王麗斐Wang, Li-Fei吳致廷Wu, Chih-Ting2019-08-282020-01-222019-08-282018http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=id=%22G060201056E%22.&%22.id.&http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/90556本研究旨在探討新手團體領導者在協同領導關係中的隱而未說經驗，試圖探索其協同領導的互動過程中未曾說出口的內容與背後的考量為何。本研究以立意取樣方式邀請六名正在修習團體諮商課程的碩士層級新手團體領導者，兩人一組協同帶領9次、每次45分鐘之國中、小情緒團體，並於分組前，以及第2、5、9次團體結束後一週內進行約50分鐘的半結構式訪談，訪談結果根據紮根理論進行分析。結果顯示新手領導者主要的隱而未說主題有四種：「對協同領導關係的期待與需求」、「對他人的觀察與評價」、「對評價的疑惑與在乎」、「負向情緒」，較常出現的隱而未說主題是「對他人的觀察與評價」、「對協同領導關係的期待與需求」，以及「負向情緒」，隱而未說現象在團體中、後期急遽減少。隱而未說的考量則包含「較低的自信與能力懷疑」、「避免自己產生不自在的情緒」、「心力不足或較無表達的意義」、「避免關係產生誤會或變差」、「知覺負向的協同領導關係」，其中出現比例最高的考量為「避免關係產生誤會或變差」與「較低的自信與能力懷疑」。研究發現隱而未說經驗有兩種主要組型：（1）表達有關他人的評價會傾向評估關係，即考量對方是否能夠接納；（2）表達對他人的要求以及核對他人對自己的評價則傾向評估個人能力，即考量對想表達的意見有沒有信心，並且發現（1）無論關係品質為何，隱而未說現象均會出現；（2）在關係裡感到安全、支持與信任的程度與團體領導者之間隱而未說現象有明顯關聯。最後研究將針對上述協同領導雙方在不同訪談時期與不同組別間的隱而未說經驗進行討論，並據此提出研究貢獻與限制，以及未來研究和實務上的建議。The current study was to explore nondisclosure of trainee counselors in group co-leadership, trying to investigate the details and the consideration behind it that were not expressed during the interaction process of co-leadership. This study utilized purposive sampling to invite six trainee counselors who were co-leading a nine-times, 45-minutes per period juvenile emotion regulation group to participate in a 50-minutes semi-structured interview before they divided into groups, and after the 2nd, 5th, 9th group while the trainee counselors were taking group counseling course. The result of the interview was analyzed based on grounded theory, which indicated that there were 4 types in the nondisclosure topic: "expectation and needs of co-leader relationships", "observation and judgment toward others", "care about and doubt with others estimate", "negative emotion". The most common types are "observation and judgment toward others", "expectation and needs of co-leader relationships" and "negative emotion". The phenomenon of nondisclosure radically decreased. The consideration of nondisclosure included "lower confidence and competency concerns", "in order to prevent oneself from having uncomfortable emotion", "being unable and reluctant to express meaningless information", "in order to prevent the relationship from provoking misunderstanding or worsening", "negative perception of the relationship". The prominent consideration is "in order to prevent the relationship from provoking misunderstanding or worsening" and "lower confidence and competency concerns". The research discovered that there were 2 main character of the nondisclosure experience: (a) to be inclined to evaluate relationship while trying to make comment about others; that is, to consider if others are able to accept the comments; (b) to be inclined to assess individual ability while trying to express his/her need and verify others' comment about oneself; that is, to contemplate if he/she is confident with the point of view that was meant to clarify. Moreover, the research indicated that: (a) the phenomenon of nondisclosure would still exist, no matter how the quality of the relationship is; (b) there are evident connection between the degree of feeling safe, supported and trusted in the relationship and the fact that there is phenomenon of nondisclosure between the co-leaders. Last but not the least, the research would discuss the nondisclosure experience of the co-leaders during different times of interview and different groups that are mentioned above, and it would bring up the limitations of the study that are provided in light of current findings, as well as the suggestion of the future research and practical advice.團體協同領導新手團體領導者隱而未說group co-leadershipnondisclosuretrainee counselors