本研究主要探究課後照顧服務教師工作壓力、工作滿意及留任意願上的差異性與相關性；同時探討工作壓力藉由工作滿意影響留任意願之情形。本研究採用問卷調查法，自「全國兒童課後照顧服務中心資訊網」內台北市所有立案機構共計139家，採隨機抽樣法之系統抽樣抽取69家，並發給單位內之所有專任教師，共發出232份，收回210份有效問卷，並以描述統計、獨立樣本 t 檢定、單因子變異數分析、Pearson 積差相關、複迴歸分析、階層迴歸分析等統計方法進行分析。本研究獲得以下結論：
一、課後照顧服務教師的工作壓力感受呈中度偏低程度，以「學生行為」與「親師溝通」壓力感受最大。
二、課後照顧服務教師的「工作滿意」及「留任意願」感受程度皆呈中度偏高，其中「工作環境」滿意感受最大，而「薪資福利」滿意感受最低。
三、在年齡及婚姻狀況上，「年長者」教師在工作壓力、工作滿意與留任意願感受皆大於「年輕者」教師。「已婚」教師感受皆大於「未婚」教師。
四、教育程度越高的課後照顧服務教師之工作壓力感受較低，而其工作滿意與留任意願整體知覺感受較高；資深教師其工作滿意與留任意願感受大於資淺教師；帶班人數多的教師工作壓力大於帶班人數少的教師。
六、課後照顧服務教師工作壓力愈低，工作滿意愈高，其留任意願也愈高。而「工作負荷」與「薪資福利」的感受程度對留任意願影響最大。
七、工作滿意在工作壓力與留任意願之間扮演著「部分中介」的角色。而薪資福利與工作環境對於留任意願具有中介作用。
最後研究者依研究發現提出對課後照顧服務機構及課後照顧服務教師具體建議。
This study aims to examine the relationships between job stress, job satisfaction, and retention willingness of after-school care service teachers. Also, the mediation effect of job satisfaction was concerned too. The researcher conducted a survey for 232 teachers sampled from 69 after-school care service institutions in Taipei City. There were 210 valid cases collected and analyzed. The findings and results were as follows:
1. After-school care service teachers had a moderately low level
of job stress, with “Student behavior” and “Parent/teacher
communication” as the highest factors influencing work pressure.
2. After-school care service teachers experienced feelings of “job satisfaction” and “retention willingness” and these factors were moderately high.
3. In terms of age and marital status, "older" teachers experienced greater job stress, job satisfaction, and retention willingness than "younger” teachers. "Married" teachers felt more inclined to render after school services than "unmarried" teachers.
4. Those teachers that had higher levels of education experienced lower feelings of job stress and their overall perception of job satisfaction and their retention willingness was higher; Senior teachers felt more satisfied with their work and more willing to stay than junior teachers; Teachers with a large number of students had more job stress than teachers with a small number of students.
5. The study also found that the lower the job stress and the higher the job satisfaction, the higher was the retention willingness.
6. Job satisfaction played the role of "partial intermediary" between job stress and retention willingness. Furthermore, “salary and welfare” and “working environment” had an intermediary effect on the retention willingness.
Finally, the researchers put forward specific recommendations for after-school care service institutions and after-school service teachers based on these research findings.
