职业回报与社会工作者的留职意愿  

Career Rewards and Social Workers'Retention Intention

作　　者：刘莉 何雪松[1] Liu Li;He Xuesong

机构地区：[1]华东理工大学社会与公共管理学院

出　　处：《青年研究》2023年第1期13-22,94,共11页Youth Studies

基　　金：国家社会科学基金重大项目“社会治理背景下我国社会工作行动本土化理论框架与实践体系研究”(16ZDA084)阶段性研究成果。

摘　　要：职业回报与留职意愿的关系是社会工作发展的重要议题。基于2019年“中国社会工作动态调查”相关数据,探讨职业回报对社会工作者留职意愿的影响。研究发现,外在回报与内在回报均对社会工作者的留职意愿产生显著正向影响;“90后”社工、具有相关专业背景社工和持证社工的留职意愿受外在回报的影响更大;外在回报可通过内在回报影响社会工作者的留职意愿;内在回报与留职意愿的关系受组织氛围的影响。在提高社工薪酬水平的同时,还要营造良好的组织氛围、培养他们的职业认同,以增强其职业稳定性。The relationship between career rewards and retention intention is an important issue in the development of social work.Based on the relevant data of"China Social Work Longitudinal Study"in 2019,this article tries to explore the impact of career rewards on social workers'retention intention.According to the findings,both extrinsic rewards and intrinsic rewards have significant positive impacts on social workers'retention intention;for"post-9Os"social workers with relevant professional background and certificates,their retention intensions are more impacted by extrinsic rewards;the extrinsic rewards could impact the retention intention through intrinsic rewards;the organizational atmosphere could influence the relationship between intrinsic rewards and retention intention.In the process of increasing the social workers'remuneration level,it is necessary to create good organizational atmosphere,cultivate social workers'occupational identity,and hence strengthen their career stability.

关 键 词：职业回报 外在回报 内在回报 社会工作者 留职意愿 

分 类 号：C916[经济管理]