體驗區
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| 篇名 |
準諮商員性别、督導員性别及支持程度對準諮商員知覺督導滿意度、接受督導意願及自我效能之影響研究
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| 並列篇名 |
The Study of the Effect of Supervisees' and Supervisors' Gender and Level of Support on Perceptions of Satisfaction of Supervision, Supervison-Willingness and Self-Efficacy of Supervisees
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| 作者 |
黄政昌(Huang, Cheng-chang)
、吳麗娟(Wu, Li-chuan)
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| 中文摘要 |
本研究的目的在探讨准谘商员性别、督导员性别和支持程度，对准谘商员所知觉的督导满意度、接受督导意愿及自我效能等向度的影响。本研究采用仿真研究法，即编制仿真督导情境，并拍摄成四卷实验录像带，分别是：「男督导员表现出低支持程度」、「男督导员表现出高支持程度」、「女督导员表现出低支持程度」、「女督导员表现出高支持程度」等四卷，研究者以国内教育心理与辅导研究所、辅导研究所及心理学研究所谘商组正在专业督导的协助下从事谘商实习的研究生为研究对象（称为准谘商员）共50位，其中男性17位、女性33位。本研究进行时，邀请研究对象重复观赏四卷不同的实验录像带，观察时请研究对象想象自己就是录像带中的准谘商员，且在每一卷录像带观赏后，填写「督导满意度量表」（包括督导关系满意量表、督导员行为满意量表、督导员特质满意量表）、「接受督导意愿量表」及「自我效能量表」。所得资料分别进行一个独立样本与两个相依样本之三因子2×2×2多变项变异数分析及单变项变异数分析，以考验各项假设。研究结果显示：一、准谘商员性别和督导员性别在「督导满意度」、「接受督导意愿」和「自我效能」等督导效果的指针上，并没有适配性存在。二、在低支持的督导情境下，男准谘商员对于各项督导效果的评估皆较女准谘商员为正向；在高支持的督导情境下，男女准谘商员的评估则无显著差异。三、男、女准谘商员对于高支持程度督导的各项督导效果评估皆高于低支持程度督导。四、在低支持的督导情境下，准谘商员对于男女督导员的「督导满意度」、「接受督导意愿」两项督导效果的评估并无显著的差异；在高支持的督导情境下，准谘商员对于女督导员的两项督导效果评估则高于男督导员。五、准谘商员不论是接受男督导员或女督导员的督导，对于高支持程度督导的「督导满意度」、「接受督导意愿」两项督导效果评估皆高于低支持程度督导。最后根据研究结果，做进一步的探讨，并提出建议，以供谘商、督导人员在进行督导晤谈或督导研究时的参考。
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| 英文摘要 |
An analogue research design was used to examine the effect of supervisees' and superior's gender and level of support on satisfaction of supervision, willingness to be supervised and supervisee self-efficacy. Four experimental video tapes were recorded to depict a "male supervisor with low support", "male supervisor with high support", "female supervisor with low support", and "female supervisor with high support". A total of 50 counselors-in-training (i.e. supervisees) who were all graduate students in counseling psychology participated in the study. Seventeen of the supervisees were males and 33 were females. Each participant watched all four supervison video tapes. After watching the tapes, they completed "Satisfaction of Supervision Inventory", "Supervison-Willingness Inventory", and "Self-Efficacy In-ventory" to obtain a measure of outcome of supervision. The data obtained was analyzed by a three-way repeated MANOVA and ANOVA. The results showed that: I . Male and female supervisees have no significant difference in gender preference for supervisor. II . There is significant interaction effect be-tween supervisees' gender and level of supervisor support on satisfaction of supervision , supervison-willingness, and self-efficacy. Further findings indicate that: (1) In the low-support condition, male su-pervisees rated their satisfaction of supervision , supervison-willingness, and self-efficacy as more posi-tive than female supervisees; However, no significant difference was showed in the high-support condi-tion. (2) Both male and female supervisees in the high-support condition rated their satisfaction of su-pervision, supervison-willingness, and self-efficacy as more positive than in the low-support condition. III . There is significant interaction effect between supervisors's gender and level of support on satisfaction of supervision and supervison-willingness. Further findings indicate that: (l) In the low-support condition, both gender of supervisors had no significant difference in supervisees rating their satisfaction of super-vision and supervison-willingness. On the other hand, in the high-support condition, supervisees rated the female supervisor as more positive than male supervisor. (2) In the high-support condition, super-visees rated both male and female supervisors as more positive than in the low-support condition on satisfaction of supervision , satisfaction of supervision and supervison-willingness. IV. Supervisors' gen-der and level of support didn't have impact on supervisees' perceptions of their own self-efficacy.
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| 頁次 |
87-119
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| 關鍵詞 |
準諮商員
、自我效能
、性別
、督導滿意度
、督導員
、gender
、self-efficacy
、level of support
、supervisor
、Supervisees
、TSSCI
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| 卷期 |
43:1
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| 日期 |
199804
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| 刊名 |
教育科學研究期刊
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| 出版單位 |
國立臺灣師範大學
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