視覺障礙黑暗對話培訓師之就業狀況、工作壓力與工作滿意度之研究

廖俞晴; 吳純慧

doi:10.6502/SEF.202006_(28).0005

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P92 - 111

社会科学 > 教育学

DOI： 10.6502/SEF

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视觉障碍黑暗对话培训师之就业状况、工作压力与工作满意度之研究

Satisfaction of Visually-impaired Facilitators of Dialogue in the Dark

廖俞晴(Yu-Ching Liao) ；吴纯慧(Chun-hui Wu)

特教论坛； 28 期 (2020 / 06 / 01) ， P92 - 111

繁体中文 DOI： 10.6502/SEF.202006_(28).0005

视觉障碍；黑暗对话培训师；就业现况；工作压力；工作满意度； visual impairment ； Dialogue in the Dark facilitators ； employment status ； job stress ； job satisfaction

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摘要 │ 参考文献 (37) │ 国际计量

摘要〈TOP〉

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The Dialogue in the Dark facilitator, introduced to Taiwan from Germany by Dialogue in the Dark in 2011, was a brand-new occupation for the visual impaired. Its featured activity called ＂Dialogue in the Dark Workshop＂ provided life-changing experiences where visitors were guided by Dialogue in the Dark facilitators in absolute darkness for self-exploration. An effective means of experiential learning. Nevertheless, less attention had been paid to the facilitators themselves since this very occupation was developed, particularly in Taiwan. Hence, the present research aimed at exploring the relationships between employment status, job stress, and job satisfaction of Dialogue in the Dark facilitators. One administration supervisor of Dialogue in the Dark was interviewed through telephone. Eighteen Dialogue in the Dark facilitators were recruited for questionnaire survey and among them, two facilitators were selected for further semi-structure interview. Both quantitative and qualitative data were collected and analyzed. Major findings were summarized as follows. A. Being a Dialogue in the Dark facilitators was part-time. These facilitators' main occupations were widely diverse. B. The overall job stress was lower than median. These facilitators felt the highest job stress from ＂personal responsibility＂. C. The overall job satisfaction higher than median. These facilitators felt the highest job satisfaction from ＂achieving my job target without violating my conscience＂, ＂the opportunity to serve others＂ and ＂the interaction with colleagues (excluding supervisors)＂. D. For job stress, the educational background presented statistically different. Those with bachelor degree or higher degree felt much more stress than those with high school degree. For job satisfaction, no statistically difference was found. Also, job stress and job satisfaction of facilitators were negatively correlated. E. For job stress, these facilitators were found to enhance their anti-stress ability by practice, review, and study groups. For job satisfaction, the image of the visually impaired were openly expressed through workshops. These facilitators were master of this environment who provided visitors with a sense of security. Furthermore, the encouragement from colleagues and self-breakthrough would shape positive corporate culture. Eventually, several suggestions were discussed and proposed for future research.

参考文献 ( 37 ) 〈TOP〉

朱贻庄(2011)。台湾视障就业政策对促进视障者就业带来的效果：系统性文献回顾。身心障碍研究季刊，9(3)，193-206。
连结：
吴秀照(2007)。台中县身心障碍者就业需求：排除社会障碍的就业政策探讨。社会政策与社会工作学刊，11(2)，148-197。
连结：
李永昌(2003)。视觉障碍者工作职类研究。特殊教育与复健学报，11，55-73。
连结：
高凤霞,郑伯埙(2014)。职场工作压力：回顾与展望。人力资源管理学报，14(1)，77-102。
连结：
陈明镇,柯瑞英(2017)。视障者职涯韧性初探。身心障碍研究季刊，15(3)，164-181。
连结：

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