臺北市國小附設幼兒園園主任連任意願之探究

Abstract

本研究旨在探討影響臺北市國小附設幼兒園園主任連任意願之因素，透過瞭解園主任工作內容及福利支持、蒐集園主任工作壓力及成就感來源、探討哪些因素會影響園主任連任意願，以及對提升國小附設幼兒園園主任連任意願提出建議。研究邀請六位曾任或現任園主任的教師進行個人訪談，分別就專任或兼任園主任的工作內容、福利支持、壓力、成就感、影響連任意願因素加以分析及討論。 研究結果發現：（一）專任與兼任園主任工作量相當，且工作內容範圍涵蓋小學各處室；（二）政府會於園主任任職前提供兩天課程培訓，且園主任任職後享有主管加給、特休、國民旅遊補助等福利；（三）行政業務範圍超出個人專業領域、各種「人」的問題等為園主任最主要工作壓力來源；（四）活動舉辦順利圓滿、工作獲得他人回饋、教師之間具有團隊向心力為園主任成就感來源；（五）園內實施排序制度、園主任未獲認同、個人心態及家庭影響成為園主任不願意連任的主因；（六）專任園主任無課務且排休彈性、認識校外人士累積園主任人脈、本身具有服務精神為園主任願意連任之因素。依據上述結論，分別針對任職中的園主任、國小與校長及政府主管機關提出具體建議。關鍵詞：國小附設幼兒園、專任園主任與兼任園主任、連任意願The purpose of this study is to explore the factors that affect the re-election willingness of the directors in an affiliated kindergarten of public elementary schools in Taipei City. By understanding the work content and welfare support of the directors, collecting the source of work pressure and sense of accomplishment of the directors, and exploring which factors will affect the re-election willingness of the kindergarten directors, it is hoped to make suggestions for improving the re-election willingness of the directors in an affiliated kindergarten of public elementary schools. In the study, six former or current kindergarten teachers are invited to conduct personal interviews, and analyzed and discussed the work content, welfare support, pressure, sense of accomplishment, and factors affecting re-election willingness of full-time or part-time kindergarten directors. The results of the study found that:(1) the amount of workload of full-time and part-time kindergarten directors is almost the same, and the scope of work covers all departments of primary schools;(2) the government will provide two days of course training for directors of the kindergarten before taking office, and kindergarten directors will enjoy supervisor bonuses, special leaves, national travel subsidies and other benefits after taking office; (3) the main source of work pressure for the directors of the kindergarten are the scope of administrative business exceeds the personal professional field and various problems related to relationships among people; (4) the sense of achievement of the directors of the kindergarten is derived from the smoothness and success of activities, the rewards from others, and the teamwork among teachers; (5) the main reasons for kindergarten directors’ unwillingness to be re-elected are the internal implementation of the ranking system, lack of approval of the kindergarten directors, personal mentality, and family influence. (6) the reasons for full-time kindergarten directors to be re-elected are having no class affairs but flexible schedules, knowing people outside of schools to accumulate the network of directors, and owning the spirit of service. Based on the above conclusions, specific suggestions are put forward for the kindergarten directors, primary school principals, and government authorities in charge.