社會工作者之增強權能經驗：以婚暴防治場域為例

Exploring Empowerment Experiences of Social Workers for Marital Violence

為了在勞動條件不佳的婚暴防治場域內，找到為社工增強權能的力量，研究者結合量表和訪談，先透過「增強權能量表」，對全國21個婚暴防治機構、101位婚暴社工進行施測，之後再邀請量表分數在100分以上的中、高權能社工進行訪談；總計在六個月的資料蒐集期限內，完成了24位婚暴社工的資料蒐集工作。研究者發現，案主、社工同儕、督導、組織、網絡成員及重要他人，是受訪者增強權能的來源，並歸納出促成社工權能的四類、11項因素，分別是來自案主的看見服務成效，來自重要他人的建構工作信念，來自機構（包括同儕、督導和管理者）的促進再建構、回饋認可、獲得指導、公開鼓勵、理解關照、授予自主、促進連結和言行一致，以及來自網絡成員的擁有資源與回饋認可等；還發現中、高權能婚暴社工會在個人、機構和網絡三層次上展現其權能，表現出自我效能、自主、意義、重要性、團隊感，以及影響力和行動力。研究者發現，機構對婚暴社工增強權能的促成相當重要，建議機構管理者應在建構增強權能的組織氛圍上有更多的作為。

Due to the lack of ideal labor conditions for those dealing with marital violence, the researcher aimed to explore the empowerment of social workers, conducting an 'empowerment scale' on 101 social workers who came from 21 marital violence intervention organizations. Twenty-four participants who received more than 100 grades in the scaling (including 'mild to high level' and 'highly empowered') were individually interviewed six months after completing the scale. The results show the empowerment of social workers comes from clients, significant others, peers, supervisors, administrators, and networks. In the four categories, 11 elements enhancing the empowerment of social workers were found by researchers, including recognizing service efficacy from clients, constructing beliefs of work from significant others, initiating reconstruction, recognizing feedback, acquiring guidance, being publicly encouraging, receiving empathic care, having autonomy, improving connections, matching word to deeds from organizations (including peers, supervisors and administrators), and possessing resources and recognizing feedback from networks. Moreover, social workers have mild to high levels of empowerment for three dimensions, which include the individual, organization and network, revealing self-efficacy, autonomy, meaning, competence, teamwork, impact and action, as well as commitment to marital violence interventions. The organization (including peers, supervisors and administrators) is critical for empowering social workers; the researcher suggests the administrators focus more on the empowered atmosphere of the organization.