| Summary: | 碩士 === 東海大學 === 公共事務碩士在職專班 === 106 === Under the impact of declining birthrate, the administrative work of existing small primary schools has gradually been allocated to special administrative staff.The purpose of this study is to study the workload of the special administrative personnel transferred to small national elementary schools, which is complex and diverse. The motives and purpose of their full-time job, the differences in the organization and operation of post-employment officers, and how to resolve the conflict between the job title and role , what are the current status of its workload and professional requirements?
Because the writer is also a transferee himself, he has a certain degree of understanding of the current status of the work. Through his own experience and observations, he can clearly describe the current situation. This study is based on literature and in-depth interviews.From the point of view of their own observers, through in-depth interviews with interviewees, they learned about the problems and views of the existing workplaces of small-scale national elementary school administrators, and through the literature to understand and analyze, and put forward proposals, which are faced by dedicated administrative staff. Work pressures and problems can be helpful, and raise the awareness of organizational commitment.
I. Research findings
1. Motivation and Purpose of Transferring to School Officers
(1) Less interference by political forces and relatively low work pressure
(2) Working hours are stable, uncomplicated, and increase in experience. They can spend more time with their families, raise their salaries and promotions, etc.
(3) Streamlining personnel and job assignment.
2. The analysis of the advantages and disadvantages of the differences in the organization and operation of post-employment officers is as follows:
(1) Advantages: Improved teachers' high liquidity deficiencies, improved work efficiency, and better implementation of personnel management.
(2) Disadvantages: The workload is getting bigger and its experience value is not enough. It is easy to be criticized and people feel tired.
3. Third, conflicts between job roles and roles, including "intra-role" and "between-role" conflict, are analyzed as follows:
(1) The work projects are complicated and confusing and the roles are not easy to use.
(2) The role of mutual work, the supervision mechanism is difficult to implement.
(3) Work duties make it difficult to enforce the powers and responsibilities of the management and control.
(4) The professionalism of part-time work is questioned.
4. Work pressure and professional requirements are analyzed as follows:
(1) Excessive work load can easily affect working mood and cause work pressure.
(2) Personal professional knowledge can easily affect work efficiency and lead to work pressure.
5. Problems with organizational commitment
Although the administrative work of the school is stable, it still has many problems related to job duties and roles, as well as job pressure and professional requirements, which affects its willingness to agree on organizational commitments.
II. Research Suggestions
Should solve the problem of job duties and role conflicts and work pressure and professional needs, in order to enhance the sense of identity of the organization. Its practice is as follows:
1. Adding staff or deploying part of the work to be done by others to reduce the workload.
2. Creating a good working environment and improving interpersonal relationships among colleagues.
3. Decentralization of authority by heads of agencies to enhance the sense of importance.
4. The preparation of the director’s vacancy directly in the headmaster’s office and the elevation of his job title can reduce conflicts.
5. Personnel and accounting services return107/07/23 to professional management.
6. Participate in functional training classes to enhance professional knowledge.
7. Enhancement of benefits and benefits, relaxation of grades or duties, etc.
8. Improve teachers' willingness to part-time.
This study provides suggestions on the research findings and will improve the workplace of existing small-scale national primary school dedicated administrators. After all, the cultivation of a talented person is difficult. It is hoped that the frequency of personnel mobilization will be reduced and the loss of organs and waste of resources will be reduced.
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