[{"data":1,"prerenderedAt":49},["ShallowReactive",2],{"q-sw-113-2-social-work-management-025":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-113-2-社會工作管理-025","sw-113-2-social-work-management-025",113,2,true,25,"社會工作者應清楚了解自己的角色和職務後，明確設定出能做或不能做的底線，係屬下列何種自我管理的技巧？",{"A":15,"B":16,"C":17,"D":18},"管理期望","管理工作量","管理壓力","管理界限","D",null,[],"本題考點在社會工作者自我管理技巧的分類。題幹描述「清楚了解自身角色職務、明確設定能做或不能做的底線」,核心是釐清並守住工作與角色的分際,屬於「管理界限(boundary management)」,故選D。A管理期望指調節自己與他人對工作成果的期待;B管理工作量指安排任務優先序與負荷分配;C管理壓力指因應情緒耗竭與職業倦怠。設定「能做\u002F不能做的底線」正是界限的界定,與期望、工作量、壓力的管理焦點不同,故對應管理界限。",1,[25,29,33,37,41,45],{"webId":26,"stem":27,"number":28,"year":9,"session":10},"sw-113-2-social-work-management-024","許多社會福利機構由於人員流動性高，成員多是新進或資淺人員，使得同儕督導普遍成為機構中實施的督導方式。下列敘述何者為同儕督導的優點？",24,{"webId":30,"stem":31,"number":32,"year":9,"session":10},"sw-113-2-social-work-management-026","對於社會服務機構志工招募的說明，下列敘述何者錯誤？",26,{"webId":34,"stem":35,"number":36,"year":9,"session":10},"sw-113-2-social-work-management-023","升遷與輪調工作是人力資源管理中的重要活動，係屬下列何種人力資源管理功能的內涵？",23,{"webId":38,"stem":39,"number":40,"year":9,"session":10},"sw-113-2-social-work-management-027","有關組織之風險管理的意涵，下列敘述何者錯誤？",27,{"webId":42,"stem":43,"number":44,"year":9,"session":10},"sw-113-2-social-work-management-022","相對於人事管理，下列何者不是人力資源管理的特性？",22,{"webId":46,"stem":47,"number":48,"year":9,"session":10},"sw-113-2-social-work-management-028","有關全面品質管理（total quality management, TQM），下列敘述何者錯誤？",28,1787299280543]