居家照顧服務員職家衝突與督導功能影響職業疲潰之探討

The effect of Relationships on Work-Family Conflict, Supervisory Functions, and Career Burnout of Home Care Workers

本文研究目的在探討居家照顧服務員職家衝突與督導功能對其職業疲潰影響之情況，針對屏東縣地區居家照顧服務員為研究對象，並於2014年4月至6月期間共發出266份問卷，回收有效樣本246人，平均年齡為45.61歲（標準差8.38），男性有17位（6.91%）及女性有229位（93.09%）。研究結果顯示：居家照顧服務員職業疲潰感受屬於重度。在迴歸分析中分別建構「情緒耗竭」模式、「去人性化」模式與「個人成就」模式，分析發現職家衝突與督導功能各因素構面均為各模式中重要解釋因素，可預測的總變異量分別為35.27%、28.73%與42.52%，表示這些因素為影響居家照顧服務員職業疲潰之重要預測因子，若能針對擁有這些相關因素之族群增進居家督導功能以及減緩職家雙向衝突，應能減緩其職業疲潰，進而促進其居家照護品質與工作效率。期望透過研究結果協助居家照顧服務相關人力資源研究參考，提供居家照顧服務提供單位管理者及政府相關單位擬定相關政策及措施之佐證，做為降低居家照顧服務員職業疲潰感受之人力官理參考資料，進而促進居家照護服務功能與品質。

The aim of this study is to explore the effect of the relative factors on career burnout of home care workers. The valid samples of this research were 246 home care workers (17 males and 229 females) in Pingtung area. They were recruited to answer the questionnaires from April to June, 2014, and their average age was 45.61(sd=8.38) years old. The results showed that the range of the total scores from home care workers in Maslach Burnout Inventory was in high degree level. Moreover, according to the regression analysis, those factors (from work-family conflict, family-work conflict and supervisory functions) were separately considered into the three models (Emotional-exhaustion model, Depersonalization model and Reduced-personal-accomplishment model) and their total variance explained reached 35.27%, 28.73%, and 42.52%. Therefore, those factors could be the potential important factors for career burnout of home care workers. Besides, if we could provide the relative assistance or counseling in career for home care workers, then their quality or efficiency of home caring service may be promoted. Finally, we hope our study can be the relative references or frame appropriate precautions for the career of home care workers. Besides, it can help to build up the relative health social welfare to decrease home care workers' career burnout, and to promote their quality of caring service in the future.