English  |  正體中文  |  简体中文  |  Items with full text/Total items : 6491/11663
Visitors : 25174749      Online Users : 89
RC Version 3.2 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Adv. Search
LoginUploadHelpAboutAdminister

Please use this identifier to cite or link to this item: http://ir.ncue.edu.tw/ir/handle/987654321/9408

Title: 我國啟智教育教師異動狀況及其相關因素之研究
Authors: 周台傑;吳訓生;詹文宏;葉瓊華
Contributors: 特殊教育學系
Keywords: 啟智教育教師;工作異動;Teachers of mentally retarded students;Turnover
Date: 1996-06
Issue Date: 2011-12-14T06:55:27Z
Abstract: 本研究旨在探討我國啟智教師教師之人力結構、異動狀況及影響異動的因素。研究者以自編之問卷為研究工具,該問卷計含:(1)填答者基本資料及接受啟智教師資訓練的原因;(2)取得啟智教師資格後的服務狀況;(3)資深啟智教育教師持續服務的原因等三部分。 研究對象包括服務於臺灣地區各國民中小學、特殊學校及教育行政單位,並曾取得啟智教育教師力結構外,並指出取得啟智教師資格人員,總計接受調查的人數為2852人。研究結果資了從人口變項及學術背景呈現啟智教師的人力結構外,並指出取得啟智教師資格後服矛於啟智育界的教師比率會隨著服務時間的延長而降低,這個比率最初約65%,而後穩定的維持在50%上下。具備啟智教師資格而未擔任啟智教育工作的主要原因是:「學校無啟智班」、「轉任行政工作」、「任教其他類別的特教班」、「專業知識不足」、「家庭因素」、及「無成就感」。其中「專業知識不足」是最初三年未任教啟智班的重要原因;「無成就感」是第四年之後離開啟智教育界的主要因素。依調查結果,研究者針對啟智教師的培育、任用、在職進修等方面提出若干建議,以供有關單位參考。
The purpose of this study was to investigate the relationship of demographic structure, attrition rate, and factors in turnover among teachers of the mentally retarded students in Taiwan. A self-developed survey, which consisted of the demographic information such as gender, age, length of current employment, highest degree earned, type of training received, and number of past teaching experience, was sent to the participants. 2,852 certified teachers of the mentally retarded from regular elementary and junior high school, special schools, and administrative organizations participated in this study. Data showed that the attrition rate for these personnel is 65%. The turnover is such high, repoetedly due to no special class for mentally retarded students in regular school, transfering to administrative work, teaching other kinds of special class, lack of professional knowledge, family reasons, and no achievement. Results also showed senior teacher are likely to be interested in teaching students with mental retardation. They are more likely to be satisfied teachers and are more immune to burnout and turnover. To solve the problem of turnover, or at least to lower the turnover rate to something more acceptable, will necessitate a complex strategy, as well as both hard work and long-term commitment. Some suggestions are offered in order to improve our personnel preparation efforts and effectiveness.
Relation: 特殊教育學報, 11:211-238
Appears in Collections:[特殊教育系所] 期刊論文

Files in This Item:

File Description SizeFormat
26 chi.pdf113KbAdobe PDF829View/Open
26 eng.pdf45KbAdobe PDF757View/Open


All items in NCUEIR are protected by copyright, with all rights reserved.

 


DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback