團體過程中權威情結之質性研究

Study of the ''Authority Complex'' in Small Group Process

七位研究生和六位社會人士組成的學習團體，進行了11次團體過程。本文的目的，在探討前八次過程式團體的團體現象，以質化研究方法，利用錄影帶、每次團體結束後成員的心得報告及焦點團體討論等資料，對團體發展過程的動力現象進行描寫，並探討成員面對『權威』時的因應行為。結果發現： 1.成員投射其權威焦慮於沈默的觀察者（老師），因感受到權威的拒絕，而將焦慮投射到年長的成員身上，使她們成為被投射的權威，最後，團體以友善而優雅的互動方式將之推倒。 2.成員的焦慮具雙面機制：一面是對權威，另一面是對自己。在團體情境中，成員一面期待權威的指導，一面揣測權威的需求與喜好，以尋找方法去順應團體情境。但由於權威的沈默、不參與及團體的自我挑戰，而使得這個機制崩潰，最後成員出現缺席、懷疑以及隱藏性憤怒而使得團體幾乎崩潰。 3.成員以友善而優雅的方式接近權威，以釋放內在對權威的憤怒與焦慮。 4.成員以『檯下溝通』或直接要求其他成員的方式來解決團體問題，而不是透過團體溝通和協商的方式。 5.討論與研究結果有關的應用。

Thirteen (13) graduate and /or mature students came together as a study group to learn in a direct experiential manner more about group process. Programs were videotaped, self-reports collected and discussions focused upon individual feelings of members. Particular emphasis was placed on understanding of individual and group feelings with regard to authority figures, particularly rejecting behavior. The summary of this study was as following: 1.The group projected their anxiety to the non-participate observer(The teacher), following with being rejected by the non-participated observer, the group built likely mother-daughter relationship within the group for relieving their anxiety, later, this structure was turned over by friendly, genteelly group interaction process. 2.The group anxiety appeared to be both sides of urgency: one is toward the authority figure, another side is toward the self. As a group member in the group situation, she expected the authority giving her direction to participate the group (searching for face); at the same time, she searched and assumed the authority's needs and preferences to find the right way to adapt the group situation (giving authority face). This mechanism was manifested by the silence, refusal to participate, self-doubt and overt expressions anger. Displacement of feelings onto others and feelings of self doubt were prominent. 3.The group behaved genteelly and friendly as a strategy for keeping relationship balanced, and getting closer to the center power of authority for reliving anxiety from the frustration. 4.The group tended to use 'under-table communication'(tai-shia communication) or 'directly demanding the other member' as the methods to solve the group problem instead of facilitating the group process by increasing group communication, information exchange, and mutual understanding, etc., ... 5.The implication of these findings were discussed.