社會福利機構社工人員之勞動現況與工作感受：以臺北市政府社會局公辦民營機構為例

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Title:	社會福利機構社工人員之勞動現況與工作感受：以臺北市政府社會局公辦民營機構為例 A Survey Study of Social Workers' Labor Condition and Work Perception:The Example of Contracted Social Service Centers in Taipei City Government
Authors:	徐煒勛 Hsu, Wei-Hsun
Contributors:	社會福利學系
Keywords:	專業社工工作滿意工作倦怠公辦民營社福機構非營利組織 professional social worker job satisfaction job burnout welfare organizations for the contracting out nonprofit organizations
Date:	2014-06
Issue Date:	2014-09-04 11:33:25 (UTC+8)
Abstract:	本研究從勞動權益角度，探究影響公辦民營機構基層社會工作專業人員的工作現況和感受。以臺北市政府社會局現有32家服務中心類型之公辦民營機構，170名專業社工（包括基層社工、督導與主任）為研究對象，以問卷方式調查，共回收25家機構，139份有效問卷，有效樣本率81.76%。研究主要問題為影響工作滿意的現況與原因、影響工作倦怠的現況與原因，以及主觀認知的勞動條件與工作情境。研究發現，影響整體工作滿意因素包括：個人背景變項的現職工作年資、勞動條件變項的工作薪資、工作時間、休補假制度等變項。影響整體工作倦怠的因素包括：服務對象、教育程度、年齡以及婚姻狀況等個人背景變項，以及工作薪資與工作時間等勞動條件變項。根據研究發現重要建議包括：政府與公辦民營社福機構可針對社工的滿意部分持續加強並重新調整或妥善規劃其工作薪酬與業務負荷量。其次，社工員工作倦怠層面是以工酬、工時變項和工作倦怠最有關係，因而，公辦民營社福機構應提供基層社工更友善的環境和必要的情緒支持，以防止或降低工作倦怠感。最後，無論就工作滿意或工作倦怠形成的原因而言，工作薪資與工作時間皆會影響基層社會工作專業人員的工作感受，因此，對公辦民營社福機構建議，應給予社工們合理的工資、服務內容、個案量與休假外，更應該制定透明的升遷管道，以及對員工職涯進行有效溝通與安排。同時，機構和主管亦應多關心社工員的情緒感受，避免其因不合理的勞動條件與工作環境而影響服務品質，甚至造成專業人才的耗損與流失。對政府的建議則是，應負起社工員工作環境的把關與協調角色，以保障公辦民營社福機構基層社工的勞動權益。其次，可擔任倡導者的角色，鼓勵公辦民營社福機構可按照政府體系的薪資標準外，甚至，能支持社工們主動爭取更優良的工作環境，避免累積過多的負面情感影響身心健康和工作品質。 This study investigates the front line professional social workers' work perception for contracting out in terms of Labor Rights. The subjects are 170 professional social workers (including first tier social workers, supervisors and director at 32 social service centers type of Contracting out of Taipei city government. Then, 170 copies of questionnaires sent out and 139 valid ones were collected. The ratio of valid samples is 81.76%. Main issues of this study was to investigate what are the current working conditions of the workers and what variables affect their job satisfaction and job burnout. The research found that what affect the overall job satisfaction include: personal background of current job seniority, as well as labor conditions variable of work salary, working hours and number of day off. . Factors that affect the overall job burnout include: such as education, age and marital status personal background, and so on Salary and working hours of labor conditions variable. According to the findings, this research made some recommendations: government and welfare organizations for the contracting out may continue to strengthen the partial satisfaction of social workers and re-adjust or proper planning their salary and work load. Second, in terms of the social worker burnout levels, work salary and working hours have a relationship with the job burnout. Thus, the welfare organizations for the contracting out should provide grassroots social workers have friendlier environment and emotional support, to prevent or reduce the generation of burnout. Finally, in regard to the reasons of job satisfaction or job burnout, work salary and working hours will affect the work perception of front line professionals' social workers. Therefore, strongly recommend welfare organizations for the contracting out, not only should be given reasonable work salary, service content and caseload, but also formulation more transparent promotion system, as well as employees careers for effective communication and arrangements. While agencies and authorities should be more concerned about the social worker's emotions, avoid unreasonable working conditions and work environment affect service quality, and even caused by loss and depletion of professionals. The research also suggests the government should take more responsibility on safeguarding the labor rights of grassroots social workers. Followed, it can be role as advocate, to encourage welfare organizations for the contracting out accordance with salary standards of government system, even can support workers who actively seek better working environment, attempts to prevent accumulation of excessive negative emotions causing psychological and physical hazard.
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