從計畫行為理論觀點,探討雇主僱用精障者意願及其相關因素

Translated title of the contribution: Factors Influencing Employers' Willingness to Hire People with Mental Illness: Based on Planned Behavior Theory

張鳳航, 張珏, 鄭雅文

Research output: Contribution to journalArticle

Abstract

Purpose: The purposes of this study were to: 1) explore the willingness of employers inTaiwan to hire people with mental illness; 2) determine the factors that influenceemployers’ willingness; 3) understand employers’ attitudes and concerns about Taiwan’semployment policy for people with mental illness; and 4) analyze the conditions, problems,and intervention protocols for employment of people with mental illness. Methods: Basedon the results of a literature review and qualitative research, we developed a questionnaireto investigate employers’ willingness, attitudes, and perceptions toward hiring mentally illpeople in Taiwan. Stratified sampling was used to select 501 employers. The overallresponse rate of employers who completed questionnaires was 93.81% (470 employers).Results: The results showed that: 1) employers held negative views regarding hiringpeople with mental illness; 2) although most employers agreed that people with mentalillness have the right to work, more than half had negative emotions and concernsregarding symptoms and work competencies; 3) the main factors that affected employers’willingness to hire included employers’ perceptions of their ability to hire people withmental illness and employers’ emotional reaction toward mentally ill people andacceptance of their right to work; and 4) most employers were not aware of theemployment policy and for some who were aware, its economic incentives seemed weak.Most employers had insufficient knowledge regarding mental illness. Conclusions: Toincrease employers’ willingness to hire people with mental illness, the government shouldstrengthen the supported employment system for both the employers and the employees.For example, the government could not only increase the number of job coaches, but alsotheir professional requirements, pay, and benefits. In addition, we suggest the governmentmodify the economic inducements to enhance employers’ willingness to hire. Finally,effort should be made to increase social awareness of the government’s employment policyand to enhance knowledge and acceptance with regard to mental illness.
Original languageTraditional Chinese
Pages (from-to)73-104
Number of pages32
Journal中華心理衛生學
Volume25
Issue number1
Publication statusPublished - 2012
Externally publishedYes

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behavior theory
mental illness
employer
right to work
employment system
hiring
coach

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從計畫行為理論觀點,探討雇主僱用精障者意願及其相關因素. / 張鳳航; 張珏; 鄭雅文.

In: 中華心理衛生學, Vol. 25, No. 1, 2012, p. 73-104.

Research output: Contribution to journalArticle

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abstract = "研究目的: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。研究方法:研究者設計問卷對民國98年全國進用身心障礙者的法定義務機關(構)進行調查,以分層抽樣的方式,抽出501位雇主,使用郵寄問卷的方式收集資料。研究結果:共回收470份問卷(回收率93.81{\%})。調查結果: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。研究結論:政府欲提升雇主對精障者之僱用意願,應加強雇主對精神疾病的了解,去除偏見及害怕,並藉由強化支持性就業服務系統的功能,降低雇主聘雇精障者的困難,也協助精障者順利愉快地在職場工作,獲得自尊、健康與滿足。",
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N2 - 研究目的: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。研究方法:研究者設計問卷對民國98年全國進用身心障礙者的法定義務機關(構)進行調查,以分層抽樣的方式,抽出501位雇主,使用郵寄問卷的方式收集資料。研究結果:共回收470份問卷(回收率93.81%)。調查結果: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。研究結論:政府欲提升雇主對精障者之僱用意願,應加強雇主對精神疾病的了解,去除偏見及害怕,並藉由強化支持性就業服務系統的功能,降低雇主聘雇精障者的困難,也協助精障者順利愉快地在職場工作,獲得自尊、健康與滿足。

AB - 研究目的: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。研究方法:研究者設計問卷對民國98年全國進用身心障礙者的法定義務機關(構)進行調查,以分層抽樣的方式,抽出501位雇主,使用郵寄問卷的方式收集資料。研究結果:共回收470份問卷(回收率93.81%)。調查結果: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。研究結論:政府欲提升雇主對精障者之僱用意願,應加強雇主對精神疾病的了解,去除偏見及害怕,並藉由強化支持性就業服務系統的功能,降低雇主聘雇精障者的困難,也協助精障者順利愉快地在職場工作,獲得自尊、健康與滿足。

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JO - 中華心理衛生學

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