社會福利服務中心社工員留任意願之探究

社會福利服務中心社工員留任意願之探究 Research of Social Workers to Retain in Social Welfare Service Centers 研究生：徐詩婷 Xu,Shi-Ting 指導教授：趙善如 Chao,Shan-Ru 【摘要】本研究旨在探究社福中心社工員留任意願之現況之外，進一步以工作滿意、工作壓力、工作勝任感為基礎，探討工作滿意、工作壓力、工作勝任感對留任意願之可能影響，找出影響社福中心社工員留任意願之預測因子，作為未來政策改善之參考。本研究採量化研究方法，以全國社福中心社工員為研究對象，依叢集抽樣之條件共收回202份。經過統計資料的分析，所獲得的研究發現說明如下：一、在工作滿意度上，對於工作組織提供的保健因子正向感受是高於激勵因子二、在工作壓力上，對於工作負荷壓力的感受是高於來自工作者本身與工作團隊壓力。三、在工作勝任感上，對於提供有效處置能力的工作勝任感程度是高於運用知識、實踐工作價值與運用資源能力、運用倡導能力。四、在留任意願上，對於情感承諾意願是高於持續承諾與規範承諾意願。五、工作滿意的保健因子、工作勝任感的運用倡導能力為留任意願之重要正向預測因子、工作壓力的工作團隊為留任意願的負向預測因子。六、是第一份工作者、沒有取得社工師證照者、在中區工作者、不是第一份工作而前面工作（從事社會工作相關）的年數7年以上者與整體留任意願存在顯著性差異。因此，根據上述研究發現，分成五個層面提出建議：第一，增進組織單位之保健因子與發展相關策略；第二，提供完善的教育訓練降低社福中心社工員的工作壓力；第三，提升社福中心社工員運用倡導能力；第四，強調社會工作相關大學與實務場域有專業的銜接過程；最後，對於未來研究，建議研究可以再擴大收取樣本量，使研究發現更具推論性與以質性研究方法深入探討留任意願，期能有助於日後相關政策擬定及修正之參考。關鍵詞：留任意願、社會福利服務中心社工員、工作滿意、工作壓力、工作勝任感

關鍵字

留任意願；社會福利服務中心社工員；工作滿意；工作壓力；工作勝任感

並列摘要

The purpose of this research is to explore the current status of social workers' willingness to stay in social welfare center, and further based on job satisfaction, working pressure, and job competency. To explore the possible influence of job satisfaction, job pressure, and job competency on the willingness to stay, find out the predictors that affect social workers' willingness to stay in the social welfare center, and use it as a reference for future policy improvement. In this study, quantitative research methods were adopted, and social workers of the National Social Welfare Center were selected as the research objects. A total of 202 copies were collected according to the conditions of cluster sampling. After the analysis of the statistical data, the obtained research findings are described as follows: 1. In terms of job satisfaction, the positive perception of the hygiene factor provided by the work organization is higher than the motivation factor. 2. In terms of work pressure, the feeling of workload pressure is higher than that from the workers themselves and the work team. 3. In terms of job competency, the degree of job competency for providing effective handling ability is higher than the ability to use knowledge, practice work value, use resources, and use advocacy. 4. In the willingness to stay, the willingness to emotional commitment is higher than the willingness to continue commitment and normative commitment. 5. The hygiene factor of job satisfaction, the use of job competency and advocacy ability are an important positive predictor of willingness to stay, and the work team with work stress is a negative predictor of willingness to stay. 6. There is a significant difference in the overall willingness to stay in the first job, those who have not obtained a social worker certificate, those who work in the Central District, and those who have worked for more than 7 years before the first job (in social work) and the overall willingness to stay. Therefore, according to the above research, the recommendations are divided into five levels: First, enhance the hygiene factor and development-related strategies of organizational units. Second, provide comprehensive education and training to reduce the work pressure of social workers in social welfare centers. Third, enhance the ability of social workers in social welfare centers to use advocacy. Fourth, emphasize the professional connection process between social work-related universities and practical fields；Finally, for future research, it is suggested that the sample size of the study can be expanded to make the research findings more inferential and to explore the willingness to stay in-depth with qualitative research methods. It is hoped that it will be a reference for the formulation and revision of relevant policies in the future. Key words: Intention to stay, social worker of social welfare service center, job satisfaction, working pressure and job competency