The Employment Reasons and Behaviors For The Handicappeds in Kaohsiung City

• Main Authors: Li-Chung Chen, 陳麗鐘
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2002
• Online Access: http://ndltd.ncl.edu.tw/handle/61452351262238599389

碩士 === 國立中山大學 === 中山學術研究所 === 90 === The Employment Reasons and Behaviors For the Handicappeds in Kaohsiung City Abstract The employment and welfare of the handicapped wanted government protects and social assistances , but most important were that the development and utilization of those persons who possessed of laboreral potentiality . There were less than 8 percent to accept vacational train and of them about 50 percent were unemployed among the handicapped who were senior to 15 ages in Taiwan nowadays. The governments and private enterprises how to deal with governmental regulation and practical implement behaviors might be the crucial key of starting the handcapped employmental arrangement and exploiting the human resource . Therefore , we especially designed the study to observe employment reasons , conditions , employed job assignment , training , adaptation , design and assistance . Indeed , the employment conditions and employed behaviors might also reflacted and observed the true employment reasons of potentiality . We found that follwed governmental policies and employed were more than 63 percent withdrew from the mail social-research samples analyses of 202 units which represented 506 public agents and private enterprises who had the employed-handicapped obligation in Kaohsiung City . There were also 26 percent that taked care of handicapped , and only 11 percent of utilized the labor and service of the handicapped . In generial the public agents preferred to following government policies and the private enterprise preferred to taking care of handicapped . Nevertheless , the employment conditions and employed behavioral model demonstrated more utilization attempt . The employment reasons and behaviors reflect not only kinds of the handicapped and differences of employment unit but also their interaction relationship . The public agents and school might promote through cruitment , hardly employed the handicapped , and assigned job tend to servitor a6nd office clerk , the private enterprise promoted generally through the individual or group introduction , and focus on both operator and cleaner. Both the public agents and private enterprises not only considered handicapped kinds but also givened vary pre-job train , adptation measure , job-design and job-assignment ; The former more concerned to the verbal-disability problem , the latter were popular concentrated to intellectual and limb-disability comparably . Totally , there were almost employed-adapted measure of all the public agents and private enterprise , pre-job training were also widespread ; but there were less than 40 percent of increasing non-handicapped facilities , adjusting secure strategy and providing communicational advocacy . The public agents were inferior to the private enterprise within the pre-job training contents ; nevertheless superior to within the universality of adapted measure . Whether the public agents or not the private enterprise , indeed , they made up their mind utilizing the human resource of the handicapped , but they didn''t know how to exploit . The entrepreneurial organization design , operational model and experiments of sheltered workshop deserved to thinking and reference by special-education , private charity and government . Key words : Disable , Sheltered workshop , Handicapped , Mental retardation , Social Welfare.