身心障礙者在就業時若遇到困難，職務再設計是一種可以促進他們職業適應的服務項目之一，而職務再設計的理念源自於合理調整，意指在不造成過度負擔的情況下，合理調整工作設備、條件及環境，或提供輔具和調整工作方法，來消除身心障礙者在工作中遇到的阻礙，協助身心障礙者擁有與一般勞工相等的工作權利，進而提升其工作效能。
本研究目的在探討臺灣北部單一職業重建中心於2019年至2021年間接受職務再設計的身心障礙者特質、服務成果及服務期程變化。本研究採回溯性次級資料分析法，使用臺灣北部單一職重中心提供的2019年至2021年申請職務再設計服務的身心障礙者之紙本及電子檔資料，進行敘述統計、卡方檢定、獨立T檢定及單因子變異數分析。
本研究統計分析結果如下：
一、職務再設計服務對象年齡主要落在26-55歲，學歷為大專以上，第二類障礙者、重度障礙人數最多。得知服務資訊之管道最多是舊案，工作單位非自營業者，工作年資五年以上，使用情境為工作場所。
二、雇主與員工皆對於職務再設計服務整體滿意度隨著年份遞進而提升。
三、對雇主來說，不同性別的身心障礙員工在工作產能、安全性及適應時間的滿意度有顯著差異。
四、不同年齡的身心障礙員工，在職務再設計適應時間有顯著差異。
五、不同障礙程度的身心障礙員工，對職再方便性的滿意度有顯著差異。
六、不同教育程度的身心障礙員工，對職再安全性的滿意度有顯著差異。
七、職再服務流程天數2019-2021年平均數為163.9天，最小值14天，最大值469天。
本研究結論為：不論是雇主或員工，皆更加滿意職務再設計服務；性別、年齡、教育程度與障礙程度會影響職再滿意度；多方面改進職務再設計；仍有部分個案職務再設計服務期程過長。未來應該檢討職再服務行政作業流程，進行質性研究探討服務使用者對職務再設計的主觀感受。

Job accommodation was a service that could make it possible for individuals with disabilities to perform their job duties when they encountered barriers in the workplace. The concept of job accommodation originated from reasonable accommodation, which was a modification to a job or the work environment that enabled individuals with disabilities to perform essential job functions without imposing undue hardship. Reasonable accommodation also ensured that individuals with disabilities had rights and privileges in employment equal to those of employees without disabilities. This aimed to reduce obstacles faced by individuals with disabilities in the workplace, in order to increase their work effectiveness and efficiency.
The purpose of this study was to investigate demographic characteristics, service outcomes, and changes in service duration for individuals with disabilities who received job accommodation services at a single vocational rehabilitation center in northern Taiwan from 2019 to 2021. This study used a retrospective and secondary data analysis method, using both paper and computer records of individuals with disabilities who applied for job accommodation services at the center from 2019 to 2021. Descriptive statistics, chi-square tests, independent t-tests, and one-way ANOVA were used for the analysis.
The statistical analysis results of this study were as follows:
1.The users of job accommodation services were primarily aged from 26-55 years old, with education levels of college or higher. The most common users was from previous cases, and the primary work units were non-self-employed businesses. Most had over five years of work experience and utilized the services in the workplace.
2. Overall satisfaction with job accommodation services increased progressively over the years.
3.Employers’ satisfaction with the work productivity, job safety, and time of accommodation differed significantly between male and female employees with disabilities.
4.Age was found to affect the disabled emloyees’ satisfaction with the time required to adapt to the job accommodation received.
5.There were significant differences in satisfaction with the convenience of job accommodation among employees with disabilities of different levels of severity.
6.There were significant differences in satisfaction with the safety of job accommodation among employees with disabilities of different education levels.
7.The average duration of the job accommodation service process from 2019 to 2021 was 163.9 days, with a minimum of 14 days and a maximum of 469 days.
The conclusions of this study were as follows: both employers and employees were increasingly satisfied with job accommodation services; sex, age, education level, and disability severity affected satisfaction with job accommodation; various aspects of job accommodation needed improvements; and some durations of the job accommodation service process were too long. Future efforts should review the administrative procedures of job accommodation services and conduct qualitative research to explore the subjective experiences of service users regarding job accommodation.

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