| 摘要: | 勞動部在「職業安全衛生教育訓練規則」明定雇主要對新僱勞工或在職勞工於變更工作前，應使其接受適於各該工作必要之一般安全衛生教育訓練，並對在職人員進行在職教育訓練。本研究以台灣區絲織工業同業公會會員之紡織從業人員為研究對象，並以各會員廠之員工人數比例，依其組織規模與區域隨機抽樣，共回收有效問卷共計867份。問卷統計分析結果如下：
一、公司均確實依職業安全衛生法規規定辦理安全衛生教育訓練(包括新進及在職人員)，辦理安全衛生教育訓練的方式，以自行辦理(76.4%)為主；在職人員安全衛生教育訓練頻率，以1年1次(55.5%)為主、其次是半年1次(34.0%)；每次辦理在職人員安全衛生教育訓練時數，以2小時(43.4%)較多，其次是3小時(28.5%)；舉辦安全衛生教育訓練的類型，以講師講授(82.3%)為主，其次是觀看影片(51.7%)、職災案例討論(44.8%)等。
二、年齡及婚姻變項對安全衛生教育訓練及安全衛生職能皆有顯著差異性的影響，資深員工較資淺員工，已婚者較未婚者對安全衛生教育訓練及安全衛生職能有較高認同度；服務年資變項僅對安全衛生教育訓練有顯著差異性的影響，15年以上-未滿20年資深員工較資淺員工更認同安全衛生教育訓練的重要性；職位變項則對安全衛生職能層面具有顯著差異性的影響，中階主管及工程師較技術員與行政人員有較高認同度。
三、教育訓練舉辦頻率及時數對安全衛生教育訓練及安全衛生職能有顯著差異性的影響，舉辦頻率多者較頻率少者及時數長者較時數短者更具認同度。
四、公司規模及區域別對職業災害有顯著差異性的影響，200人以下中小企業較200人以上大企業，北區較中、南區有佳之認同度。
五、有傷病經驗者於問卷各層面(組織支持、學習動機、安全衛生教育訓練、安全衛生職能、職業災害)的平均分數均低於無傷病經驗者。
六、問卷各層面(組織支持、學習動機、安全衛生教育訓練、安全衛生職能、職業災害)之相關係數皆達顯著水準，且各層面之間呈現中度或高度正向相關之關係。
七、透過徑路分析，顯示組織愈能重視職場的安全衛生，愈能激發員工的安全衛生學習動機，進而提升其安全衛生職能，達成預防職業災害發生的目的。
Ministry of Labor require employers should implement safety and health education and training to hired workers in the “Rules for Occupational Safety and Health Education and Training”. The subject of this study is the employees of the members in “The Taiwan Silk & Filament Weaving Industry Association”. A total of 867 valid questionnaires was sampled by stratified random sampling method based on company size and region. The results of this study are as follows：
1.All companies follow the occupational safety and health regulations to execute the safety and health education and training to hired workers. The main types of safety and health education and training are self-handling, once a year, two hours each time, and lecturers teaching, etc.
2.Age and marital variables show significant influences for “safety and health education and training” and “safety and health competency”. Senior employee and married employee have a better recognition. Years of service only significantly affects on “safety and health education and training”, over 15 years - under 20 years of senior staff pays more attention on the “safety and health education and training” than that of junior staff. Moreover, the position variable affects on “safety and health competency” significantly, the mid-supervisors and engineers have a better recognition than the technicians and administrative staff.
3.The training frequency and time have significant impact on “safety and health education and training” and “safety and health competency”, the more frequency and time show a better recognition for the employees.
4.The organization scale and region represent significant influences for “occupational hazard”, Small and medium enterprises, and Northern Taiwan show a better of recognition.
5.The employees having injuries experience show better performances than the employees having no injuries experience in the study projects such as organizational support, motivation, safety and health education and training, safety and health competency, and occupational hazard.
6.The correlation coefficients of the study projects (organizational support, motivation, safety and health education and training, safety and health competency, occupational hazard) correspond the significant level, and have significantly positive correlations.
7.According to the path analysis, it indicates that the more emphasis on safety and health from organization, more motivation on safety and health can be stimulated for employees, thereby the safety and health competency will be enhanced to achieve the prevention of occupational hazard. |
