장애인 적정 직무배치에 관한 연구

Abstract

Many handicapped men and women have ample abilities to function in the competitive labor market (Doane and Valente, 1977). Many employers prefer to hire handicapped persons because they stay on the job, tend to their business, and are cooperative (Brolin and Brolin, 1982). Appropriate job placement of handicapped persons gives these individuals a feeling of independence, usefulness, responsibility, and mobility. However, persons with disabilities face substantially greater unemployment rates (Satcher and Dooley-Dickey, 1992) and signi"cantly lower wages (Wolfe, 1980) than do persons without disabilities. Thus, the government must have a policy on job placement and training based on realistic knowledge of the individual and nature of the work environment which can lead to successful employment of handicapped workers. The Employment and Vocational Training Administration of Taiwan collected job analysis data on 1285 occupations. However, without systematic analysis of the job analysis data, the data cannot be used e!ectively by the vocational counselors to evaluate whether a potential job can be adequately performed by a handicapped individual. Vocational counselors and employers were often misled by the characteristics of the current or previous job occupants, and thus denied the placement to a handicapped worker. In order to generate the best-possible job placement solutions, vocational counselors must have a comprehensive review of all assessment and evaluation data on an individual to determine the individual's job interests, strengths and weaknesses, and speci"c obstacles or limitations which could a!ect performance of the available jobs (Clark and Kolstoe, 1990). It is not possible to analyze all of the available jobs. Thus, this study created a computerized information system of the collected job analysis data and analyzed the computerized job analysis data to derive critical job factors. Based on the ratings on each critical job factor, possible employment opportunities for the various types of disability could be derived according to the match between job pro"le and the handicap pro"le. The results can be utilized by the Employment and Vocational Training Administration to expand both the counselor and counselee's perspectives about job possibilities and job requirements