摘要
在中国社会转型的过程中,作为"社会工程师"的社会工作者开启了专业化和职业化的发展,然而社会服务机构尚未建立起有效的激励机制,造成了专业社工的大量流失。基于双因素激励的理论模型,本研究设计了社工激励影响因素问卷并对X市163名社工进行了调查。双因子激励理论在本研究中并未完全得到证实,定量分析发现,对社工激励影响最大的三个因素分别是薪酬福利、机构管理和职业培训,这三个因素构成的回归模型能解释35.7%的社工激励变化(p<0.001)。进一步对20名社工和机构管理者的结构化访谈结果显示,对社工价值的认同是吸引社工进入社会服务行业的最重要因素,而促使他们留在社会服务机构的两个重要因素则分别是机构氛围和因服务对象改变所带来的成就感。保健因素的显著性反映了当前中国社会工作行业的实践现实,而激励因素的缺失则反映了当前社会工作实践与社会工作专业的培养和专业特质两者之间的明显背离,可以说当前中国的社会工作,仅是一种"职业"而非"专业"。基于问卷分析和访谈所得,本文从政府、行业、机构和社会工作者四个方面提出了完善社工激励的思考与建议。
In the process of social transformation in China mainland, social work began the development toward aprofession and an occupation. The ineffective motivation system in social service agencies, however, leads to a largeamount of losing of professional social workers. Based on Two-factor Motivation Theory, current research designeda social worker motivation questionnaire and surveyed on 163 social workers in city X. Our results showed that thethree factors that most infl uenced social worker motivation were salary and benefi t, organization management andoccupational training. A multiple-regression model based on these three factors can explain 35.7% changes in socialworkers’ motivation （p〈0.001）. Our structural interviews with social workers and managers suggested that, themain factor that drove social workers into social services was their commitment to social work values, while whatmade them stayed were the atmosphere in the agency and their feeling of accomplishments when watched clientschanging. Based on these findings, current paper also gave some reflections and suggestions on social workers’motivation from perspectives of government, profession, agencies and social workers themselves.
出处
《社会建设》
2016年第4期62-75,共14页
Social Construction
关键词
社会工作者
双因素激励理论
激励因素
social worker
motivation theory of two factors
incentive factors
