社会工作者职业倦怠、机构组织环境与职业认同研究

How To Stick To The Job?Job Burnout of Social Worker,Institutional Organizational Environment and Professional Identity

当前,社会工作者流失问题已成为行业内关注的热点话题,而职业认同是影响社会工作者离职的重要内生变量。探讨职业认同的影响因素,对构建稳定的社会工作人才队伍具有重大意义。基于2019“中国社会工作动态调查(CSWLS)”数据,以互惠理论为指导,从职业倦怠和机构组织环境两个不同角度对深圳市410名社会工作者的职业认同影响因素进行探究。结果显示,社会工作者职业认同总体均分为4.04分,职业认同水平较高。职业倦怠与职业认同呈显著负相关,机构组织环境与职业认同呈显著正相关。职业倦怠和机构组织环境两个自变量可以共同解释社会工作者职业认同27%的变异量。研究表明,在工作过程中,付出与回报情感失衡导致的职业倦怠、机构硬件与软件支持机制的缺乏影响着社会工作者的职业认同。据此,提出加强对社会工作者职业倦怠的关注和机构组织环境的建设是必要之策。

At present,the resignation behavior of social workers due to occupational stress is common.It has gradually become a hot issue of public concern.Professional identity is an important endogenous variable that affects social workers’turnover.In August 2019,the central government required Shenzhen to innovate the model of social governance in the construction of a pilot demonstration zone for socialism with Chinese characteristics.In the context of this policy,social work plays an important role in social governance.However,in recent years,social workers’turnover rate in Shenzhen has continued to be high,which indicate that the brain drain has become a shortcoming of social work participation.The research uses the latest data from the China Social Work Dynamics Survey(CSWLS)in 2019.The paper is based on the theory of reciprocity.Through quantitative research methods,410 social workers in Shenzhen are included in the research.The occupational identity of social workers is the dependent variable,which include five dimensions:occupational value,occupational cognition,occupational ability,occupational emotion,and occupational expectations.Job burnout and organizational environment are independent variables.Job burnout includes three dimensions,that is,low accomplishment,depersonalization and emotional exhaustion.Organizational environment include five dimensions,that is,personal income,organizational training,organizational support,organizational culture,and job autonomy.In summary,from the perspectives of job burnout and organizational environment,the researchers focus on the factors affecting social workers’professional identity.By exploring the impact of organizational environment and job burnout on the professional identity of social workers,it is not only important to solve the current difficulties in the development of social workers,but also of great significance to promote social workers’participation in contemporary social governance.Firstly,social workers’occupational identity in Shenzhen is relatively positive.This is mainly reflected in the high recognition of social work cognition and high expectation of their future career development emotional score of social workers is mainly due to the widespread high-degree salary of social workers,and the quality of training provided by the social work industry cannot fully meet the growth of social workers in the professional stage demand.Secondly,job burnout is negatively affected by the occupational identity of social workers.The lower the job burnout,the higher the professional identity of social workers.The researchers explained that employees with a high sense of professional identity maintain a positive engagement at work,and have strong professional adaptability and frustration coping ability.At the same time,both depersonalization and emotional exhaustion in job burnout are significantly positively correlated with the professional identity of social workers,while low sense of accomplishment and professional identity are not supported by data.Thirdly,the organizational environment of the organization is predicting the professional identity of social workers.This means that the organizational environment is an important variable that affects the professional identity of social workers.At the same time,factors such as personal income,institutional training,institutional support,institutional culture,and work autonomy in the organizational environment are significantly positively correlated with social workers’professional identity.To sum up,the occupational identity of social workers in Shenzhen is embodied in recognition of social workers’cognition and values,but the emotional imbalance between pay and reward leads to job burnout,as well as the lack of system hardware and software support mechanism has affected social workers’occupational identity.The research proposes relevant policy recommendations to enhance the professional identity of social workers from two aspects,in order to enhanc the professional identity of social workers and stabilizing the team of social workers.First of all,attention should be paid to job burnout of social workers.Social workers’job burnout can be intervened from three levels:individual,organization,and government.Intervention at the individual level can start with improving the individual’s ability to adapt and cope with work,comprehensively using relaxation training,stress adjustment and other methods.Intervention at the organizational level can improve job burnout by improving the management of social worker institutions,clarifying job responsibilities,adopting effective incentive mechanisms,and enhancing social worker communication.The government intervention level can start with three aspects:attaching great importance to social work talents,adopting active incentive measures,and avoiding social workers from being"administrated"to reduce the job burnout of social workers.At the same time,organizations should clarify their roles and strengthen their organizational environment from the following four aspects.Firstly,the organization needs to clarify job responsibilities,and build an effective communication platform to enhance the cultural construction within the organization.Secondly,while organizations strive to create professional and diversified social work models,reduce government intervention,and seek institutional autonomy and professional development,they should also give social workers corresponding work autonomy.Thirdly,the organization should reasonable adjustments to the salary of social workers based on actual development.Fourthly,establish cooperation mechanisms with universities and research institutes,and introduce teachers and researchers of social work from universities to carry out regular training and guidance for institutional employees.