文献类型：期刊文献

中文题名：从薪酬留人到文化赋能:组织文化视野下社会工作者的离职行为

英文题名：From Salary Retention to Cultural Empowerment:Turnover Behavior of Social Workers from the Perspective of Organizational Culture

作者：何雪松[1];刘畅[1]

机构：[1]华东理工大学社会与公共管理学院,上海200237

年份：2021

卷号：43

期号：6

起止页码：56

中文期刊名：杭州师范大学学报（社会科学版）

外文期刊名：Journal of Hangzhou Normal University(Humanities and Social Sciences)

收录：国家哲学社会科学学术期刊数据库;北大核心:【北大核心2020】；

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)的研究成果。

语种：中文

中文关键词：社会工作机构;组织文化;离职行为;社会工作者

外文关键词：social work institution;organizational culture;turnover behavior;social worker

摘要：社会工作者的离职是社会工作人才专业队伍建设的重要议题,引入组织文化视角,是为了更好地理解社会工作者离职的中观机制,并形成与宏观制度设计产生连结的治理策略。根据"中国社会工作动态调查(CSWLS 2019)"数据,将目前的社会工作机构组织文化分成三个类型:认同文化、竞争文化与自主文化,以此为基础研究组织文化并辨识其与社会工作者离职之间的关联。研究结果表明:三类组织文化都对社会工作者离职行为有显著负向影响;组织文化的作用不能削弱工资给离职带来的负向影响;担任管理岗位的社会工作者对竞争文化更为敏感而不易离开组织;任职于大中型机构的社会工作者,在竞争文化下不易离职;在高校背景机构任职的社会工作者,认同文化对降低其离职行为更为有效。这研究结果既对社会工作者的离职行为提供了组织文化视角的解释,也为社会工作行业提供了一种文化赋权的组织能力建设思路。
The turnover behavior of social workers is an important issue in the construction of professional team of social work talents.It is to better understand the meso mechanism of social workers’ turnover behavior and form a governance strategy connected with the macro system design by taking organizational culture perspective into consideration.Based on the data of"China Social Work Longitudinal Study(CSWLS2019)",this paper divides the current organizational culture of social work institutions into three types:recognition culture,competitive culture and independent culture.On this basis,the paper studies the organizational culture and identifies the relationship between it and the turnover behavior of social workers.The results show that:three kinds of organizational cultures all have a significant negative impact on social workers’ turnover behavior;the organizational culture cannot weaken the negative impact of salary on turnover behavior;social workers in management positions are more sensitive to the competitive culture and are not easy to leave the organization;social workers in large and medium-sized institutions are not easy to leave under the competitive culture;for social workers working in institutions with university background,recognition culture is more effective to reduce their turnover behavior.In light of this,the paper provides not only an interpretation of social workers’ turnover behavior from the perspective of organizational culture,but also an organizational capacity-building idea of cultural empowerment for the social work industry.