公共托育中心托育人員工作滿意度、預算順位調查研究：新北市與Starting Strong資料對照

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题名:	公共托育中心托育人員工作滿意度、預算順位調查研究：新北市與Starting Strong資料對照
其它题名:	Survey and study on job satisfaction and budget priority of childcare workers in public childcare centers: Comparison of data from New Taipei City and Starting Strong
作者:	楊于瑩
贡献者:	龔美娟
关键词:	工作滿意度;公共托育中心;托育人員;預算順位;job satisfaction;public childcare centers;childcare workers;budget priority
日期:	2025
上传时间:	2025-09-02T08:03:26Z
出版者:	德育學校財團法人德育護理健康學院;幼兒保育系碩士班
摘要:	政府設立大量公共托育中心以因應少子女化，因此需要大量師資人力投入相關市場，然而，托育人員長期面臨低薪、工時長及專業培育不足等問題，加上政府政策下公共托育中心的快速擴張與專業要求的提升，使得托育人員的工作環境與滿意度面臨嚴峻挑戰。本研究以新北市126家公共托育中心之托育人員為對象，採用 OECD 與歐盟（2018）「堅強起步」（Starting Strong）方案之問卷設計針對650位托育人員有效樣本進行問卷調查，探討托育人員工作滿意度與預算順位的看法，並與OECD國家數據進行比較分析，以提供目前政策執行成效之佐證與未來調整方針之建議。研究結果顯示，整體滿意度偏正向，顯示政府近年於托育政策方面之努力已展現具體成果。在各項工作滿意度指標中，「來自家長的支持」（91.4%）與「工作情緒愉快感」（87.2%）為滿意度最高項目；然而，最值得關注者為：「我需要主任更多支持」一題，高達92.2%的托育人員表示同意，此為所有指標中比例最高者，亦遠高於OECD四國平均值（約33%），為所有指標中差距最為顯著者。此為本研究最關鍵的發現，此結果顯示，儘管整體制度逐步改善，托育人員仍高度依賴現場主管的情緒與專業支持，顯示目前制度在主任領導統御能力培訓、協作機制與心理支持系統上仍存在明顯斷層，應作為後續政策強化的優先方向。而在預算順位方面，「加薪」、「降低師生比」、「減輕行政負擔」亦為三大優先預算支出項目，反映現場對結構性改善的迫切需求。最後，在與OECD國家比較部分，新北市托育人員對於「降低師生比」（87%）、「加薪」（91%）以及「減輕行政負擔」（85%）的重視程度明顯高於OECD國家，顯示我國公共托育現場目前仍聚焦於最直接影響日常工作的基本條件改善。相較之下，OECD國家如德國、挪威與丹麥，在這些項目的選擇比例多落在五成左右，雖仍具需求，但相對分散，反映這些國家已在制度面取得一定進展，得以將資源逐步擴展至其他面向。整體而言，新北市的預算排序主要反映托育人員對工作條件直接相關因素的高度敏感度，特別聚焦在人力配置、薪資待遇與行政支持三大面向。 In response to declining birth rates, the Taiwanese government has rapidly expanded public childcare centers, necessitating a large influx of qualified childcare personnel. However, childcare workers continue to face long-standing challenges such as low wages, long working hours, and insufficient professional development. The expansion of public childcare and rising professional standards have intensified the strain on work environments and job satisfaction. This study surveyed 650 childcare workers from 126 public childcare centers in New Taipei City, utilizing a questionnaire adapted from the OECD and EU’s Starting Strong Survey (2018). It aimed to explore perspectives on job satisfaction and budget priority, and compare the findings with OECD country data to assess current policy outcomes and provide future recommendations. Results indicate generally positive job satisfaction, reflecting the Taiwanese government’s policy efforts in recent years. Among the satisfaction indicators, “support from parents” (91.4%) and “emotional enjoyment of work” (87.2%) received the highest ratings. However, the most critical finding was that 92.2% of respondents agreed with the statement “I need more support from my center director”—the highest among all items and significantly above the OECD four-country average of 33%. This underscores a major policy gap: despite institutional improvements, childcare workers still heavily rely on their supervisors for emotional and professional support. Thus, enhancing center directors’ leadership training, collaborative mechanisms, and emotional support systems should be prioritized in future policy reforms. Regarding budget priorities, “salary increases,” “lower child-to-staff ratios,” and “reduction of administrative workload” were identified as the top three funding needs, reflecting a strong demand for structural improvements. Compared to OECD countries—such as Germany, Norway, and Denmark—where support for these items hovers around 50%, the emphasis in New Taipei City remains on improving fundamental working conditions. In sum, the budget priorities of public childcare workers in New Taipei City reveal high sensitivity toward factors directly impacting daily operations, particularly in workforce allocation, compensation, and administrative support.
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