2017年08月 49-1 團體領導者工作同盟量表編製與相關研究

謝麗紅 巫珮如
國立彰化師範大學
輔導與諮商學系
國立新竹高級商業職業學校

本研究旨在編製團體領導者工作同盟量表,作為領導者在團體過程中評估團體工作同盟之工具,及了解本量表與成員團體工作同盟、團體凝聚力、團體氣氛之相關。量表編製主要參考相關同盟文獻、Marziali、Munroe-Blum 和 McCleary(1997)、與研究者訓練團體領導者的實務經驗來編製團體領導者工作同盟量表,形成本量表架構內涵,並邀請國內五位輔導與諮商領域專家進行專家效度考驗,形力成預試量表。以團體領導者進行預試,共取得 31 個團體,179 份領導者資料,以預試資料進行鑑別 分析、項目分析及探索性因素分析,決定保留所有題項,形成 36 題之正式量表,接著以預試樣本進行內部一致性、建構效度和效標關聯效度,以作為評量工具信效度考驗。量表分成兩個因素向度:內容向度和系統向度。研究結果顯示,本量表 α 係數為 .96,內容向度 α 係數值介於 .89 至.90 之間;系統向度值介於 .84 至 .88 之間,具有良好的信度。在效標關聯效度方面,本量表與成員團體工作同盟量表相關為 .12(p < .01),團體凝聚力相關為 .13(p < .01),團體氣氛之分量表投入、逃避和衝突間則皆達顯著水準,分別為 .07(p < .05)、-.10(p < .01)及 -.18(p < .01),顯示具有可接受的效度。本研究結果符合文獻研究結果,也符合理論假設,高工作同盟的團體相對團體凝聚力亦高,團體氣氛之投入與團體工作同盟有正向的相關,亦即領導者與成員的團體工作同盟也越高,成員評估投入團體的程度也越高,而成員所評估的逃避與衝突則與領導者與成員團體工作同盟有負向的相關,亦即團體領導者工作同盟分數則越低,成員呈現逃避與衝突的現象越多。最後,本研究針對量表應用,以及後續研究進行討論並提出相關建議。

關鍵字
團體工作同盟、團體氣氛、團體領導者、團體凝聚力、團體諮商

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