工作条件、家庭支持与职业发展:中国社会工作者离职意愿的多因素分析
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摘要
基于2015—2016年中国社会工作者职业现状调查数据,从工作条件、家庭支持、职业发展三个方面分析了影响中国社工离职意愿的因素,结果发现,约20%的社工有离职倾向,其中男性离职倾向大于女性。在影响因素方面,对机构管理、职业发展等越满意,社会工作者的离职意愿越低;家人支持也会降低社会工作者的离职意愿。在性别差异方面,男性社会工作者更加看重职业发展机会,而女性更加需要家庭支持。根据数据分析结果,建议从提高社会工作者的工资水平、促进社工的工作与家庭平衡、拓展社工的职业发展空间、减少管理主义对社会工作者的过度干预等方面入手改善社工的内部和外部环境,降低社工的离职意愿。
Based on the occupational status survey data of Chinese social workers completed in 2015-2016, this article analyzes the influencing factors of social workers' turnover intention from three aspects, namely, work conditions, family support and professional development. The results show that about 20% of social workers have turnover intention, and the male is more likely to leave than the female. The more satisfied with the operation procedures and professional development, the less they are willing to quit. Family support also reduces social workers' turnover intention. In terms of gender differences, male social workers are more concerned about professional development, while female social workers need family support. Based on the results, this paper believes that turnover intention can be reduced by improving the internal and external environment from the aspects of pay increase, work-family balance, and excellent platform for professional development as well as intervention reduction of managerialism on social workers.
Based on the occupational status survey data of Chinese social workers completed in 2015-2016, this article analyzes the influencing factors of social workers' turnover intention from three aspects, namely, work conditions, family support and professional development. The results show that about 20% of social workers have turnover intention, and the male is more likely to leave than the female. The more satisfied with the operation procedures and professional development, the less they are willing to quit. Family support also reduces social workers' turnover intention. In terms of gender differences, male social workers are more concerned about professional development, while female social workers need family support. Based on the results, this paper believes that turnover intention can be reduced by improving the internal and external environment from the aspects of pay increase, work-family balance, and excellent platform for professional development as well as intervention reduction of managerialism on social workers.
引文
[1]社会工作专业人才队伍建设中长期规划(2011-2020年)[EB/OL].(2012-04-26).http://www.chinapeace.gov.cn/2012-04/26/content_4621415_all.htm.
[2]2018年政府工作报告全文[EB/OL].[2018-03-05].http://www.mod.gov.cn/topnews/2018-03/05/content_4805962.htm.
[3]孙中伟,杨肖锋.脱嵌型雇佣关系与农民工离职意愿基于长三角和珠三角的问卷调查[J].社会,2012(3):98-128.
[4]魏淑华,宋广文.教师职业认同与离职意向:工作满意度的中介作用[J].心理学探新,2012(6):564-569.
[5]尚雪松,刘永芳,孔丽华,等.企业员工人格特质、工作满意度及离职意向的关系研究[J].心理研究,2016(3):68-73.
[6]PUGH G L.Job satisfaction and turnover intent among hospital social workers in the United States[J].Social work health care,2016,55(7):1-18.
[7]曾守锤,黄锐,李筱.社会工作本科毕业生就业问题研究:一个批判性回顾[J].华东理工大学学报(社会科学版),2014(6):45-52.
[8]姜海燕,王晔安.承认的作用:基于社会工作者离职倾向的实证研究[J].江苏社会科学,2016(4):149-158.
[9]李昀鋆.社工流失困境下的社会工作服务机构激励机制研究--基于双因素理论视角[J].学会,2014(11):11-21.
[10]安秋玲.社会工作者职业认同的影响因素[J].华东理工大学学报(社会科学版),2010(2):39-47.
[11]PARK T Y,SHAW J D.Turnover rates and organizational performance:a meta-analysis[J].Journal of applied psychology,2013,98(2):268-309.
[12]陆飞杰.上海社会工作者的离职原因探析--基于50位社工的访谈[J].社会工作(学术版),2011(11):82-84.
[13]方英.青年社工流动性的现状、原因及对策分析--以广东为例[J].青年探索,2015(2):31-38.
[14]史洪波.社会工作者的职业流动研究--以广东深圳为例[D].武汉:华中农业大学,2013.
[15]李红芳,刘玉兰.实际社会工作者的职业流动意愿及其影响因素分析--以江苏省为例[J].法制与经济(上旬),2011(12):86-88.
[16]BARAK M E M,NISSLY J A,LEVIN A.Antecedents to retention and turnover among child welfare,social work,and other human service employees:what can we learn from past research?a review and metanalysis[J].Social service review,2001,75(4):625-661.
[17]SOUSAPOZA A,HENNEBERGER F.Analyzing job mobility with job turnover intentions:an international comparative study[J].Journal of economic issues,2004,38(1):113-137.
[18]黄晓玲.社会工作者职业稳定性及其影响因素的实证研究[D].上海:华东理工大学,2015.
[19]WELANDER J,ASTVIK W,ISAKSSON K.Corrosion of trust:violation of psychological contracts as a reason for turnover amongst social workers[J].Nordic social work research,2017,7(1):1-13.
[20]刘永安,王芳.影响员工离职意向的因素研究[J].企业经济,2006(6):42-44.
[21]EGAN T M,YANG B,BARTLETT K R.The effects of organizational learning culture and job satisfaction on motivation to transfer learning and turnover intention[J].Human resource development quarterly,2010,15(3):279-301.
[22]CHO Y J,SONG H J.Determinants of turnover intention of social workers:effects of emotional labor and organizationaltrust[J].Public personnel management,2017,46(1):41-46.
[23]徐道稳.社会工作者职业认同和离职倾向研究--基于对深圳市社会工作者的调查[J].人文杂志,2017(6):111-118.
[24]刘艳霞,张瑞凯,张明月.社会工作本土化进程中专业伦理的实践困境与行为抉择--以北京市五家社会工作机构实践为例[J].社会工作与管理,2018(6):13-18.
[25]马林刚,邹松,秦广强.两岸社会工作本科生自我专业认同的比较与思考--基于中央民族大学和中国台湾Z大学的实证研究[J].社会工作与管理,2018(6):52-58.
(1)2016年东莞社会工作发展评估报告中数据显示,当地社会工作者离职率降5%。
(2)数据来源为笔者收集所得。
[2]2018年政府工作报告全文[EB/OL].[2018-03-05].http://www.mod.gov.cn/topnews/2018-03/05/content_4805962.htm.
[3]孙中伟,杨肖锋.脱嵌型雇佣关系与农民工离职意愿基于长三角和珠三角的问卷调查[J].社会,2012(3):98-128.
[4]魏淑华,宋广文.教师职业认同与离职意向:工作满意度的中介作用[J].心理学探新,2012(6):564-569.
[5]尚雪松,刘永芳,孔丽华,等.企业员工人格特质、工作满意度及离职意向的关系研究[J].心理研究,2016(3):68-73.
[6]PUGH G L.Job satisfaction and turnover intent among hospital social workers in the United States[J].Social work health care,2016,55(7):1-18.
[7]曾守锤,黄锐,李筱.社会工作本科毕业生就业问题研究:一个批判性回顾[J].华东理工大学学报(社会科学版),2014(6):45-52.
[8]姜海燕,王晔安.承认的作用:基于社会工作者离职倾向的实证研究[J].江苏社会科学,2016(4):149-158.
[9]李昀鋆.社工流失困境下的社会工作服务机构激励机制研究--基于双因素理论视角[J].学会,2014(11):11-21.
[10]安秋玲.社会工作者职业认同的影响因素[J].华东理工大学学报(社会科学版),2010(2):39-47.
[11]PARK T Y,SHAW J D.Turnover rates and organizational performance:a meta-analysis[J].Journal of applied psychology,2013,98(2):268-309.
[12]陆飞杰.上海社会工作者的离职原因探析--基于50位社工的访谈[J].社会工作(学术版),2011(11):82-84.
[13]方英.青年社工流动性的现状、原因及对策分析--以广东为例[J].青年探索,2015(2):31-38.
[14]史洪波.社会工作者的职业流动研究--以广东深圳为例[D].武汉:华中农业大学,2013.
[15]李红芳,刘玉兰.实际社会工作者的职业流动意愿及其影响因素分析--以江苏省为例[J].法制与经济(上旬),2011(12):86-88.
[16]BARAK M E M,NISSLY J A,LEVIN A.Antecedents to retention and turnover among child welfare,social work,and other human service employees:what can we learn from past research?a review and metanalysis[J].Social service review,2001,75(4):625-661.
[17]SOUSAPOZA A,HENNEBERGER F.Analyzing job mobility with job turnover intentions:an international comparative study[J].Journal of economic issues,2004,38(1):113-137.
[18]黄晓玲.社会工作者职业稳定性及其影响因素的实证研究[D].上海:华东理工大学,2015.
[19]WELANDER J,ASTVIK W,ISAKSSON K.Corrosion of trust:violation of psychological contracts as a reason for turnover amongst social workers[J].Nordic social work research,2017,7(1):1-13.
[20]刘永安,王芳.影响员工离职意向的因素研究[J].企业经济,2006(6):42-44.
[21]EGAN T M,YANG B,BARTLETT K R.The effects of organizational learning culture and job satisfaction on motivation to transfer learning and turnover intention[J].Human resource development quarterly,2010,15(3):279-301.
[22]CHO Y J,SONG H J.Determinants of turnover intention of social workers:effects of emotional labor and organizationaltrust[J].Public personnel management,2017,46(1):41-46.
[23]徐道稳.社会工作者职业认同和离职倾向研究--基于对深圳市社会工作者的调查[J].人文杂志,2017(6):111-118.
[24]刘艳霞,张瑞凯,张明月.社会工作本土化进程中专业伦理的实践困境与行为抉择--以北京市五家社会工作机构实践为例[J].社会工作与管理,2018(6):13-18.
[25]马林刚,邹松,秦广强.两岸社会工作本科生自我专业认同的比较与思考--基于中央民族大学和中国台湾Z大学的实证研究[J].社会工作与管理,2018(6):52-58.
(1)2016年东莞社会工作发展评估报告中数据显示,当地社会工作者离职率降5%。
(2)数据来源为笔者收集所得。