居家照顧服務員知覺督導功能、督導關係與自我表現評價之相關性研究

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题名:	居家照顧服務員知覺督導功能、督導關係與自我表現評價之相關性研究
其它题名:	The Study of the Correlation among Perceptive Supervision Function, Supervisory Relationship and Self-Performance Evaluation of Home Care Workers
作者:	許黃芬蘭 HSU HUANG, FEN-LAN
贡献者:	曾華源 TSENG, HUA-YUAN 社會工作學系
关键词:	居服員;居督員;督導功能;督導關係;自我表現評價 Home Care Workers;Hom Care Workers Supervisor;Supervisory Function;Supervisory Relationship;Self-evaluation
日期:	2019
上传时间:	2019-12-16T03:23:38Z (UTC)
摘要:	本研究針對雲林縣政府簽訂特約之六家長照居家式服務類機構之居服員為研究對象，進行紙本問卷調查，以瞭解居家照顧服務員知覺督導功能、督導關係與自我表現評價之相關性研究，以作為居家服務服務提供單位或公私部門間之特約合作關係的長期照顧服務團隊於居家服務品質管理與居家服務相關規畫或制定政策時之參考的依據。本研究依居家服務服務提供單位之居服員人數規模進行比例抽樣，總計發放291份研究問卷，共計回收284份（97.59%），有效問卷總計282份（96.91%）。本研究結論如下：一、居家照顧服務員知覺督導功能，以因應面向的功能最佳，體諒面向的功能最差。二、居家照顧服務員知覺督導關係，以主動度面向的關係最佳，親近度面向的關係最差。三、居家照顧服務員之自我表現評價，以自我管理面向的表現最佳，全力以赴面向的表現最差。四、居家照顧服務員的「督導形式」、「督導會議辦理的頻率」、「機構主管參加督導會議」與「知覺督導功能」上，存有差異性。五、居家照顧服務員的「年齡」、「督導經驗」、「督導形式」、「督導會議辦理的頻率」、「機構主管參加督導會議」與「知覺督導關係」上，存有差異性。六、居家照顧服務員的「從事居家服務總年資」、「現職年資」、「督導會議辦理的頻率」與「知覺自我表現評價」上，存有差異性。七、居家照顧服務員知覺督導功能、督導關係與自我表現評價具有正向關係。八、居家照顧服務員個人背景及機構環境資料知覺督導功能、督導關係與自我表現評價具有預測力。本研究依據研究結論，提出以下建議：一、居家服務服務提供單位應重視居服員督導制度，建立良性的溝通管道，以利提升居服員留任意願及自我表現評價。二、居家服務服務提供單位應落實居服員工作獎賞升遷制度的建置，以提供居家服務從業人員之職涯升遷管道。三、居家服務服務提供單位應積極規劃支持居服員之機構環境資源的建置，以利提升專業服務之成效。四、居家服務品質管理—持續維繫公私部門間的特約合作關係。 This study investigates the correlation among perceived supervisory function, supervisory relationship and self-evaluation of homecare workers from six Yunlin county government-contracted home-based service agencies, using paper-based questionnaire survey. The findings can help long-term care service teams in home service providers or the public contracted agencies and private sectors improve home service quality management and make home service related policies.Proportional sampling was used according to the sizes of the selected six agencies. 291 questionnaires were distributed and 284 responses (response rate: 97.59%) were obtained, of which 282 were completed questionnaires (96.91%). The results are:1. In perceived supervisory function, responsivenss has the highest scores, and empathy the lowest. 2. In perceived supervisory relationship, the scores are highest in initiative-oriented relationship and lowest in closeness. 3. In self-evaluation, self-management has the highest scores while continuously doing their best has the lowest. 4. Subject’s supervisory methods, the frequency of supervisory meetings, institution managers ’participation are related with perceived supervisory function.5. Subject’s ages, supervisory experiences, supervisory methods, the frequency of supervisory meetings, and institution managers ’participation are related with perceived supervisory relationship.6. Subjects’ working experience in homecare, job tenure, the frequency of supervisory meetings are related with self-perceived performance.7. Subjects’ perceived supervisory function, supervisory relationship, and self-evaluation are positively related. 8. Subjects’ personal backgrounds, institution’s environment data supervisory function, supervisory relationship, and self-evaluation are predictive. Based onthe results, this study proposes the following:1. Home service agencies should pay attention to the supervision system of homecare workers and establish an effective communication channel to increase homecare worker’s retention rate as well as scores in self-evaluation.2. Home service agencies should establish reward and promotion systems to provide career progression paths for homecare workers.3. Home service agencies should actively plan the establishment of institutional resources to support homecare workers, in order to improve the effectiveness of professional services.4. Home Services Quality Management – continue to maintain the Contracted partnership between the public and private sectors.
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