本研究的目的在了解婚暴社工之去權特徵，並收集社工督導為社 工增強權能的督導策略。由於督導者和受督導社工是一配對關係，研 究者於是透過24 位中高權能社工的推薦，邀請曾經增強其權能之督 導者參與本研究，並以個別訪談法收集14 位來自不同婚暴機構之社 工督導的督導經驗。研究者歸納受訪督導的觀察發現，由婚暴社工呈 現的8 項去權特徵顯示，社工的去權已影響其個人的生理、情緒和工 作效率，干擾其人際互動、網絡連結，破壞其對組織的認同及暴力防 治工作的投入意願；為了改善社工的去權現象，受訪督導使用了遍及 個人、人際和組織三層次、共8 種的增強權能策略，由這些策略可看 出督導者在為社工增強權能時，不僅能善用自己的優勢，也能充分連 結同儕、內／外聘督導和組織資源。最後，研究者還針對社工之去權 現象進行討論，並為落實增強權能之督導策略提供建議。

The purposes of this research is to explore disempowered characteristics of social workers for marital violence, and to collect the strategies for empowering the disempowered social workers through supervision. Since supervisors and supervised social workers are a dyadic relationship, through the recommendation of 24 social workers with “mild to high level” and “highly empowered”, the researcher invited supervisors who had ever empowered them in the way of dyad to participate in this research. Accordingly, the opinions of 14 participants were collected by interviewing individually from several institutes of marital violence. The results show 8 disempowered characteristics of social workers comes from the observation of participants, which have negatively impacted social workers in physiology, emotion, and work efficiency, interfered with their interpersonal interaction, and destroyed their identity of organization and their willingness to participate in violence prevention. Therefore, in order to change disempowered characteristics, the interviewed participants had used 8 types of empowerment strategies, which included individual, interpersonal and organization dimensions. The supervisors not only could use their advantage, but also could sufficiently coordinate with resources from co-workers, inside (or outside) supervisors, and organizations. Finally, the phenomenon of disempowerment on social workers reviewed, and suggestions on implementing supervising strategies of empowerment were proposed for social work supervisors.