留任意願影響因素之探討─以雙北市就業服務員為例

Abstract

我國發展職業重建就業服務已有二十多年的時間，而身心障礙者職業重建服務體系以就業服務人員所占人數最多，但因就業服務員的流動率甚大，各服務機構仍為徵求不到適合之人員備感困擾，過去文獻多探討就業服務員之離職傾向與職業倦怠之議題，較少文獻以正向方式探討如何讓就業服務員能夠留任之議題，為解決此一人才不足與專業傳承問題，本研究目的即在探討就業服務員留任因素，以期能提供目前現有職業重建專業人員培育制度及各用人組織在進行選用育留人才之參考依據。本研究採問卷調查法，以自編「就業服務員留任影響因素問卷」為研究工具進行調查。研究對象以雙北市就業服務員為主要對象，共發放245份問卷，回收有效問卷106份。以描述性統計、卡方檢定、雙因子獨立樣本ANOVA及多元迴歸方式了解就業服務員在雙因子理論中(包含：激勵因子、保健因子)對於留任意願之影響性。研究結果顯示，庇護性就業服務員與支持性就業服務員在留任意願上沒有顯著差異，而從多元迴歸統計方式了解到不論對於留任因素同意程度為何，支持性就業服務員願意持續留任的意願稍低於庇護性就服務員；在雙因子理論中的保健因子對於就業服務員留任意願有較高預測力，顯示若能提供完善與適切之保健因子(包含：薪酬、人際關係、工作環境及組織制度)，則有助於提高就業服務員之留任意願。此研究結果可提供與就業服務單位及政府部門在制定相關法規或制度時可參考使用。Vocational Rehabilitation Services has been developed in Taiwan for over two decades. The employment specialist of the vocational rehabilitation service system for people with disabilities account for the largest number. However, due to the high turnover rate of employment specialists, employment service organizations are troubled by personnel instability. Previous literature mostly discussed the issues of turnover tendency and job burnout of employment specialist. The purpose of this study is to explore the factors associated with employment specialists’ intention to stay.This study adopted the questionnaire survey design, using the self-designed"Employment Specialist Intention to Stay Factors Questionnaire" as the research tool. The participants of the study were the employment specialists in Taipei and New Taipei City. A total of 245 questionnaires were issued and 106 valid questionnaires were collected. Descriptive statistics, Chi-square test, two-way ANOVA and multiple regression analysis were used to investigate the interaction between the two factor theory (including motivation factors and hygiene factors) and the intention to stay. The results show that there is no significant difference between the sheltered employment specialists and the supportive employment specialists in terms of their intention to stay. The multivariate regression analysis showed that regardless of the degree of agreement on the retention factors, employment specialists to continue to stay is slightly lower than that of sheltered employment specialists. In addition, in the two-factor theory, the hygiene factor has a higher predictive power for the intention to stay of the employment specialists, indicating that providing enough and appropriate hygiene factors (including salary, interpersonal relationship, working environment and organizational system) might improve the intention to stay of the employment specialists.The results of this study can be used for reference by employment service units and government departments when formulating relevant regulations and policies.