陳美香CHEN, MEI-HSIANG許宜芳HSU, YI-FANGYI-FANGHSU職能治療學系碩士班2026-03-242029/7/2320242024/7/3https://handle.ncl.edu.tw/11296/9uds4yhttps://scholars.csmu.edu.tw/handle/123456789/6488背景與動機：我國於職務再設計的歷史可追溯到民國74年，政府透過六項服務措施，包括改善工作設備或機具、提供就業輔具、改善工作條件、調整工作方法、改善職場工作環境以及提供協助身心障礙者就業相關的評估和培訓，旨在減少身心障礙者在職場上所遭遇的各種困難。然而職務再設計的申請率卻僅為3.9%。因此，本研究的主要目的在於深入探討雇主在為身心障礙者申請職務再設計之項目及考量之因素。研究方法：本研究以問卷及訪談兩種方式進行調查，透過問卷調查已申請過職務再設計之雇主單位，另外針對未申請職務再設計者以訪談之方式進行深入的了解，接著以獨立t檢定、敘述統計及質性編碼分類進行結果分析。研究結果：問卷填答者以人事單位為主，而申請職務再設計之機構主要為私立單位，當中多最多申請之項目為改善職場工作環境，其次為改善工作設備或機具以及提供就業輔具，改善工作條件則為整體申請數最少。而影響申請職務再設計之因素分別為，對職務再設計、職務合適性、成本、申請流程、金費撥款時間和審查標準等。結論：從研究中可以發現雇主逐漸重視員工的職場安全與便利性，然而透過職務再設計協助身心障礙者的概念仍然較為模糊，使得雇主單位無法有效地提供支持，因此如何推廣和提升對職務再設計的概念和規劃相關之申請流程均是重要的議題，當政府能夠更加貼近雇主的思維時，才能真正有效地幫助身心障礙者，達成共同合作和效益。Background and Motivation：The history of job redesign in Taiwan dates back to 1985. The government has implemented six service measures aimed at reducing the challenges faced by individuals with disabilities in the workplace. These measures include improving work equipment or machinery, providing employment aids, improving working conditions, adjusting work methods, enhancing the workplace environment, and offering assessments and training related to the employment of people with disabilities. Despite these efforts, the application rate for job redesign remains only 3.9%. Therefore, the primary purpose of this study is to delve into the items and factors considered by employers when applying for job redesign for employees with disabilities.Method：This study employed both questionnaire surveys and interviews. The questionnaire survey targeted employers who had applied for job redesign, while in-depth interviews were conducted with those who had not applied. The results were then analyzed using independent t-tests, descriptive statistics, and qualitative coding classification.Results：The respondents of the questionnaire were mainly from HR departments, and the institutions that applied for job redesign were primarily private organizations. The most frequently applied items were improving the workplace environment, followed by improving work equipment or machinery and providing employment aids, with improving working conditions being the least applied for. Factors influencing the application for job redesign included understanding of job redesign, job suitability, costs, application procedures, funding disbursement timing, and review standards.Conclusion：The study reveals that employers are increasingly focusing on workplace safety and convenience for their employees. However, the concept of assisting individuals with disabilities through job redesign remains somewhat ambiguous, preventing employers from effectively providing support. Therefore, promoting and enhancing the understanding of job redesign concepts and the related application procedures are crucial issues. When the government aligns more closely with employers' perspectives, it can truly help individuals with disabilities, achieving mutual cooperation and benefits.職務再設計雇主單位身心障礙者改善職場工作環境Job RedesignEmployersIndividuals with DisabilitiesWorkplace Environment Improvementthesis