會所模式推動精障會員就業歷程探究-以真福之家為例

Abstract

會所就業服務有別於現有職重服務，不以症狀和功能穩定性作為評估障礙者就業的指標，致力於發展工作日、過渡性就業、支持性就業和獨立就業，協助有就業動機的精障會員得以在一般職場中就業；本研究以真福之家為研究場域，使用質性研究方法，深度訪談 4 位職員與 5 位會員，描繪會所推動精障會員就業的完整歷程，會員參與的主觀經驗，以及會所就業本土發展面臨的困境。 研究發現，會所營造「自願性」與「關係對等」的環境，使會員在工作日中學習工作技能與人際互動，獲得成就感；並積極開發過渡性就業職場，讓會員從兼職、簡單的工作上手，逐步適應，翻轉成功與失敗的就業定義，往支持性與獨立就業前進，保持和會員關係與服務的連續性；然而也發現真福職員與會員對於會所就業發展看法不一、會務工作數量不足、職場支持帶來的壓力與挫折，以及過渡性就業本土開發的困難。 研究建議，會所職員設計會務工作，應以增加會員信心為主，培養社群互助氛圍；對於發展過渡性就業，(一)建議職員增進就服知能、(二)建立更多人脈關係以利開發職缺、(三)職員回到工作日評估會員的就業準備度、(四)職場支持應適度放手，培養會員獨立工作；同時建議政府單位重視精障者就業需求，提供合適的服務。

The employment services for clubhouse is different from the Vocational rehabilitation service, which doesn’t take symptoms and functional stability as the indicators to evaluate the employment of disabled people. Clubhouse is dedicated to developing work-ordered day, transitional employment, supportive employment and independent employment, and assisting psychiatric disabled members with employment motivation to get employment in the general workplace. I choose Clubhouse-Modelpracticed “Eden Fountain House” as the research field, adopt the qualitative research paradigm. By depth interview method for four staff and five members, then images of the whole process of the clubhouse to promote the employment of members, the subjective experience of members' participation, and the difficulties faced by the clubhouse local employment development. The study found that the clubhouse creates a 'voluntary' and ' equal rights ' environment, make the members learn working skills and interpersonal interaction during working days and gain a sense of achievement. As well as develops transitional employment workplace actively, lets members start from part-time, simple work, gradually adapt the workplace, and reverses the definition of success and failure of employment, Moves towards supportive and independent employment, and maintains continuity with membership and services. However, it is also found that the staff and members have different views on the employment development, the insufficient number of the work on the work-ordered day, the pressure and frustration brought by the workplace support, and the difficulty of the local development of transitional employment. The study suggests that when the staff design the work-ordered day should focus on enhancing members' confidence and fostering a community atmosphere of mutual assistance. For the development of transitional employment, (1) staff are recommended to enhance their employment knowledge and skills; (2) to establish more contacts to develop transitional employment vacancies;(3) staff return to work-ordered day to assess members' work preparation；(4)Workplace support moderate to let it go, encourage members work independently. It is suggested that the government should pay attention to the employment needs of Psychiatric disability and provide appropriate services.