身心障礙福利機構之職業健康危害與保護機制探討：以教保人員為中心

Exploring Occupational Health Hazards and Protection Mechanism in the Disability Welfare Institution: Focus on Educare Givers

"身心障礙機構照服人員的工作過程充滿各種職業健康風險，但社會各界鮮少關注，本文藉由質性研究，探討個案機構中職業健康危害情形以及機構的風險溝通與防護機制。研究個案位於南部地區，有成人部與學前部，我們透過參與式觀察及深度訪談進行資料蒐集。研究結果發現，個案機構雖是評鑑優良的機構，且管理上重視風險溝通與員工健康，但教保人員仍飽受職業傷病威脅，顯見職業健康危害保護機制並未有效落實。從人力資源管理的角度來看，機構有部分機制尚待加強，包括：教育訓練需要納入更多職業安全衛生的主題，以及健康促進方案應蒐集職業傷病資料，並發展「員工能遵守健康及安全的要求」措施等。另外，個案機構並沒有使用轉移位輔具，本文呼籲「不徒手搬運政策」需要優先在身心障礙機構落實。 面對當前身心障礙機構照服人力不足的問題，本文認為「建立安全健康的工作環境」應該要列為人力維繫的重要項目，這也是回應以「場所性健康促進」作為核心策略的國際趨勢。"

While the work process of caregivers in disability institutions entails numerous occupational health risks, Taiwan's society rarely pays attention to this issue. Based on the case study and qualitative research, this study explores the occupational health hazards, risk communication and protection mechanisms for educare givers in a disability welfare institution. The research institution in this study is an agency located in southern Taiwan, with the focus on the adult department and preschool department. We collected data through participatory observation and in-depth interviews. In terms of the results of the study, the educare givers are threatened by occupational disasters, despite the case institution's history of excellent performance as reflected in its evaluation results. It is also noteworthy that the institutional management attaches great importance to employee health and risk communication. However, the protection mechanism against occupational health hazards apparently has not been effectively implemented. From the perspective of human resources management, some mechanisms of the organization need to be strengthened, including: education and training need to include more topics related to occupational health and safety, health promotion programs should collect occupational injury and disease information, develop the requisite measures to facilitate employees’ compliance with health and safety requirements, etc. In addition, the case institution does not even use any transfer device. This study calls for the “No-lift policy” to first be implemented in disability institutions. Faced with the shortage of care workers in disability institutions, we argue that “building a safe and healthy working environment” should be listed as an important item for manpower maintenance. This suggestion is also a response to the international trend of “workplace health promotion” as its core strategy.