A study on the difficulties and the influencing factors for compliance of supportive disability employment policy in Taichung city

• Main Authors: SUN, CHENG-WEI, 孫承暐
• Other Authors: CHEN, CHIU-CHENG
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/e439g8

碩士 === 東海大學 === 行政管理暨政策學系 === 106 === 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.