| Abstract: | 統計資料顯示身心障礙者人數逐年上升，且其失業率遠高於全國失業率，可見解決其就業問題已是不容忽視。政府對此推出多元的協助政策與方案，其中「支持性就業政策」揭示著將身心障礙者推入一般職場，使其穩定及持續的就業，讓身心障礙者能順利地融入社會的政策目標；推出的協助方案包括職業訓練、職務再設計及就業服務員等協助資源。但是前述政策的推動狀況究竟為何？遭遇哪些困境？影響標的人口對政策順服程度的因素又是哪些？本研究以臺中市為例，運用文獻資料分析、深度訪談等研究方法，訪談對象包含執行台中市身心障礙支持性就業相關措施的五間非營利組織、三家進用身心障礙之雇主，以及四位領有身心障礙手冊之身障者。政策順服理論主張政策順利推動與否，與政策利害關係人的政策順服程度有所關聯，若順服程度高對於政策之執行會有所幫助。因此本研究訪談三類利害關係人，包括身心障礙者本身、身心障礙者之雇主及就業服務員，釐清並改善負面順服因素，使政策能順利推動，好讓身心障礙者能穩定就業並融入社會之中。研究發現，有七個主要因素會影響身心障礙支持性就業政策利害關係人的順服程度，其中包含：（一）行為動機；（二）資源規模；（三）認知狀況；（四）互動溝通；（五）外部影響；（六）經驗累積；（七）心理影響。因此建議可藉由修訂相關規範制度、增加政策的宣導頻率及教育訓練、提供穩定的資源補助及建立良好的溝通管道，使其願意接受或執行身心障礙支持性就業相關措施，以此達到身心障礙者獨立且穩定於競爭性就業市場工作之目標。
Statistics show that the number of the disabled not only increases annually but their employment rate is also much higher than that of the whole nation. Solving their employment problem is therefore shouldn't be neglected. Also, the government propose a variety of supportive policies and programs, and one of them is known as “supportive employment.” It not only demonstrates to make the disabled work in ordinary workplaces with stability and continuous, but also aims to integrate them into the society. The policy includes supportive resources such as vocational training, career redesign and employment specialists. However, which degree does the policy mentioned above reach to? What kind of obstacles do it encounter? And what kind of factors influence on the degree which the target population comply with the policy? This research takes Taichung city as an example and uses research methods of literature review, in-depth interview, etc. Selected interviewees of five nonprofit organizations who implement “Taichung City supportive disability employment policy,” three employers who hire the disabled, and four physically handicapped people who own the disabled individuals' handbook.The theory of policy compliance claims that whether a policy puts forward smoothly or not, it is highly related to the extent which stakeholders comply with the policy. In other words, if stakeholders highly comply with the policy, it will be helpful to the execution of that policy. Thus, by clarifying and improving negative compliance factors, making policies put forward smoothly in order to provide a stable employment environment for the disabled and help them integrate into the society, this research interviews with three types of stakeholders：the disabled, employers who hire the disabled and employment specialists.Research discovers that there are seven factors which influence the stakeholders’ compliance toward “supportive employment.” First of all is behavior motivation; the others are resource’s scale, cognitive condition, interaction and communication, external influence, experience accumulation, mentality influence. By revising related regulation systems, increasing the frequency of propaganda and education training, providing stable resource supplements and setting up good communication channels can therefore make them willing to accept or implement measures related to ”The supportive disability employment,” and to reach the goal that the disabled can work independently and stably in the job market. |
