公部門兒少保護社工留職意願相關因素之研究

Abstract

相關文獻指出兒少保護社工流動率高的成本代價，但卻很少探索影響他們離職的因素，基於文獻及研究者本身之實習經驗啟發，本研究旨在從社工的充權感受、工作滿意度及組織承諾度等來探討其對公部門兒少保社工留職意願之影響。 本研究採「量化研究」之方法，先針對全國公部門第一線兒少保社工進行問卷調查，總計回收272份有效問卷，回收率69.04%，並藉由路徑分析的統計策略檢視影響公部門兒少保社工留職意願的相關因素。本研究結果摘要如下： 一、 公部門兒少保社工之留職意願現況：從樣本分佈來看，受訪的公部門兒少保社工之留職意願傾向偏低，大多數的人的兒少保工作年資都在三年以下，顯示台灣公部門兒少保社工之流動率仍不穩定。 二、 影響公部門兒少保社工之留職意願相關因素：從基本資料來看，受訪者的離職傾向並不受到基本資料的影響，但卻會因工作變項中的現職年資、工作內容及個案負荷程度而有所不同。從路徑分析的結果來看，受訪者的組織承諾度及工作滿意度皆會直接影響他們的留職意願，而結構充權感和心理充權感則間接的影響他們的留職意願。在所有的影響因素中，受訪者的結構充權感及工作滿意度預測留職意願最強烈。 三、 根據以上研究結果，本研究提出個人、組織及政策等三方面之建議。在個人方面，社工想要提升留職意願必須找出自己對工作內在價值的肯定以提升對組織的承諾，強調組織中的人際互動以增加工作滿意度；在組織方面，則呼籲保護性工作主責的公部門應著手改善組織制度與工作條件，以增加兒保社工的結構充權感與工作滿意度；在政策方面，各級政府應致力於營造一個友善的兒少保工作環境，以減少兒少保社工之流動率。

High turnover rate among child protection workers has been a serious concern in public welfare system. This paper intended to explore what kind of dynamics accounted for the retention child protection workers. Only few studies examined the workers’ retention in the past. However, the findings pointed to a direct relationship between the workers’ retention and their being feeling satisfactory with jobs, strong commitment toward organization by controlling their being empowered. Taking a quantitative approach, the study surveyed 272 child protection workers from local governments using a structured questionnaire. The response rate was 69.04%. Path analysis was used to examine the dynamic relationship among the key variables. Results indicated that about half of all interviewees have been in the current position for less than 3years. Obviously, the retention rate of the child protection workers is not promising. The study found that these workers’ feeling satisfactory with jobs and having strong commitment toward organization had direct impact on their retention in the current jobs. And, their feeling empowered structurally and psychologically had indirect impact on their intention to stay. Overall, these workers’ feeling empowered structurally and feeling satisfactory with jobs strongly predicted the workers’ retention in the same jobs. Implications are included in this study from personal, organizational, and policy perspectives.