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題名:社會工作督導效能分析:以督導者與受督導者觀點探究
作者:鍾武中
作者(外文):CHUNG, WU-CHUNG
校院名稱:東海大學
系所名稱:社會工作學系
指導教授:呂朝賢
學位類別:博士
出版日期:2023
主題關鍵詞:督導者受督導者督導活動督導效能督導功能SupervisorSuperviseeSupervision activitiesSupervision effectivenessSupervision function
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本研究關注社會工作督導活動的運作與成效,並了解督導者與受督導者間的差異。採結構性問卷,以我國205位全職社工督導者與349位全職社會工作者為對象進行問卷調查。
本研究提出三點結論:1.檢視實務工作者的督導狀態與需求有必要性;2.督導者具有社工師證照是發揮督導效能的關鍵;3.熟悉運用各項督導知能是提升督導成效的關鍵。此外,建議具有研究生以上學歷的受督導者,可在督導過程中表達個人的需求與期待,藉此提升整體督導成效。亦建議督導者:1.對於具有研究生以上學歷的受督導者,督導者需有相對應的督導方式與規劃;2.重視與強化督導行政功能的發揮,並視為達成專業責信的重要手段。以及建議社福組織:1.具社工師證照可列為進(晉)用督導職務的參考條件;2.提升50歲以下督導者在「能力提升」、「情緒支持」與「表現認可」等督導活動的運用成效;3.必須使督導與受督導者都了解「督導」的意涵與重點。
This study examines the operation and effectiveness of social work supervision activities and seeks to understand the differences between supervisors and supervisees. A structured questionnaire is employed to survey 205 full-time social work supervisors and 349 full-time social workers across Taiwan.
This study presents three key findings: 1. Examining the supervision status and needs of practitioners is essential. 2. Possessing a social work license is crucial for conducting effective supervision. 3. Proficiency in utilizing various supervisory competencies is key to enhancing supervision effectiveness. Furthermore, supervisees with postgraduate qualifications are recommended to express their personal needs and expectations during the supervision process to enhance the overall supervision effectiveness. Moreover, supervisors are advised to 1. employ the appropriate supervisory and planning approaches for supervisees with postgraduate qualifications; and 2. prioritize and strengthen the implementation of administrative functions in supervision, considering them as crucial means to fulfill professional accountability. Additionally, social welfare organizations are recommended to 1. consider the possession of a social work license as a reference criterion for the promotion of a worker to a supervisory position; 2. enhance the effectiveness of supervision activities, such as “abilities enhancement”, “emotional support”, and “performance recognition”, among supervisors under the age of 50; and 3. ensure that both supervisors and supervisees have a comprehensive understanding of the meaning and key aspects of “supervision”.
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