少子女化趨勢對國民中小學教師進用制度影響之研究

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2014

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本研究旨在探討少子女化趨勢對國民中小學教師進用制度影響,並根據研究結果提出建議供政府部門做為未來規劃國民中小學教師進用制度之參考。為達成上述研究目的,本研究兼採問卷調查法及訪談法,首先以問卷調查法,以全國22縣市政府教育局處國民中小學教師進用制度之承辦人為研究對象,共發出44份問卷,回收有效問卷為42份,有效問卷回收率達95%,將所得資料以描述性統計、獨立樣本t檢定、單因子變異數分析等統計方法進行資料分析。另外,立意抽取4位行政人員進行訪談,包括中央主管教育行政機關、縣市政府教育處以及國中及國小。訪談資料謄寫成逐字稿,將訪談的結果,配合相關文獻與問卷調查結果,做交互分析討論。本研究綜合文獻探討與研究結果,獲得以下結論: 一、我國婦女總生育率逐年降低,確實已進入少子女化時代,且少子女化趨勢的確已經使得國民中小學教師人力供需失衡,教師人力面臨飽和。 二、不同縣市及不同教育階段對於少子女化對國民中小學教師進用制度的影響及因應策略看法大致相同。 三、受少子女化趨勢影響,教師進用制度產生優先次序,包括現職教師的引介聘任優先於新進教師甄選、現職教師中超額教師的安置最具優先性、縣(市)內教師的引介聘任優先於縣(市)外教師的引介聘任、公費師資的分發派任優先於新進教師的甄選聘任。 四、建置全國性的師資供需評估系統可確實掌握教師供需及流動情形,並可做為教師進用制度規劃之參考準據。 五、少子女化趨勢下,偏遠地區教師流動性高,現職教師不願調入,已使得偏遠地區進用教師更為困難。 六、提高教師員額編制數確實可提升教師需求量,透過合理提高教師編制可避免產生超額教師,亦可適時進用儲備教師,以達成精緻國教的目的。 七、聘用代理代課教師確實有助於學校員額控管,維持學校教師人力彈性化,透過規劃代理代課教師激勵機制,可使優秀教師繼續留在教育現場服務。 八、公費師資可穩定偏鄉教師人力需求,透過提高公費師資分發派任時間上的效益性,以及辦理教學碩士專班,確實可提高公費師資派任的效益性,並提升教師素質。 九、強化不適任教師的輔導及淘汰機制,確實可活化教師進用,確保教育現場教師人力品質,維護學生受教權。 本研究依據研究結果,提出相關建議,供教育行政機關參考,以及有志於教育研究的同仁繼續深究之參考。
The purpose of this study was to explore the effects of the low birth rate on the teacher employment system in junior high and elementary school. Base on the conclusion of this research, propose practical suggestions for planning of teacher employment system for the government departments. To achieve the above-mentioned research purposes, the study employed questionnaire survey and interviews for this topic. First, questionnaire survey method has been taken on these samplings. The samplings for this study included sponsors for teacher employment system from 22 department of education in local government. The research handed out 44 questionnaires, among which there were 42 questionnaires valid with the availability rate of 95%. With regard to the data analysis, descriptive statistics, t-test, one-way ANOVA were used. Moreover, interview with four administrators who are served in Ministry of Education, department of education in local government, junior high and elementary school respectively. The results of interviews were cross-referenced with relating literary analysis and questionnaire survey. According to findings of the study, conclusions are synthesized as follows: 1.The birth rate is going to decrease year by year in our country which shows the low fertility is coming indeed, and the characteristic of low birth rate has indeed resulted in the imbalance of teacher supply and demand in junior high and elementary school, teacher manpower reached saturation. 2.There has no obvious difference within each city and different level of education about the effects and strategy of the low birth rate on the teacher employment system in junior high and elementary school. 3.Teacher employment system was impacted by the trend of descending birth rate and result in the following phenomenon: The priority of transfer plan for these teachers who now served in the school is higher than teacher selection; The highest priority with the arrangement of surplus teachers; The priority of teacher assignment within city is higher than cross city ; The priority of the government paid teacher is higher than teacher selection. 4.To establish global system of teacher manpower evaluation to control and monitor the supply and demand situation. This system also can be taken as the reference of teacher employment institution planning 5.The descending of birth rate resulted in high turnover rate of these teachers who served in suburbs and also made a worse situation to hire a teacher. 6.Increasing the teacher membership of organization reform can raise the demand of teacher manpower and avoid the surplus teacher producing. Besides, this method can also be applied to the reserved teacher and enhance the quality of our education. 7.To hire a substitute teacher is helpful for the employee resource control indeed. Keep the flexibility of human power and set up the reward system for substitute teacher planning can keep the excellent teachers in the service now. 8.The government paid teacher can make the human requirement in suburbs be more stable, by shortening assignment period of the government paid teacher and recruiting Master of Education can enhance the quality of teaching. 9.To enhance the coaching and eliminating system of incompetent teachers can activate the teacher employment system and ensure the good quality for these current teachers to protest students’ education right. According to the research findings, some suggestions are proposed for the educational administration systems, and research staff engaged in future related researches.

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少子女化, 教師進用, the low birth rate, teacher employment

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