文献类型：期刊文献

英文题名：For External Remuneration or Intrinsic Remuneration-or Both? Predictors of Turnover Intention Among Social Workers in Mainland China

作者：Li, Hongfei[1];Zeng, Shouchui[2];Mo, Jian[3]

机构：[1]Guangdong Police Coll, Sch Publ Secur Adm, Guangzhou, Peoples R China;[2]East China Univ Sci & Technol, Sch Social & Publ Adm, Shanghai, Peoples R China;[3]Sun Yat Sen Univ, Affiliated Hosp 3, Guangzhou, Peoples R China

年份：2026

外文期刊名：JOURNAL OF THE SOCIETY FOR SOCIAL WORK AND RESEARCH

收录：;WOS:【SSCI(收录号:WOS:001788765200001)】；

基金：We are extremely grateful to the participants who took the time to respond to our survey. This study was funded by Guangdong Provincial Philosophy and Social Sciences Planning Project (GD25YSH05), Guangdong Education Science Planning Project 2024 (2024GXJK586), "Flying Eagle Program" of the Faculty Development Project, Guangdong Police College 2025 (2025FY30), and the National Natural Science Foundation of China (72004241). The funding sources had no role in the study design and conduct; collection, management, analysis, and interpretation of the data; preparation, review, or approval of the manuscript; or decision to submit the manuscript for publication.

语种：英文

外文关键词：external and intrinsic remuneration; organizational support; pay satisfaction; turnover intention; social work in China

摘要：Objective: The high turnover rate of social workers in China has attracted widespread attention, but few studies have comprehensively considered and compared the collective effect of external remuneration and intrinsic remuneration on turnover intention. The current study aimed to determine if external and intrinsic remuneration influenced Chinese social workers' intentions to leave their jobs. Method: We performed structural equation modeling using data from 4,955 social workers included in the 2019 China Social Work Longitudinal Study. Results: Both external remuneration (primarily organizational support) and intrinsic remuneration were negatively correlated with turnover intention, with intrinsic remuneration having a greater impact on social workers' turnover intention than external remuneration. Additionally, the favorable effect of organizational support on turnover intention was tempered by intrinsic remuneration, and social workers without pay satisfaction were more sensitive to the reduction of intrinsic remuneration. Conclusions: Targeted measures are needed to reduce social workers' turnover intention according to different motivational factors. Interventions that improve intrinsic remuneration and expand pay satisfaction to improve social workers' retention would be advantageous.