A Case Study Research on the Human Rights Collision Factors and the Conflict Transformation Process of the Disabled and the Disabled: Grounded Theory Approach

Abstract

본 연구의 목적은 거주시설 입소장애인과 종사자의 인권충돌 사례와 요인, 갈등 후 현상, 갈등전환과정의 규명에 있며, 연구방법은 사례중심으로 근거이론방법으로 연구하였다. 연구참여자는 전체 14명으로 시설거주 및 근무 1년 이상자로 장애인 7명, 교사 7명이다. 연구결과 첫째, 장애인거주시설 내부에서 장애인과 종사자들의 인권충돌에 의한 갈등경험은 일상생활 및 가사활동, 사회적응활동 등 삶의 전반에서 나타났으며, ‘가정생활영역’, ‘교육지도영역’, ‘사회화영역’, ‘관계성영역’ 등 일상생활 전체로 연구되었다. 둘째, 거주 장애인과 종사자들이 경험한 인권충돌에 의한 갈등의 진행과정으로 갈등경험(단계)는 ‘가정생활영역’, ‘교육지도영역’, ‘사회화영역’, ‘관계성영역’에서 비주기적으로 나타났다. 셋째, 장애인거주시설의 장애인과 종사자들의 인권충돌 갈등감소 요인은 기존의 주입식 집합교육의 한계를 넘는 ’사례중심 인권교육‘, 적극적인 개입과 원인제거뿐만 아니라 예방까지도 가능한 ’갈등중재 매뉴얼‘, 관리자의 원활한 의사소통을 위한 ’관리자 적극대응‘과 갈등의 원인과 과정에서의 환류(feed back)를 위한 성찰적 ’자기변화 노력‘으로 연구 되었다.This study, cases and factors of human rights conflicts of persons with disabilities and workers in residential facilities, post-conflict phenomena, and conflict transition processes were studied using case-based evidence theory. The total number of participants in the study was 14, with 7 people with disabilities and 7 teachers with more than 1 year of living or working in the facility. First, conflict experiences caused by human rights conflicts between people with disabilities and social workers in the residential facilities of persons with disabilities appeared in all aspects of their lives, including daily life, housekeeping, and social adaptation activities. It appeared as a whole of everyday life such as socialization domain and relationship domain . Second, the conflict experiences (steps) that appear as a process of conflict caused by human rights conflicts experienced by people with disabilities and social workers appeared aperiodically in home life zone , education guidance zone , socialization zone , and relationship zone . Third, There are four ways to reduce the conflicts between disabled people and social workers in facilities with disabilities; case-based human rights education that exceeds the limits of the existing infusion collective education, conflict arbitration manual , which can make active intervention, cause-elimination and prevention possible, active management of managers for managers’ smooth communication, and reflective self-change efforts for the feedback during the cause of conflict and process.