Based on social exclusion theory to explored the employment behavior of people with physical disability graduating from university or above

• Main Authors: Hsien-chi Chang, 張仙琦
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/62466788950065954734

碩士 === 東吳大學 === 社會工作學系 === 98 === Abstract Based on social exclusion theory and qualitative approach, this paper explored the situation of job-seeking and employment of people with physical disability graduating from university or above. We try to discuss the process about exclusion regarding on economy, psychology and society during their job-seeking and employment. Meanwhile, the government’s employment policy, family and social relationship resource toward the disabilities graduating from university or above are discussed. Finally, policy recommendations are submitted according to the conclusion. Qualitative approach, depth interview, and purposive sampling are adopted, hence there were seven disabilities graduating from university interviewed by the author. Conclusion as the following: 1.The disabilities graduating from university or above have the experience of being excluded in labor market, including less salary, different payment but the same job definition with others’, and being marginalized. 2.Based on the exclusion experience in labor market, the disabilities graduating from university or above are more isolated and regressed. They reject the social resource and this might cause huger crisis since the resource they access are just limited to family. 3.When educational background can’t bridge the experience in factual labor market, the self-exclusion happens, this result in the decrease toward labor market trust and self-fulfillment. 4.Accessibility environment concept is absent among most employers. No solution to the constraints to the disabilities physically brought by commutation. The recommendations as bellow: 1.As far as employment policy is concerned, it could be reinforced to strictly investigate discrimination about labor-hiring and appeal channel, as well as accessibility of employment service and the possibility of the disabilities accessing social recourse. 2.Enhance the chance of the interaction between employers and the disabilities graduating from university or above by means of conference or internship for reducing the mistake. 3.Offer more courses about diversified job training and self-adjustment for reduction the case of the disabilities fall into self-exclusion.