The Public Institution for the Disability of Careworker Retention-The Case of Taipei Manicipal Yang Ming Home for the Disabled

• Main Authors: Lee Chin-chu, 李錦珠
• Other Authors: Song Li-yu
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/33250483472279772438

碩士 === 國立暨南國際大學 === 社會政策與社會工作學系 === 95 === Title of Thesis: The Public Institution for the Disability of Careworker Retention–The case of Taipei Municipal Yang Ming Home for the Disabled School: Department of Social Policy and Social Work, National Chi Nan University Pages: 132 Graduation time: June 2007 Degree: Master’s in Social Policy and Social Work Student Name: Lee Chin-chu Advisor Name: Dr. Song, Li-yu Abstract This study primarily explores the reasons for careworkers to remain in their positions at public institutions, and uses six incumbent careworkers at the Taipei Municipal Yang Ming Home for the Disabled as interview subjects. This study primarily uses qualitative research methods; other than literature review, there are also individual in-depth interviews as well as ordinary observations in order to find the reasons for retaining original positions. It is hoped that suggestions can be provided for the current planning of careworker human resources, as a reference for institutional human resource policies. This study finds that, the reasons for willingness to retain original position are: familiarity with environment, likes the people, work is challenging, enjoys the natural environment, relationships and attachment to the students, the shift arrangements fit one’s needs, pleasing work, family support, harmony with colleagues, satisfied with related benefits, and unsuccessful moves. According to the analysis of the reasons for careworker who retain their positions, the forms for retention can be divided into: achievement-oriented, emotional devotion, interpersonal relationship-oriented, go-with-the-flow, and welfare-oriented. Those who are achievement-oriented believe that being related to and accepted by students and being affirmed by parents is a source of achievement, which prompts them to remain in their positions. Those who are emotionally devoted believe that job satisfaction comes from the students, and a sense of defeat or even desire to leave work also comes from the students. Those who are interpersonal relationship-oriented choose to remain in their jobs largely because they have harmonious relationships in the institution, and at the same time their sense of defeat or desire to leave work comes from interpersonal problems or not being affirmed by their superiors. Those who go-with-the-flow feel that it is fine if they are currently doing well; they would want to leave if they see that others are leaving, and not because of their own unresolved difficulties; since it was difficult to find a job, there is nothing wrong with staying, so they choose to continue their work. Those who are welfare-oriented are used to their environments, and at the same time the benefits provided by the institution, such as living arrangements, over-time pay, can attract the interview subject to keep the same position. For retention of existing care-working personnel, the institution can strengthen ethical education, use the cooperative model of professional teams, make their decision-making public and transparent, accept comments, enhance on-the-job training, and provide stress-relief channels. The suggestions for future human resource planning are: increase the number of workers, and use examinations to make new hires.