社工人員之勞動條件、人際關係及離職傾向之研究
Abstract
本研究之目的在檢驗社工人員勞動條件、人際關係及離職傾向之間的關係。本研究採用問卷調查法，採取分層便利抽樣方法，以全台灣所有公私部門社會福利服務組織，組織內所有在職的社工人員為研究對象，實際回收330份問卷。問卷內容共分為人際關係量表（包含案主關係量表、主管關係量表及同事關係量表）、勞動條件量表、離職傾向量表與背景變項四部分。所蒐集之資料以描述性統計、t檢定、單因子變異數分析、Pearson積差相關分析、階層回歸等統計方法進行資料分析。
本研究發現：社工人員的勞動條件屬於中等程度的勞動條件感受，認為組織在『解雇保護與特別休假』的相關規定較為完善，尤其是特別休假與產假。其次，社工人員覺得與案主、主管及其他非社工同事之間的關係尚可，與社工同事間的關係良好。社工人員整體之離職傾向屬於中等程度之情形。未婚的社工人員離職傾向高於已婚的社工人員；機構服務年資滿1年至未滿6年的社工人員離職傾向高於年資未滿1年的社工人員；主管有社工相關學歷的社工人員離職傾向比沒有的低。
至於勞動條件、人際關係與離職傾向三者間的關係如下：
一、組織在薪資收入、不加班與正常休假、解雇保護與特別休假之條件越好，社工人員的離職傾向越低。
二、社工人員的案主關係承諾越高，離職傾向越高；主管關係越好，離職傾向越低。
三、主管關係在勞動條件的薪資收入、解雇保護與特別休假與離職傾向間具有部分中介效果。
本研究最後根據研究結果對實務層面及未來研究提出建議，期使社工人員的勞動條件及人際關係議題受到重視，進而降低流動率。
The purpose of this study was to examine the relations between working conditions, interpersonal relationships and turnover intention. Questionnaire investigation and stratified convenient sampling method were adopted, and the sample in this study consisted of 330 social workers in the public and private sectors of Taiwan social welfare service organizations. The questionnaire contents were divided into four parts： Interpersonal relationship Scale (including Client-relationship Scale, LMX Scale and TMX Scale), Working conditions Scale, Turnover intention scale and background variables. The collected data was analyzed through descriptive statistics, t-test, one-way ANOVA, Pearson correlation analysis and hierarchical regression. This study discovered that, first of all, the overall working conditions of social workers are in mid-level in which social workers feel that “layoff protection and special leave” is good, especially the annual leave and maternity leave. Second, social workers feel that “relationship with clients”, “relationship with supervisors” and “relationship with non-social-work colleagues” are acceptable, but “relationship with social-work colleagues” are good. Last, turnover intention of social workers are in mid-level. Turnover intention are higher among unmarried social workers, those with “period of organization over 1 year to less than 6 years”, and whose supervisors with non-major educational background. As for the results of the relations between working conditions, interpersonal relationships and turnover intention are shown as following： 1、The better working conditions of “salary income”, “no overtime and regular vacations”, and “layoff protection and special leave”, the lower turnover intention of social workers. 2、The more commitment to “relationship with clients”, the higher turnover intention of social workers. On the other hand, the better “relationship with supervisors”, the lower turnover intention of social workers. 3、The relationship between “salary income”, “layoff protection and special leave” and turnover intention are partially mediated by “relationship with supervisors”. Finally, this study brought up some advices for future research and practice field based on the study outcomes, expecting the working conditions and interpersonal relationships of social workers could get more attention, whilst reduce turnover intention.
The purpose of this study was to examine the relations between working conditions, interpersonal relationships and turnover intention. Questionnaire investigation and stratified convenient sampling method were adopted, and the sample in this study consisted of 330 social workers in the public and private sectors of Taiwan social welfare service organizations. The questionnaire contents were divided into four parts： Interpersonal relationship Scale (including Client-relationship Scale, LMX Scale and TMX Scale), Working conditions Scale, Turnover intention scale and background variables. The collected data was analyzed through descriptive statistics, t-test, one-way ANOVA, Pearson correlation analysis and hierarchical regression. This study discovered that, first of all, the overall working conditions of social workers are in mid-level in which social workers feel that “layoff protection and special leave” is good, especially the annual leave and maternity leave. Second, social workers feel that “relationship with clients”, “relationship with supervisors” and “relationship with non-social-work colleagues” are acceptable, but “relationship with social-work colleagues” are good. Last, turnover intention of social workers are in mid-level. Turnover intention are higher among unmarried social workers, those with “period of organization over 1 year to less than 6 years”, and whose supervisors with non-major educational background. As for the results of the relations between working conditions, interpersonal relationships and turnover intention are shown as following： 1、The better working conditions of “salary income”, “no overtime and regular vacations”, and “layoff protection and special leave”, the lower turnover intention of social workers. 2、The more commitment to “relationship with clients”, the higher turnover intention of social workers. On the other hand, the better “relationship with supervisors”, the lower turnover intention of social workers. 3、The relationship between “salary income”, “layoff protection and special leave” and turnover intention are partially mediated by “relationship with supervisors”. Finally, this study brought up some advices for future research and practice field based on the study outcomes, expecting the working conditions and interpersonal relationships of social workers could get more attention, whilst reduce turnover intention.
Description
Keywords
社工人員, 勞動條件, 人際關係, 離職傾向, social worker, working conditions, interpersonal relationships, turnover intention