新進兒保社工職業風險因子之研究

文化大學機構典藏 CCUR > 社會科學院 > 社會福利學系暨社會福利學系碩士班 > 博碩士論文 > Item 987654321/23412

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題名:	新進兒保社工職業風險因子之研究
作者:	許富盛
貢獻者:	社會福利學系
關鍵詞:	兒童保護服務 child protection service 新進兒保社工 new comers of child protection social work 兒保社工職業風險 career risks for child protection social workers
日期:	2011
上傳時間:	2012-10-25 09:05:20 (UTC+8)
摘要:	本論文主要是想要從新進兒保社工的角度來看兒童保護工作所存在的職業風險因子，因此研究的目的在於透過訪談新進兒保社工，來瞭解他們在現職兒童保護工作，無論在社工個人方面、個案家庭方面、機構方面和社會工作整體大環境下，對於兒童保護工作此職業的風險因子，建構出新進兒保社工之職業風險因子，以利未來能夠進行新進兒保社工之職業風險管理。　　在此研究當中採用質性研究中現象學的觀點，透過深度訪談收集了十名受訪對象的資料，其受訪對象有：五名新進兒保社工、三名離職兒保社工、兩名現任兒保督導，再將這十名受訪對象的訪談內容轉化成文字騰為逐字稿，經由開放性譯碼、主軸譯碼進行分析，將分析後的結果歸納分類成新進兒保社工職業風險因子。　　研究結果中發現兒童保護工作會對新進保社工產生職業風險因子，而其職業風險因子從社工個人方面、個案家庭、機構環境、社會環境四個面向所組成。一、在新進兒保社工個人的風險因子主要是心理壓力過大、無力感深、生理狀況不適、日常生活作息改變、與他人互動關係減弱、對工作易感到緊張、工作評估的困難。二、個案家庭中工作的風險因子有：案家與新進兒保社工過度期待、案家和新進兒保社工想法衝突、案家的抗拒、案家言語暴力及威脅、案家肢體暴力及攻擊。。三、機構環境中工作的風險因子有：督導業務量大、督導給予有限、機構不合理要求、對新進兒保社工無重視、欠訓練、新進兒保社工人身安全無保障、工作業務多、工時長、個案量多、薪資與工作量不成正比。四、社會環境工作的風險因子有：官員過多關切及不當對兒保社工施壓、社會大眾對兒保社工過度期待、職責界限模糊、專業不合作。　　最後，本研究建議：一、在個人方面：（1）提高新進兒保社工個人自覺，提早做預防，尋求協助，堵絕職業風險因子的產生。（2）提升新進兒保社工自我調適能力，可以藉由定期運動、維持正常的生活作息、培養自己疏壓的興趣、適時的外出旅遊、以及不要抗拒、害怕家人及朋友的關心來幫助新進兒保社工排除負面的情緒、感覺。二、機構服務措施：（1）提供完善的職業訓練，包括職前訓練、在職訓練。職前訓練可以讓新進兒保社工在試用期三個月接受課程及實務的訓練；而在職訓練則可以針對新進兒保社工提供壓力的調適、或者是針對新興的議題或法規規劃成課程、講座…等。（2）機構內應設置人身安全裝置，例如：公務車、公務機的配置、機構門禁管控嚴加管制、設置警報器、設計社會民眾和兒保社工不同的進出通道。（3）增添危險加級津貼或者意外醫療險部分，一方面慰問這些無怨無悔付出的兒保社工，一方面也提供一些危險方面的保障。（4）增加整體兒保社工勞動福利，可以藉由心理諮商針對心理壓力或創傷進行個人或團體的諮商、定期要求兒保社工做健康檢查、提供法律的諮詢。（5）鞏固網絡單位間的合作，應該提供一套職責分工的標準，依據各網絡單位其專業來進行分工，同時也應加強各單位對兒童保護的重要性以及對於受虐兒童亦或者是其案家後續資源的投入。（6）合適的督導制度，應先要補足兒保督導人力、增聘兒保督導才能發揮兒保督導的功能。，三、社會政策的倡議：（1）以增聘兒保社工人力為優先，目前兒保社工人力依舊不足，且未來對於兒童保護工作的趨勢所因應而生的新業務是無法事先得知的，故應該要針對兒童保護和其它保護型社工人力先開始增聘。（2）加強對兒保社工角色的認識，可以與藝人、電視台合作拍攝形象廣告或者是宣傳影片，向社會大眾說明、加強對兒保社工角色的認識，了解兒保社工的工作內容，也可以透過社區服務來辦理講座向民眾說明、宣傳對兒保社工角色的認識。 The current study attempts to regard the factors of career risk from the perspective of new comers of child protection social work (hereunder referred to as new comers for short). Hence the research aims to construct the whole picture of the factors of career risk accountable for new comers so as to undergo the career risk management for this specific professional group through interviewing them and grasping the factors lies in the following respects: social workers themselves, case’s family background, institution and the larger context. The study adopts the views of phenomenology of qualitative research and collects the information of ten interviewed subjects via deep interview. These interviewed subjects include five new comers, three former child protection social workers and two incumbent child protection supervisors. After converting the record into transcripts and analyzing the content with open coding and axial coding, the study finally induces the analytical results into factors of career risk for new comers of this profession. The research results have indicated that the work of child protection produces some factors of career risk to new comers, wherein such factors lie in four aspects, namely, social workers themselves, case’s family background, institution and the larger context. First, in the respect of these new comers themselves, the factors of career risk mainly include high psychological stress, frustration, physical discomfort, altered life habits, a decrease of interaction with others, being prone to feel anxious toward work and a difficulty in work assessment. Second, in the respect of case’s family background, the factors of career risk comprise the excessive expectation from case family and new comers, the thinking conflicts of case family and new comers, the resistance of case family, case family’s verbal violence and threats, and case family’s physical attacks and violence, and so forth. Third, in the aspect of institution, the factors of career risk consist of heavy workloads of supervisors, the limited assistance from supervisors, unreasonable demand from the institution, little respect toward new comers, unqualified trainings, inadequate protection for new comers’ personal safety, heavy workloads, long working hours, colossal quantities of cases, salary and workload being out of proportion. Fourth, in the aspect of the social context, the factors of career risk consist of too much concern and unwonted pressure from officials on new comers, the inappropriate expectation of the public on new comers, the compartmentalization of duties being unclear and a lack of professional cooperation. Lastly, the study provides some suggestions as follows: first, in the respect of individual factors, what needs to be done include ,(1) increasing the awareness of new comers and encouraging them to seek help and take precautionary actions in order to check such factors of career risk in advance; (2) strengthening the self-adjustment capability of new comers by encouraging them make regular exercises, keep good life habits, develop hobbies to lessen stress, take excursions and graciously accept the care and help from family members and friends so as to expel negative feelings and thinking. Second, in the respect of institutional services and measures: (1) Complete occupational trainings, including pre-job trainings and on-site trainings shall be provided. The pre-job trainings guarantee the new comers sessions and practical trainings in their three-month probation, while on-site trainings comprise sessions regarding coping with stress management, or seminars or classes targeted at new issues or regulation, and so on. (2) Personal safety facility shall be installed in institutions, such as office vehicles, office mobile phones, surveillance on entrance guard system, alerts or sirens, constructing different passageways for citizens and child protection social workers. (3) Risk compensation or accidental/medical insurances shall be added so as to provide basic protection for all devoted child protection social workers. (4) Working benefits for the profession shall be increased, such as providing social workers with psychological consultations, in private or as a group, arranging physical checkups for them or offering lawful consultations and so forth. (5) The cooperation of units shall be strengthened by providing a standard of compartmentalization. Such compartmentalization shall be based on professional skills. Meanwhile, the importance of child protection shall be emphasized and related resources shall be put into the abused children and case family subsequently. (6) Proper surveillance: the work force of supervisors shall be supplemented in due time as a way to enhance the functions of surveillance in child protection social work. Third, in the respect of advocating social policy: (1) More child protection social workers shall be recruited to respond to the current lack of workforce and the possible new demands of child protection in the near future. Hence the social workers of child protection and other types of protection shall be employed on a larger basis. (2) Enhance the public recognition of child protection social workers by shooting promotion films with celebrities or seeking resources from television stations. In this way, citizens may get to get familiar with the role of child protection social workers and their content of work. In addition, conducting seminars in community to publicize the child protection social work is another channel for the public to know about this profession.
顯示於類別:	[社會福利學系暨社會福利學系碩士班] 博碩士論文

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