工作壓力、工作滿足與離職傾向之關係研究—以新北市居家托育服務中心專職訪視輔導員為例

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Title:	工作壓力、工作滿足與離職傾向之關係研究—以新北市居家托育服務中心專職訪視輔導員為例 Correlation among Working Pressure, Job Satisfaction, and Intention to Quit - A Case Study on the Full-Time Visiting Counselors in the Centers of Family Childcare Service in New Taipei City
Authors:	黃夢琪
Contributors:	青少年兒童福利碩士學位學程
Keywords:	居家托育服務中心專職訪視輔導員工作壓力工作滿足離職傾向 center of family childcare service full-time visiting counselor working pressure job satisfaction intention to quit
Date:	2017-06-30
Issue Date:	2017-08-08 14:38:22 (UTC+8)
Abstract:	本研究旨在探討居家托育服務中心之專職訪視輔導員的工作壓力、工作滿足與離職傾向之關連情形，研究方式以問卷調查法，根據相關文獻及專家效度建議，編製居家托育服務中心專職訪視輔導員的「工作壓力量表」、「工作滿足量表」與「離職傾向量表」等測量工具，針對服務於新北市的居家托育服務中心專職訪視輔導員為主要研究調查的對象，實際發出96份問卷，得有效問卷96份，所得資料經描述性分析、t檢定、單因子變異數分析、皮爾遜積差相關以及多元逐步回歸分析方法進行資料分析與處理，主要發現如下：一、訪視輔導員工作壓力上並無太大的壓力感受，依工作壓力向度依序為「工作負荷壓力」、「專業知能壓力」以及「工作環境壓力」得分較低。二、訪視輔導員在工作滿足方面有獲得滿足的支持，依工作壓力向度依序為「工作同事」、「工作主管」以及「工作福利」。三、專職訪視輔導員之工作壓力因「年齡」、「薪資不同」以及「工作時數」而有顯著差異。四、專職訪視輔導員之工作壓力及離職傾向現況屬中低程度；工作滿足現況屬中上程度。五、專職訪視輔導員工作壓力之知覺愈高，其在工作滿足之「工作與福利」、「工作主管」層面之知覺滿足愈低，在工作滿足愈低，其離職傾向愈高。工作滿足之「工作福利方面」層面上，對其「離職傾向」有顯著預測力。本研究根據研究結果，針對專職訪視輔導員、居家托育服務中心、政府部門以及對未來研究方向提出具體建議。 The purpose of the study is to discuss the correlation among the working pressure, job satisfaction and intention to quit of the full-time visiting counselors in the centers of family childcare service. The method adopted is a questionnaire survey. Based on the relevant studies and expert validity, working pressure scale, job satisfaction scale and intention to quit scale are designed. The subject in the study is the full-time visiting counselors in the centers of family childcare service located in New Taipei City. 96 questionnaires are sent and collected, all of which are valid. Through descriptive analysis, t-test, one-way analysis of variance, Pearson product-moment correlation, and multiple stepwise regression analysis, the findings from the collected data are listed below: 1. The visiting counselors do not feel much working pressure, which is divided into workload pressure, specialty pressure, and workplace pressure valued with a lower rate. 2. The visiting counselors are satisfied as for job satisfaction, which is divided in to from colleague, from supervisor, and from welfare. 3. The working pressure of the full-time visiting counselors differs greatly by age, payment, and work hours. 4. The rates of full-time visiting counselors’ working pressure and intention to quit are lower, while that of job satisfaction is higher. 5. The full-time visiting counselors who are more sensitive to working pressure, have lower job satisfaction rate from welfare and from supervisor. The visiting counselors with lower job satisfaction are with higher intention to quit.Job satisfaction from welfare is highly related to intention to quit. The result of the study aims to give specific suggestions for the full-time visiting counselors, the centers of family childcare service, the government, and the future study.
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