[{"data":1,"prerenderedAt":49},["ShallowReactive",2],{"q-sw-107-2-social-work-management-028":3},{"subject":4,"subjectSlug":5,"subjectFullName":4,"question":6,"related":24},"社會工作管理","social-work-management",{"id":7,"webId":8,"year":9,"session":10,"subject":4,"legacy":11,"number":12,"stem":13,"options":14,"answer":19,"answerNote":20,"images":21,"lawTimestamp":9,"explanation":22,"freq":23},"sw-107-2-社會工作管理-028","sw-107-2-social-work-management-028",107,2,true,28,"志工參與組織並提供服務是組織的一員，管理者有責任讓此組織社會化的歷程更順利，有助於提高組織成員的貢獻度與承諾感，傳遞與維繫組織價值信念。下列何者不屬於志願工作者的組織社會化歷程？",{"A":15,"B":16,"C":17,"D":18},"志願服務工作的接觸","志願服務角色的取得、維繫與深化","志願服務的績效考核","志願服務角色的充分接納","C",null,[],"本題考點是志願工作者『組織社會化歷程』的階段內涵，且問「不屬於」者。依志工管理理論，組織社會化(organizational socialization)指志工從接觸組織到內化組織價值、認同角色的歷程，通常包含與志願服務的初步接觸、角色的取得維繫與深化、以及對角色的充分接納等階段；而『志願服務的績效考核』(C)屬志工管理中評核與品質管控的作業，並非志工融入組織、內化價值的社會化歷程，故 C 為正解。(A)志願服務工作的接觸，是社會化的起點階段。(B)志願服務角色的取得、維繫與深化，是社會化的核心進程。(D)志願服務角色的充分接納，是社會化完成、內化認同的階段。",1,[25,29,33,37,41,45],{"webId":26,"stem":27,"number":28,"year":9,"session":10},"sw-107-2-social-work-management-027","管理者要預防員工耗竭，透過員工協助方案（Employee Assistance Programs, EAPs）能協助員工解決生活、工作與健康的問題，達到組織與員工雙贏的局面。下列何者不是員工協助方案的內容？",27,{"webId":30,"stem":31,"number":32,"year":9,"session":10},"sw-107-2-social-work-management-029","督導對於社會工作的重要性不言可喻，且隨著社會工作外部環境的轉變及督導知識的發展，不同的督導觀點已被發展。下列對於督導觀點的運用說明，何者錯誤？",29,{"webId":34,"stem":35,"number":36,"year":9,"session":10},"sw-107-2-social-work-management-026","下列對於組織內員工績效考核方法的描述，何者正確？",26,{"webId":38,"stem":39,"number":40,"year":9,"session":10},"sw-107-2-social-work-management-030","下列說明何者屬跨科際督導（interdisciplinary supervision）？",30,{"webId":42,"stem":43,"number":44,"year":9,"session":10},"sw-107-2-social-work-management-025","工作說明書（job description）是用來說明工作人員在做何事、如何做及在何種條件下做事之書面資料，工作說明書並無標準格式，下列何者不是工作說明書的重點？",25,{"webId":46,"stem":47,"number":48,"year":9,"session":10},"sw-107-2-social-work-management-031","關注組織結構對組織績效具有顯著影響，組織沒有唯一的最佳設計，結構形式、管理和組織的成效，需視工作的性質及其所處環境特性而定，此論述為何種管理觀點？",31,1787299245499]