, and children are the most satisfaction of life; the family care; short working time; older; higher income; not concerning about the work and life after the retiring; receiving the supervisor's care toward the job and life that are not affected actually from "the troop reduction plan". The officers with these kinds of variables have the less role conflict and more life satisfaction. The depth interviews were proceeded after the quantitative methods in this research. The officers would manage to reduce their role conflict, but the conflict remains and still existed in the spouse, the spouse and family, and the officer and family. The ways they normally sought to avoid or solve the conflict are such as a face to face communication; a initiative apology to the spouse; to accept the spouse's complete oppression relief; to accept the spouse's point of view; an advanced agreement to avoid the conflict after married; an understanding of the realistic problem that existed in between the mother and daughter in law; to accept the facts of discordance that existed in between the mother and daughter in law. The three times of the "focus group" interviews were the last of this research, the further interviews to these officers were aimed at the data that achieved from the previous quantitative methods. In general, the officers all agreed that the solider is a good career with stable revenue, it is their recognitions to the life satisfaction. Based on the results of this research, we are having our suggestions as follows: 1. to the military organization (1) reduce the officer's working time or to improve their overload problem. (2) set up the job substitution system. (3) set up the capacity of family visit and the temporary residence to accept the visit. (4) expand the official dormitory to improve the officer's residential problem and family relationship. (5) the supervisor should listen more to the opinion from the staff and extend the highly concern toward their work and family life. (6) respect the officer's career planning (7) the project of "troop reduction plan" should be executed with the other cooperative methods to pursue the integrated achievement. 2. to the officers (1) recognize the role conflict facing and the status of life satisfaction. (2) learn to know the self-role and self-responsibility. (3) seek for the assistance from the professional for the unpleasant marriage. (4) seek for the assistance from the professional for the unpleasant family life. (5) it is encouraged to submit the right proposition in due time to accelerate the unit's development. 3. to the authority of the solider family administration (1) plan out the soldier's family policy. (2) set up the soldier's family service. (3) maintain and extend the function of family. (4) set up the dependant service center. (5) improve the welfare for the child and aged. (6) improve the spouse's vocational assistance. 4. enhancing the professional military social work in the present organizations (1) expand the service function of "the mental health center". (2) increase the social work officers. (3) prevent the role conflict by means of the professional social work. (4) set up the relationship between the military community and the civil community. 5. to the general organizations of the family service (1) set up a successful family supporting system. (2) respect the importance of a pleasant family by strengthen the emotional communications between the family. (3) expand the educational course of the family relationship, to promote the family education and improve the interaction of parents and children. (4) help the officers to manage the unpleasant marriage or family relationship. (5) create the equal rights of male and female to enhance the modernizing of family life. (6) set up the educational course of the conflict management. The soldiers dedicate the most significant golden age of their life to the country and devote themselves completely to the missions. The family and spouse are the main supporting resources of the officer's life satisfaction, and most of that are from the spouse, they make sacrifice to the family and act as a role of great stability. The officers are able to pursue the honor and success without too much cares and anxieties toward the family, the inner of soldiers all existing a deep regret to their spouse. The parents of their own and of the spouse are also the key factors of the supporting. By the completion of this research, we sincerely looking forward to the continual efforts from the government, to improve the welfare for the soldiers and the officers. keywords: professional officer、role expectation、role conflict、life satisfaction、quantitative methods、qualitative methods.

本研究探討心理衛生社會工作者與精神病患照顧者工作之中相互期待的角色內涵、影響角色期待之因素或歷程，以及相互期待之認知、行動如何修正與調整。本研究採質性研究深度訪談法，採立意抽樣選取研究對象，對三十九位受訪者（二十六位心理衛生社會工作者、十三位精神病患照顧者）進行半結構式訪談，主要研究發現如下： 1. 精神病患照顧者的照顧內容和與角色立場： （1）照顧內容：症狀因應、社區生活 （2）照顧態度：積極主動、合理期待、自我照顧 （3）與其他家屬互動：聚會交流、自助助人、權益倡導 2. 照顧者樣態與社會工作者對照顧者之角色期待： （1）所見樣態：積極參與、消極參與、不當期待、家庭動力不穩 （2）對照顧者之角色期待：配合服務、適度支持、個別化期待、如個案需要協助 （3）影響因素：社經認知條件、家庭文化因素、疾病照顧經驗、社區環境、社工接觸經驗 3. 社會工作者與照顧者之工作方法，與照顧者對社會工作者的角色期待： （1）工作方法：傾聽陪伴支持、協作釐清期待、衛教家屬團體、家庭動力工作、社區資源連結、權益倡導協調 （2）指導原則：聚焦正向改變、以個案為中心、重視家庭經驗、尊重照顧知識、抱持覺察開放的態度 （3）照顧者對社會工作者之角色期待：教育引導、家庭陪伴、權益倡導 （4）影響社會工作者角色因素：個人因素、專業教育、組織因素、結構因素 4. 照顧者與社會工作者關係：夥伴關係、工作關係、彈性關係 5. 照顧者與社會工作者相互角色期待調整方式： （1）照顧者對社會工作者期待調整：接受現況、調整期待、自立自強 （2）社會工作者對照顧者期待調整：接納現況、調整期待、擇善固執 （3）社會工作者挫折因應方法：經驗回饋、自我照顧、團隊支持 最後，研究者結合上述研究結果，嘗試繪製出心理衛生社會工作者與照顧者相互角色期待內涵與影響因素之概念架構圖，並提出本研究限制與建議，提供照顧者、心理衛生社會工作者和政策制定者、未來研究者參考，期冀本研究有助於減少照顧者可能產生的失望，甚至進而奠定一個基於夥伴關係的服務方式。 / The purpose of the study was to explore the content of mutual role expectation for mental health social workers and caregivers, the factors influencing role expectation, and the adjustment process of role expectation. This study used purposive sampling to select thirty-nine participants (twenty-six mental health social workers and thirteen caregivers), conducting in-depth interviews by using a semi-structured interview outline. The major results of the study include: 1. Care content and role of caregivers: (1) Care content: symptom management, community life promotion. (2) Care attitude: proactive, reasonably expected, self-care. (3) Interaction with other caregivers: family support group and gathering, help others and self-help, advocacy. 2. Caregiver pattern and role expectation of caregivers: (1) Caregiver pattern: actively participated, passively participated, improperly expected, unstable family dynamics. (2) Role expectation of caregivers： service adherence, moderate support, individual expectation, potential client. (3) Factors influencing role expectation: socioeconomic and cognitive conditions, family and cultural factors, caring experience, community environment, the experience of contacting social worker. 3. Working methods and role expectation of social workers: (1) Working methods: listening and accompanying, cooperating to clarify expectation, group psychoeducation, family systems therapy, mobilizing community resources, advocacy and negotiation. (2) Guiding principles: focus on positive changes, case-centered, attention to family experience, respect for caring knowledge, open-mindedness and self-awareness. (3) Role expectation of social workers: educator and guide, family supporter, advocate. (4) Factors influencing role expectation: personal factors, professional education, organizational factors, structural factors. 4. Professional relationship: partnership, working relationship, elastic relationship. 5. Adjustment process of role expectation for caregivers and social workers： (1) Role expectation of caregivers adjusted by social workers: accepting the status quo, adjusting expectation, self-reliance. (2) Role expectation of social workers adjusted by caregivers: accepting the status quo, adjusting expectation, persisting. (3) Frustration coping methods: experience feedback, self-care, team support. Based on above findings, researcher drew out the depiction of mutual role expectation for mental health social workers and caregivers, as well as the factors influencing role expectation, proposing the study restrictions and suggestions on policy making, partnership-based approach for mental health social workers and caregivers, and further research.

本篇論文研究主要以正式女性公務人員為對象，並採用質化研究的深入訪談法，總共有十五位女性公務人員接受訪問；另外，本篇論文引用相關的理論來觀察女性公務人員的實際生活情況。十五位女性公務人員的家庭發展階段分成未婚、已婚無子女、已婚懷孕初期、已婚育有學齡前兒童、已婚育有青少年子女、以及已婚育有成年子女等等家庭類型。 本篇論文的研究發現有下列幾點： 一、因為性別角色期待而選擇進入公務人員體制 女性因為性別角色期待選擇進入公務人員體制中。女性公務人員為了扮演生育、照顧的家庭角色；以及社會普遍認為女性適合從事公務人員；在婚姻市場裡面，女性公務人員更成為理想結婚對象。因此，女性選擇進入公務人員體制的意願提高。 二、公務人員體制具有科層制特性 公務人員體制中的科層體制強調「固定職掌」、「依法行政」、「層級節制」，並且形成特定的官僚運作方式；整個組織運作強調「客觀」、「理性」、「陽剛性質」。女性在這樣的官僚運作底下，因為其性別而被標示出來，因為整個科層組織是由男性設計與主導，女性則被看成性別化的行動者（sexualized actors）；同時科層體制的反功能造成組織成員對組織產生疏離感，不過正因為這樣的反功能有利女性公務人員兼顧家庭生活，因此，女性公務人員在兼顧家庭的工作考量中以公務人員的工作內容配合度最高。在升遷的過程當中受到男性權威與性別角色刻板印象雙重影響，「玻璃天花板」效應明顯存在而女性公務人員也無法從工作中獲得滿足。 三、公務人員體制特殊的官場文化 公務人員體制要求「去個人化」、接受新的官僚人格，以及運用特殊的組織文化，其中最盛行的就是「關係」、「人情」。光具備工作能力表現是不夠的，公務人員還必須透過「關說」、「人事背景」才能獲得長官的賞識與提拔。整個組織的在上位者多數都是男性，男性有其特殊的人際關係互動，女性公務人員必須同時去性別化與接受男性的組織網絡之後，才有可能獲得晉升的機會。 四、女性公務人員因為家庭與工作出現精疲力盡 大部分已婚的女性公務人員仍然扮演「女主內」的角色，也就是說踏進門板之後的領域全歸為女性的責任，因此，只能用「心力交瘁」的字眼來形容女性公務人員的處境，唯一值得慶幸的是，女性公務人員會尋求社會資源來解決工作與家庭兩者間的衝突。 五、女性公務人員既主動創造又被動接受性別角色期待 根據本篇論文觀察與訪談結果，女性在某種情境底下才會既主動創造又被動接受性別角色期待。那就是只有在家庭因素考量出現時，女性才會主動創造與被對接受既予的性別角色期待。為了逃避這種左右為難的窘境，女性就必須建立自主性，可是這種自主性也是在既有社會價值框架下，並不是完全的自由。因此，我認為唯有去除傳統將女性與家庭連結在一起的社會價值，進而建立兩性平等的關係。 / This paper aims mainly at qualified female civil servants, employs the qualitative method by which fifteen women are interviewed, and takes also on the relevant theories to observe their actual life experiences. The family life cycle of them is divided as following: single, married without children, pregnant, married with preschool ones, married with teenagers, and married with adult children. In this paper I discover the facts that follows: 1. In accordance with the expectation for gender role, women choose to be civil servants. In order to play well role on caring and childbearing in family life, on account of the common social assumption that women are suitable for the work of civil servants, and owing to the favor in the selection of marriage partner, women thus are willing to run for this status. 2. Public institution is characteristic of bureaucracy. The working of civil service emphasizes on the fixed working contents, administrating by law, and obviously hierarchizing in levels, so this institution develops the bureaucratic feature. Under the emphases of the whole institution on the rationality, objectivity and masculinity wrought by men, women are labeled as sexualized actors. In this case, the bureaucracy produces the anti-function which on the one hand results in the alienation of the member in the organization and which on the other hand is good for women to take care of their family. In the process of promotion, the influences of male authority and gender stereotype on women forms the glass ceiling effect that defers women from the satisfaction with their works. 3. The special bureaucratic culture in public institution. In this institution the member is required to be depersonalized, to accept a new bureaucratic trait and to implement the special organizational culture that is fashioned with human relationship and influence. Most of the higher officials are men who possess the different network of human relations from women, women must desexualize themselves to receive bureaucratic culture dominated by men for the opportunity of promotion. 4. The exhaustion of female civil servants in family and work. A great number of married female civil servants simultaneously play the role of housewives--that is to say, women are responsible for all the things indoors. Fortunately, women, when facing this dilemma, would by the capacity of their positioning search for the social support so that they solve the confrontations between family and work. 5. Female civil servants either positively create or negatively accept the expectation for gender role. The choice of whether to create or accept the expected gender role for women civil servants depends on certain "circumstances." That is, only when for family's sake women civil servants are forced to definitely both create and accept such given gender role. To escape this dilemma, they try to establish a kind of autonomy--neither to create nor to accept the "given" namely, to slip off the bondage of the family. However, this sort of "autonomy" is limited in the framework of social value, far from complete freedom. Consequently, I think all we have to do is change the social value of setting the bondage between women and family and strive for the equality of both sexes.