雇主對精神障礙者之僱用意願：現況、影響因素與政策因應

Abstract

研究證實，適當的工作是協助精神障礙者回復健康及恢復社會功能的重要方式之一。其中，雇主對於精神障礙者的僱用意願，是其能否進入職場的重要關鍵，但過去我國在這方面的研究卻相當缺乏。本研究旨在了解雇主對於精神障礙者就業的看法與聘用意願，並探討相關影響因素，以提出政策因應之建議。 本次研究採取的質量結合的研究設計流程如下：首先，以深度訪談的方式，對本研究議題進行初步探索，並蒐集相關資料，構築研究架構。接著，以深入訪談所得資訊，加上文獻回顧結果，發展量化工具 — 即問卷。之後，研究者以問卷調查的資料，做出具有群體代表性及普效性（generality）的呈現。同時，再輔以質性的資料分析，加強量的發現之有效性，並予以詮釋、澄清與闡述。最後，研究者將所收集到的質性與量性資料整合，進行詮釋、分析及三角檢測。 在深度訪談的部分，研究者共訪問13位一般性企業或機構的雇主，瞭解雇主對於精神障礙者之觀感及聘僱意願，並探討他們對精神障礙者就業相關政策的看法。結果顯示，儘管13位雇主都認同精神障礙者之工作權，但卻有超過半數的雇主，因為擔心社會大眾的負面觀感，或因考量精障者的症狀和工作能力，而缺乏聘僱意願。在就業相關政策部份，我們也發現：1) 雇主普遍不清楚相關就業政策及法規；2) 政府罰鍰及獎勵補助金對於提升精神障礙者之就業效果有限；3) 雇主對精神疾病缺乏正確知識；及4) 就業服務員的素質不一。 依據文獻回顧及質性訪談的結果，研究者設計問卷對全國進用身心障礙者的法定義務機構進行調查，以分層抽樣的方式，從自行政院勞工委員會職業訓練局取得全國公私立義務進用身心障礙者機構資料檔抽出501位符合法定僱用身心障礙者之義務機關（構）之雇主為研究對象，使用郵寄問卷的方式收集資料，以了解雇主對精神障礙者之僱用意願及相關影響因素。郵寄問卷後，又多次致電催覆，因此問卷回收率高達93.81% （N=470）。研究結果顯示：1) 雇主對精障者的僱用意願平均偏低；2) 雇主普遍認同精障者的工作權利，但對其情緒反應及工作能力評價仍偏負面；3) 影響雇主僱用意願的最主要因素包括：雇主僱用精障者的容易程度、對精障者的情緒反應及對精障者工作權利的認同。 質性訪談與調查研究結果均明確指出，政府欲提升雇主對精障者之僱用意願最重要的方式，即是加強雇主對精神疾病的了解落實精障者工作權利的宣導及給予職場上的支持，降低其僱用困難。因此，我們建議政府應加強相關就業政策與法令宣導、調整經濟誘因，並加強去除烙印的社會教育。此外，政府也應致力於改善就業服務體制，增強就業服務員的服務品質，並藉由強化支持性就業服務的內涵，解決雇主之僱用困境，提升精障者工作表現與適應能力，使其順利地在職場工作，獲得自尊、健康與滿足。如此，方能有效增加雇主對於精神障礙者的僱用意願，也才能夠有效保障精障者的就業權。

Accumulated literatures have showed that decent work is one of the best means to help people with mental illness to recover and return back to a normal life. Therefore, assistance for returning to work is an essential part of rehabilitation programs. Employers' viewpoints toward people with mental illness are important because they hold the final decision power for employment. This study aimed to: 1) explore the willingness of employers in Taiwan toward hiring people with mental illness; 2) find out the factors which influence employers’ willingness; 3) to understand employers’ attitudes and concerns on Taiwan’s employment policy for people with mental illness; 3) analysis the conditions, problems, and policy intervention of the employment of people with mental illness. The researcher firstly used the qualitative research to make the pioneer study. Semi-structured interviews with 13 employers were conducted. Responses were audio taped, transcribed, and coded. All the data was synthesized and interpreted. Based on the result of literature review and qualitative research, the researcher made up the questionnaire to investigate the employers’ willingness, attitudes and perceptions toward hiring mentally ill people in Taiwan. Stratified sampling was used to select 501 employers. The overall response rate of employers who completed questionnaires was 93.81% (470 employers). The result showed that: 1) the employers endorsed negative views regarding employing people with mental illness; 2) despite most employers agreed that people with mental illness have the right to work as normal people do, however, more than half of employers had negative emotions and concerns of their symptoms and work competencies; 3) the main factors which affect the employers’ hiring willingness include: employers’ perceptions of their ability to hiring people with mental illness, employers’ emotional reaction toward mentally ill people and employers’ identity of mentally ill people’s right of work; 4) most employers were not aware of the employment policy and for some who were aware, its economic incentives seemed weak. Furthermore, most employers had insufficient knowledge regarding mental illness. To increase employers’ willingness in hiring people with mental illness, the government should strengthen the supported employment system for both the employers and the employees. For example, the government should increase the number, profession and welfare of job coaches. In addition, we suggest the government to modify the economic inducement to enhance the hiring willingness of employers; finally, efforts should be made to increase the social awareness of the employment policy, and to enhance the knowledge and the acceptance with regard to mental illness.