社会工作者高离职倾向诱发机制研究——基于CSWLS 2019的组态分析

摘要/Abstract

摘要： 基于工作要求—资源模型和组态视角，以中国社会工作动态调查中300个深圳市社会工作者样本为研究对象，采用模糊集定性比较分析对工作要求和工作资源两个层面的要素进行组态分析，探究高离职倾向背后复杂的因果效应。研究发现：社会工作者的高离职倾向具有典型的“多重并发”“等价性”“因果非对称性”的特点；任何单一前因条件均不是高离职倾向的必要条件，高离职倾向是多个工作条件组合影响的结果；在负性偏向心理机制的影响下，高工作要求所带来的“损耗”效应要强于同等工作资源的“缓冲”，产生高离职倾向要比不产生高离职倾向容易得多，而工作要求过高所带来的消极影响不被任何工作资源所缓冲。面对社会工作人才的高流失率，相应的机构应结合实际情况改善工作条件，避免一刀切；社会工作者应树立正确的价值观念，采取合适的方式释放工作压力和不良情绪，降低或避免在负性偏向心理的影响下对身心造成过高的损耗。

关键词: 工作要求—资源模型, 社会工作, 离职倾向, 定性比较分析

Abstract: Based on the job requirement-resource model and configuration perspective, this paper takes 300 social workers in Shenzhen as research subjects in a dynamic survey of social work in China. Fuzzy set qualitative comparative analysis is used to analyze the configuration of the elements of job requirements and job resources and explore the complex causal effects behind high turnover intention. The findings of the study are listed as follows. The high turnover intention of social workers shows characteristics of “multiple concurrency”, “equivalence” and “causal asymmetry”. Any single antecedent condition is not a necessary condition for high turnover intention. High turnover intention is the result of a combination of multiple working conditions. Under the influence of the psychological mechanism of negative bias, the “attrition” effect of high job requirements is stronger than the “buffer” effect of the same work resources. It is much easier to produce high turnover intention than not to. The negative impacts of high job requirements will not be buffered by any work resources. In the face of the high turnover rate of social work talents, institutions should improve working conditions with considerations of the actual situation to avoid a one-size-fits-all approach. Social workers should establish correct values, take appropriate ways to release work pressure and negative emotions, and reduce or avoid excessive physical and psychological losses under the influence of negative bias.

Key words: job requirements-resource model, social work, turnover intention, qualitative comparative analysis

中图分类号:

C916

秦海波, 李玉昆. 社会工作者高离职倾向诱发机制研究——基于CSWLS 2019的组态分析[J]. 社会工作与管理, 2023, 23(4): 34-43.

QIN Haibo, LI Yukun. Research on the Inducement Mechanism of Social Workers’ High Turnover Intention: Configuration Analysis Based on CSWLS 2019[J]. SOCIAL WORK AND MANAGEMENT, 2023, 23(4): 34-43.

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