系統化訓練模式對諮商團體領導者進階訓練效果之研究

The Effects of a Systematic Training Model for Group Leaders Advanced Training

10.7082/CJGC.201009.0099

吳秀碧(Sophie Woo)

訓練 ； 訓練模式 ； 督導 ； 團體治療 ； 團體諮商 ； 團體諮商師 ； 實驗室教學 ； 領導者 ； instruction ； group counseling ； group counselor ； lab ； leader ； supervision ； training model ； training

中華輔導與諮商學報

28期（2010 / 09 / 01）

99 - 142

繁體中文

本研究主旨在探討「系統化訓練模式」在受訓者帶領非結構式團體能力的訓練效果。參與研究者共有受訓的8名博士班學生和34名來自社區的成員，分為四個團體，受訓的學生採2人一組的合作領導，共完成四個各聚會10次的團體領導。受訓者與團體成員均為志願參與研究，並簽署同意書。本研究設計採取量化與質化兩種研究方法，主要就所蒐集的資料進行描述性分析研究。 研究結果，發現：（一）以t檢定法檢測結果，受訓者在「團體領導者自我效能量表」自評的前、後測得分，達到.001顯著性差異，後測分數高於前測；（二）四個團體的成員在GCQ-S「投入量尺」評定的分數，顯示受訓者能有效、且適當催化團體凝聚力的發展；（三）在虛擬領導情境的反應，以卡方檢定法檢測結果，發現前測與後測在焦點、意圖和技術之整體、不同類別和不同層面的次數分配百分比的卡方值，皆達.01~.001顯著性差異，受訓後的表現都和有經驗或熟手的團體諮商師比較相似；（四）受訓者在實際領導團體時，不但能夠使用所訓練的20種領導策略，並且其表現與領導理論，以及相關研究有相呼應的現象。 從上述四項發現結果，初步驗證這個系統化訓練模式，可以協助受訓者增進領導者自我效能，以及促進受訓者在模擬領導表現的顯著改變。然而，本次研究發現的結果，也受到研究方法與研究設計之限制，僅提供作為初步性的參考。最後根據本研究發現與討論，對於訓練實務和未來研究提出建議。

A systematic model, designed by the researcher, is aimed to develop the cognitive competence of a group leader by teaching leadership strategies according to the tasks of a group developing stage. The impact of training on a group leader's self-efficacy, intentions and focuses, and skills were examined in this study. Participants consisted of 8 trainees and 34 members who were volunteers in the study. Trainees were doctorate students and members were from communities. Each pair of trainees co-led a ten-week long unstructured group, during which time they received training and live supervision based on this training model. Both quantitative and qualitative research methods were applied for data collecting and analysis. Trainees demonstrated significant higher scores in post-test than pre-test of Group Leader Self-Efficacy Instrument (GLSI). Between pre and post training, focuses and intentions and skills were significantly different both in amount and distribution of frequencies. After training, the leaders appeared more active and mature in their leadership than before. In addition, members of four groups reached an average score of 5.07 on Involvement Subscale of The Group Climate Questionnaire-Short (GCQ-S), and the scores shape a curved line that matches the theoretical development of a group process and previous research findings. Because of the limitations and delimitations of the research methods, a tentative conclusion was drawn that this training model was significantly effective in developing a leader's self-efficacy and in increasing the positive changes in leading simulated group sessions. Discussions and suggestions for training of group counselors and researchers in the future were proposed.

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