社工員工作負荷、幸福感與留任意願之相關研究

The Relationships between Work Load, Well-being and Retention of Social Workers

楊雅雯(Ya-Wen Yang)

指導教授 ： 吳書昀

國立暨南國際大學/人文學院/社會政策與社會工作學系/碩士(2022年)

https://doi.org/10.6837/ncnu202200026

摘要

本研究旨在瞭解社工員對工作負荷、幸福感與留任意願的感受，以及三者之間的相關性，並透過不同的個人背景變項探討社工員對工作負荷、幸福感與留任意願的差異情形。本研究以「雙因子理論」為理論基礎，探討保健因子（工作負荷）與激勵因子（幸福感）之效果，期待以正向觀點來探究影響社工員留任意願的因素。
　　本研究採量化研究，以臺中、彰化、南投社工員為研究對象，依立意抽樣之條件共回收有效問卷294份，所蒐集之資料以描述性統計、t檢定、單因子變異數、皮爾森積差相關以及多元迴歸等統計方式進行資料分析，所獲得的研究結果如下：
一、社工員對工作負荷感受屬於中等偏高，其中以「努力程度」之感受程度最高，其次為「身心付出要求」，最後為「未受回饋程度」。
二、社工員對幸福感感受屬於中等偏高，其中以「正向關係與生命意義」之感受程度最高，其次為「成就感」，最後為「正向情緒與全心投入」。
三、社工員對留任於現職單位態度，隨任職時間不同而整體呈現U型趨勢。
四、社工員的性別、組織類型、是否屬於保護性業務會影響工作負荷感受。
五、社工員的性別、年齡、婚姻狀況、工作年資、現職年資、組織類型會影響幸福感感受。
六、社工員的性別、年齡、婚姻狀況、工作年資、現職年資、組織類型、個人收入會影響留任意願。
七、社工員的工作負荷與留任意願並無顯著相關，幸福感與留任意願呈現顯著正相關。
八、社工員的婚姻狀況、幸福感、年齡、工作年資可預測留任意願。
　　最後，針對本研究之結果與討論，針對實務、教育、政策、學術提出建議，以提供相關單位參考。

關鍵字

社工員 ； 工作負荷 ； 幸福感 ； 留任意願

並列摘要

This study aims to understand how social workers’ preceptions toward their workload, well-being and retention, and the correlation between the three factors, and to explore the differences between social workers’ workload, well-being and retention through diverse demographic variables. Based on the "two-factor theory", this study explores the effects of hygiene factors(workload) and motivation factors(well-being), looking forward to exploring the factors that affect social workers’ retention intentions from a positive perspective.
　　This study is quantitative, targeting social workers in Taichung, Changhua and Nantou for purposive sampling and retrieved 294 valid questionnaires. The collected data were analyzed with descriptive statistics, t-testing, one-way analysis of variance, Pearson Product-Moment Correlation, and multiple regression analysis. The analysis results are following.
1.Social workers showed moderately high degrees of workload, the concept of "effort" was emphasized the most, followed by concept of "physical and mental effort requirements", and finally "unrequited degree".
2.Social workers showed moderately high degrees of well-being, the concept of "positive relationships and mening" was emphasized the most, followed by concept of "accomplishment", and finally "positive emotion and engagement".
3.The attitude of social workers to stay in the current unit showed a U-shaped trend depending on the length of service.
4.The gender of social workers, the type of organization, and whether they are in a protective business affected workload perception.
5.The gender, age, marital status, working age, current seniority, and type of organization of social workers affected well-being perception.
6.The gender, age, marital status, working age, current seniority, type of organization, and personal income of social workers affected the retention.
7.The workload of social workers was not significantly correlated with the retention, and well-being was significantly positively correlated with the retention.
8.Social workers’ marital status, well-being, age, and working age were factors that contribute to predicting retention.
　　Finally, recommendations based on the results and discussions of this study provided as a reference for pretice, educators, policy-makers, and future researches.

並列關鍵字

social workers ； workload ； well-being ； retention

參考文獻

余民寧、謝進昌、林士郁、陳柏霖、曾筱婕（2011）。教師主觀幸福感模式建構與驗證之研究。測驗學刊，58（1），55-85。

許祖維（2007）。解構「專業」：社工系大學畢業生離開社會工作的歷程（未出版之碩士論文）。國立暨南國際大學，南投縣。

Helliwell, J., Layard, R., & Sachs, J. (2017). World happiness report 2017. New York: Sustainable Development Solutions Network. doi: 10.18356/4d038e1e-en

一、西文部分

Abelson, A. G. (1986). A factor-analytic study of job satisfaction among special educators. Educational and Psychological Measurement, 46(1), 37-43.