臺灣地區幼教師與教保員異動傾向之實徵研究：整合理論與相關變項之模型初構

A Study of Kindergarten Teachers and Child Care Workers’ Turnover Intention in Taiwan: Theories and Primary Model

幼教師與教保員的異動情況是臺灣學前教育相當關注的問題。過去雖有部份研究，但鑒於年代已較久，也尚未整合影響因素與相關理論模型，故本研究歸納國內外職業異動與教師異動之理論與研究結果，藉以探討幼教師與教保員的異動關係模型，以建構較為完整的異動傾向論述，並透過全國樣本來加以檢證。研究發現在22個縣市229個園所1336個研究樣本當中，有超過半數的人曾經想要異動；正在進行或一年內就會異動的約有20%。研究結果初步建立影響幼教師與教保員異動傾向的解釋模型，主要有四個影響因素—工作滿意、工作負荷、薪資與通勤時間。而本研究檢證三個能提供職業異動解釋的理論—社會交換理論、個人-組織適配理論、公平理論對於幼教職場的適用性，結果發現雖然三個理論都適於解釋幼教師與教保員的工作滿意度，但只有公平理論適用於解釋異動傾向。最後並就研究結果提出實務面與研究面的建議。

Kindergarten teachers and childcare workers’ turnover is a problem to be deeply concerned for preschool education in Taiwan. Although there are some past studies in this domain， they were old and yet to be integrated on the influential factors and theoretical model. In the study we integrated related theories and domestic and oversea researches aboutoccupational and teachers’ literatures of turnover， constructing a relative model of the childcare workers and kindergarten teachers’ turnover， tested through national worldwide data. The results show approximately 50% of the childcare workers and kindergarten teachers carry a turnover intention and 20% plan or expect a turnover in one year by 1336 samples from 229 schools 22 counties or cities. The results reveal the job workload， satisfaction， salary， and commuting time are the main influential factors in the childcare workers and kindergarten teachers’ turnover model. This study examines three theories on the childcare workers and kindergarten teachers’ turnover—social exchange theory， person-organizational fit theory， organizational justice theory， which explan other occupational turnovers. The results show all three theories can explain the childcare workers and kindergarten teachers’ satisfaction， but just distributional justice is fit to explaining teachers’ turnover. According to the results， we provide practical and researchable suggestions.