Job Satisfaction Of Social Workers Research Articles

사회복지사의 직무만족에 대한 통합적 문헌 고찰

This study suggested the direction of future research through an integrated review of the literature on job satisfaction of social workers targeting domestic journals. To this end, according to the integrated literature analysis method of Tarraco (2005), quantitative research papers were searched with keywords including job satisfaction of social workers, and the following conclusions were drawn by selecting 70 papers. First, in the job satisfaction study of social workers, the main keywords were organizational commitment, turnover intention, self-efficacy, burnout, and job stress in order. Job satisfaction of social workers was most often used as a dependent variable, and it was found that it was affected by independent variables such as personal factors, organizational and job factors, and environmental factors. Based on these research results, the direction and practical implications of future research were presented.

Eine der zufriedensten Berufsgruppen: Entwicklung, Ausmaß und Determinanten der Arbeitszufriedenheit von Sozialarbeiterinnen und Sozialarbeitern

ZusammenfassungDie Studienlage zur Arbeitszufriedenheit von Sozialarbeiterinnen und Sozialarbeitern in Deutschland ist, v. a. bezüglich längsschnittlicher und untergruppenspezifischer (z. B. Altersgruppen) Betrachtungen, nicht zufriedenstellend. Diese Arbeitszufriedenheit wird im Beitrag längsschnittlich, im Vergleich mit anderen Berufsgruppen und innerhalb der Berufsgruppe im Alters- und Geschlechtsvergleich untersucht. Es zeigt sich, dass auch durch einen deutlichen Anstieg in den letzten Jahren die Sozialarbeiterinnen und Sozialarbeiter zu den Berufsgruppen mit der höchsten Arbeitszufriedenheit gehören (Platz 8 in den 66 größten Berufen), wobei diese hohe Zufriedenheit weniger bei der jüngsten Gruppe (bis 34 Jahre) zu finden ist. Aufgezeigt werden – auch längsschnittlich und gruppenvergleichend – zunächst deskriptiv mögliche Determinanten der Arbeitszufriedenheit. Die Zufriedenheit mit dem Einkommen ist nur leicht unterhalb jener anderer Berufsgruppen. Die Zufriedenheit mit den Aufstiegsmöglichkeiten hingegen ist leicht oberhalb der anderen Berufe. Sehr stark im Vergleich mit anderen Berufsgruppen ist das Gefühl ausgeprägt, dass die eigene Tätigkeit wichtig sei. Auch in der Zufriedenheit mit dem Betriebsklima sind die Werte vergleichsweise hoch. Als weitere mögliche Determinanten der Arbeitszufriedenheit werden Belastungsfaktoren und Erschöpfungssymptome dargestellt. Die multivariate Analyse zeigt für drei Faktoren statistisch signifikante Einflüsse auf die Wahrscheinlichkeit, mit der Arbeit „sehr zufrieden“ zu sein. Die „harten Faktoren“ Zufriedenheit mit Einkommen und Aufstiegsmöglichkeiten sind vergleichsweise schwach mit einer hohen Arbeitszufriedenheit verbunden. Wesentlich bedeutsamer scheint hierfür die Zufriedenheit mit dem Betriebsklima zu sein. Belastung und Erschöpfung wirkt erwartungsgemäß negativ. Das Ergebnis legt nahe, dass organisationale Maßnahmen auch bei gegebenen äußeren Umständen einen deutlichen Einfluss auf die Arbeitszufriedenheit von Sozialarbeitern und Sozialarbeitern haben können.

How Job Satisfaction Is Associated with Psychological Well-Being among Social Workers in Turkey: The Mediating Role of Meaning in Life

The job satisfaction of social workers working with disadvantaged groups plays a crucial role in providing quality service. Social workers derive their psychological wellbeing by finding meaning in their work, which is essential in their work with clients. This study aimed to examine the mediating role of meaning in life and the moderating role of spiritual orientation in the relationship between job satisfaction and psychological wellbeing among social workers. The study was conducted online, using a quantitative cross-sectional design with 303 social workers in Turkey. The researchers utilized scales measuring job satisfaction, psychological wellbeing, meaning in life, and spiritual orientation. Confirmatory factor analysis, correlation, direct, indirect, and moderation analyses were performed using AMOS, SPSS, and Process Macro programs. The results showed that job satisfaction had a positive relationship with meaning in life and psychological wellbeing, and meaning in life mediated the relationship between job satisfaction and psychological wellbeing. The study also found that spiritual orientation moderated the relationship between job satisfaction and psychological wellbeing among social workers. Further examination of these factors in future studies may shed light on the preparation of more comprehensive interventions and policies for social workers.

노인복지관 사회복지사의 슈퍼비전과 직무만족의 관계에서직무소진과 자아효능감의 매개효과

This study performed an analysis of mediating effect of job burnout and self-efficacy betweensupervision and job satisfaction of social workers in senior welfare centers. A survey wasconducted on 291 social workers working at 19 senior welfare centers in Daejeon andChungcheongnam-do from January 3 to 28, 2022. The collected questionnaires were analyzedusing SPSS and AMOS 18.0 program, and main analysis methods were confirmatory factoranalysis and bootstrap test. The analysis results are as follows: First, social workers’ supervisionhad an effect on job satisfaction. Second, mediating effect of job burnout and self-efficacy wasverified in the relationship. Some measures were suggested to improve the job satisfaction ofsocial workers in the centers and to raise the level of leisure services.

A Study on Factors Affecting Job Satisfaction of Social Workers by Applying Panel Data Model: Focusing on Intrinsic and Extrinsic

본 연구는 사회복지사의 직무만족도에 영향을 미치는 요인을 알아보고자 하였다. 요인은 두 가지 영역으로 구분하였는데, 먼저 내적 요인은 일의 내용과 안정성, 발전 가능성, 인간관계 등 내적 보상에 해당하는 것이다. 이에 반해 외적 요인은 임금, 근로환경 및 시간, 복지제도와 같은 외적 보상을 의미한다. 분석 대상은 한국노동패널조사(Korean Labor & Income Panel Study: KLIPS)의 5개년 데이터를 활용하였다. 상용직 사회복지사 1,689명을 대상으로 했으며, 고정효과모형을 기반으로 분석하였다. 그 결과, 사회복지사의 직무만족도는 시간이 경과할수록 낮아지는 경향을 보였다. 내적 요인 중에서는 대인관계 및 의사소통이, 외적 요인 중에는 인사고과의 공정성, 근로환경, 임금 및 보수가 직무만족도에 정적 영향을 미치고 있었다. 요인 간 상대적 영향력은 의사소통 및 인간관계, 인사고과의 공정성, 임금 및 보수, 근로환경 순으로 나타났다. 이와 같이 본 연구는 사회복지사 직무만족도에 영향을 미치는 요인을 내적, 외적 요인으로 분류, 종합하여 살펴보는 접근을 하였다. 또한, 패널데이터를 활용한 고정효과모형을 적용함으로써, 사회복지사 직무만족도와 영향요인 간 인과관계를 보다 명확하게 밝혔다. 이 같은 결과를 토대로, 본 연구는 사회복지사의 직무만족도 제고에 필요한 개입 방안과 전략을 제시하고자 했다.

The Effect of the Level of Ethical Awareness on Their Job Satisfaction of Social Workers : Self-efficacy and Supervision Controlled Mediating Effect

본 연구는 사회복지사의 윤리의식 수준의 정도가 직무만족도에 어떤 영향을 미치는지 살펴보고, 이러한 영향관계에서 자기효능감과 슈퍼비전이 조절된 매개효과가 있는지를 규명하는데 그 목적이 있다. 연구문제는 첫째, 사회복지사의 윤리의식이 직무만족도에 어떤 영향을 미치는가? 둘째, 윤리의식수준이 직무만족에 영향을 미칠 때 자기효능감이 매개역할을 하는가? 셋째, 윤리의식수준이 자기효능감에 영향을 미칠 때 슈퍼비전이 조절작용을 하는가? 넷째, 윤리의식수준이 자기효능감을 경유하여 직무만족도에 미치는 영향은 슈퍼비전에 의해 조절되는가?를 설정하였다. 자료수집은 서울북부권역 및 경기도의 총 10개소 사회복지시설에 근무하는 사회복지사들을 대상으로 설문조사를 진행하여 150부를 분석하였다. 분석방법은 PASW(SPSS) 23.0와 Hayes(2012)가 제시한 SPSS PROCESS Macro(프로세스 매크로)를 이용하여 단순매개효과, 조절효과, 조절된 매개효과를 순서대로 분석하였다. 주요 연구결과로 윤리의식수준은 자기효능감과 직무만족에 유의미한 직접효과를 나타내는 것으로 나타났으며, 슈퍼비전은 윤리의식수준이 자기효능감에 미치는 정적효과를 촉진하고, 직무만족에 미치는 효과는 슈퍼비전에 따라 달라짐을 확인하였다. 실천적 제언으로 사회복지사의 윤리의식수준과 자기효능감 증진을 위한 기관의 노력과 체계적이고 전문성 있는 슈퍼비전 실천이 중요함을 제시하였다.The purpose of this study is to examine the impact of social worker s level of ethical awareness on job satisfaction and to identify the influence of self-efficacy and regulated mediating effects of supervision on these relationships. First, how does the ethics of social workers affect job satisfaction? Second, when the ethical standards affect job satisfaction does self-efficacy play a role in that condition? Third, does supervision regulate the situation where the ethical standards affect self-efficacy? Lastly, does the supervision play a role in the impact of ethical awareness in the job satisfaction throught self-efficacy? The surveys were collected from 150 social workers working at the 10 social welfare centers located in the nothern Seoul and Gyeonggi province the analysis method was analyzed in order of simple medium effect, adjustment effect, and controlled mediating effect using the PASW(SPSS) 23.0 and Spss Process Macro presented by Hayes (2012). Main results had shown that the level of ethical awareness had a significant direct effect on the self-efficacy and the job satisfaction, and that the supervision promoted the static effect of the level of ethical awareness on self-efficacy, and the effect on the job satisfaction depended on the supervision. As a practical suggestion, it is important for the agency to make efforts to enhance the level of ethical awareness and self-efficacy of social workers and to carry out the systematic and professional supervision.

Journey from passion to satisfaction: roles of belongingness and psychological empowerment

PurposeThe present research work is intended to investigate the work passion and job satisfaction relationship of social workers in Delhi/NCR and examine the influence of belongingness and psychological empowerment on the association. The study has used self-determination theory to support the relationship.Design/methodology/approachThe study used the standardized instruments to assess the relationship. Statistical tools such as SEM, convergent and discriminant validity, reliability, and moderated regression analysis were used to analyze the data.FindingsThe study found that psychological empowerment and belonging moderated the association between passion and job satisfaction.Practical implicationsHR managers and practitioners should promote a culture of openness, empowerment, collectivism, and meaningful work to ensure the fulfillment of psychological needs of the social workers.Social implicationsThe fulfillment of psychological needs can become a significant motivator for the social workers as due to political and administrative constraints, giving financial incentives or introducing variable financial pay would not be possible.Originality/valueThe authors were not able to locate any paper exploring the relationship between work passion and job satisfaction of social workers. The present research work proposes that there are certain psychological needs, which can be fulfilled other than monetary needs in order to motivate social workers for their work.

Organizational Justice to Achieve Job Satisfaction for Social Workers in Youth Care

This study aims to determine the relationship between organizational justice and job satisfaction for social workers in the Youth Welfare Department at Helwan University. Organizational justice is the basis for the survival and continuity of institutions, and for achieving outstanding performance by employees through the development of their potential, which is one of the most important elements in the institutional environment. This is not based on the physical and financial resources of the institution only because the productivity of organizations today relies on existing human resources, and the skills and abilities of these resources to continuously develop their performance. The study was applied to (112) social workers in the Youth Care Department at Helwan University from the total population of all the social workers in the Youth Care Department at the university. The study results indicate that there is a positive relationship of statistical significance at (0.01) level between organizational justice and the job satisfaction of social workers in the youth care department.

Impact of Relationship Education Training on the Management of Marital Discords Among Young Couples in Colleges of Education in Nigeria

This research work investigated impact of Relationship Education Training on the Management of Marital Discords among Young Couples in Nigerian Colleges of Education. Experimental research design was adopted for the study. The population for the study comprised of all young couples in the 85 accredited Colleges of Education in Nigeria. Eight Colleges were used as sample schools for the study and a total of 240 conflicted and devitalized young couples in the eight Colleges of Education served as sample size for the study; 120 served in the experimental group and another120 for control group. Three sets of research instrument were developed and used for this study (A baseline questionnaire for young couples so as to assist the researcher in selecting the devitalized and conflicted couples for the study, Relationship Education Training Manual, and a Pre-test Post test questionnaire were also used in answering the research questions and also test the null hypotheses. The researcher employed the services of four (4) first degree holders as research assistants. This is because the study covered a large geographical location that will take a lot of time for the researcher to cover and to also have a successful and smooth conduct of the training and the administration of the research instrument. Descriptive statistics (Frequency, Percentage and mean) were used in answering the research questions. The Null hypotheses were tested using Independent t-test statistics at 0.05 Alpha level of significance. Findings from the study revealed that most of the respondents were ignorant and lack adequate knowledge of Relationship-education. Based on the results, the following recommendations were made : Remuneration, good salary, job satisfaction of social workers and counselors should be enhanced and regularly reviewed with full monitoring by the government officials. Training and retraining of counselors in the area of marriage relationship education should be organized regularly by the government and religious leaders as a way of updating the marriage counselors with useful knowledge in the area of relationship-education. Key Words : Marriage, Relationship education training, Marital discord and Young couples DOI : 10.7176/RHSS/9-11-10 Publication date :June 30 th 2019

충북지역 사회복지사의 성격특성이 직무만족에 미치는 영향에서 셀프리더십의 매개효과 분석

본 연구는 사회복지사의 성격특성과 셀프리더십이 직무만족에 어떤 영향을 미치는지 알아보고, 또 성격특성과 직무만족의 관계에서 셀프리더십이 매개변수로 작용하는지 여부를 알아보기 위해 수행되었다. 연구의 결과는 성실성과 외향성 점수가 높은 사회복지사일수록 직무만족 점수가 높으며, 셀프리더십은 세 하위요인(행동지향, 자연보상 및 건설적사고 전략) 모두 직무만족에 긍정적인 영향을 미칠 뿐 아니라 성실성과 외향성이 직무만족에 미치는 영향력을 매개하는 역할을 한다는 것을 보여주었다. 사회복지사의 성격특성에 부합하는 업무 배치를 통한 효율적 인적관리의 필요성과 사회복지사의 직무만족을 높이기 위한 셀프리더십 함양의 중요성에 대해 논의하였다.

충북지역 사회복지사의 성격특성이 직무만족에 미치는 영향에서 셀프리더십의 매개효과 분석

본 연구는 사회복지사의 성격특성과 셀프리더십이 직무만족에 어떤 영향을 미치는지 알아보고, 또 성격특성과 직무만족의 관계에서 셀프리더십이 매개변수로 작용하는지 여부를 알아보기 위해 수행되었다. 연구의 결과는 성실성과 외향성 점수가 높은 사회복지사일수록 직무만족 점수가 높으며, 셀프리더십은 세 하위요인(행동지향, 자연보상 및 건설적사고 전략) 모두 직무만족에 긍정적인 영향을 미칠 뿐 아니라 성실성과 외향성이 직무만족에 미치는 영향력을 매개하는 역할을 한다는 것을 보여주었다. 사회복지사의 성격특성에 부합하는 업무 배치를 통한 효율적 인적관리의 필요성과 사회복지사의 직무만족을 높이기 위한 셀프리더십 함양의 중요성에 대해 논의하였다.

Job Satisfaction of Social Workers from the Dimensions of Hedonia & Eudaimonia

Job Satisfaction of Social Workers from the Dimensions of Hedonia & Eudaimonia

Effects of Organizational and Interpersonal Relations on Job Satisfaction of Social Workers

Purpose - In this study, the importance of interpersonal relations in the workplace as well as its correlation to satisfaction of social workers were investigated. In addition, effects of organizational culture as well as its implications for human resource management in social welfare workers were outlined. Research design, data, and methodology - A questionnaire was conducted on job satisfaction measured by the Minnesota Job Satisfaction (MSQ) questionnaire. For reliability, the questionnaire was distributed and collected by the self - filling method. From the collected data, reliability analysis, validity analysis (exploratory factor analysis) and multiple regression analysis were used. Cronbach's alpha was used to measure the reliability of the measurement variables and validity analysis was conducted to see if the questionnaires had the same concept as well as SPSS 19.0. Results - The results showed that group culture, hierarchical culture, and rational culture had significant positive effects on job satisfaction. Developmental culture had no effect on the job satisfaction levels. Conclusions - It is important to maintain the hierarchy in order to improve the efficiency of social welfare organizations, but social welfare organizations must accept external opinions and actively listen to the opinions of the employees in the organization.

Linking Work–Family Enrichment to Job Satisfaction through Job Well-Being and Family Support: A Moderated Mediation Analysis of Social Workers across India

Social workers often experience stress from competing work and family demands, which negatively affects their job well-being and subsequently their job satisfaction. Yet, social workers can experience enrichment from participating in both work and family roles, which positively influences their job well-being and job satisfaction. The present study aimed to examine the mediating role of job well-being on the relationship between work-family enrichment and job satisfaction, and the moderating role of family support on the relationship between work-family enrichment and job well-being, and subsequently on job satisfaction for social workers. Data were collected from professional social workers employed in various governmental and non-governmental agencies across fifteen states and territories (n = 428) in India using a paper-and-pencil questionnaire. We found that social workers who experienced work-family enrichment also experienced job well-being and subsequently job satisfaction, particularly at higher levels of family support. These findings highlight the importance of the synergistic combination of work and family resources such as family support, work-family enrichment and job well-being to enhance the job satisfaction of social workers. We discuss the implications of these findings for social service organisations and recommend ways in which work-family enrichment can be enhanced.

Job Satisfaction of Social Service Workers in Penitentiary Institutions in Albania

This study analyzes job satisfaction of Social Service Workers of Penitentiary Institutions in Albania. The overall job satisfaction of Social Service Workers of Penitentiary Institutions in Albania is associated with 12 variables. These variables are the most important among all the 24 variables that taken in consideration in this study. If these factors are considered carefully, then there will be a positive overall satisfaction of Social Service Workers of Penitentiary Institutions. This study gives a message to the employers of Penitentiary Institutions that if they want to improve job satisfaction of Social Service Workers then they have to consider the above 12 variables: recognition for good work, adequate remuneration for work, feel proud of job, satisfaction from non-financial rewards, motivated to work, job is meaningful, available opportunities for promotion, exchange of ideas between superior and subordinate, job evaluated reward, relationship –colleagues, training program regularly and satisfied with available opportunities. This study covers a wide range of independent variables that significantly influences job satisfaction of Social Service Workers of Penitentiary Institutions; however, referring to the limited number of data, this study fails to bring a complete and exhaustive evaluation picture on job satisfaction of social workers of Penitentiary Institutions in Albania.

Job satisfaction of social workers in senior welfare centres in South Korea: the effects of individual, client and organisational factors

This study investigates the individual, client and organisational factors that affect the job satisfaction of social workers employed by senior welfare centres in Korea. The data were collected from 130 social workers in senior welfare centres and subjected to hierarchical multiple regression analysis. The job satisfaction of social workers in senior welfare centres was influenced by their self-efficacy, positive attitude to older adults, their relationships with colleagues, and supervision. Ways to improve the job satisfaction of social workers are discussed.

Work-Family Conflict and Its Impact on Job Satisfaction of Social Workers

Job satisfaction of social workers has captured the attention of social work researchers for many decades. Several organisation and client-related factors have been associated with reduced job satisfaction among social workers. Scant attention has been given to work–family conflict as a potential contributor despite growing evidence of its detrimental impact on the job satisfaction of varied sample groups of working men and women. The present study examined the impact of three forms of work-to-family conflict (WFC) and family-to-work conflict (FWC): Time, Behaviour and Strain, on job satisfaction of social workers in Australia. Data were gathered via an online survey from members of the Australian Association of Social Workers which yielded 439 usable data. Hierarchical multiple regression analyses showed that, in the direction of work-to-family conflict, WFC-Time and WFC-Strain were significant predictors of reduced job satisfaction. In the direction of family-to-work conflict, FWC-Behaviour significantly predicted reduced job satisfaction. These findings have implications for social work workforce planning and retention of social workers, and it emphasises the importance to have organisational policies that enhance the ability for social workers to manage their work and family commitments responsibly.

A Meta-Analysis on the Variables Related with Job Satisfaction of Social Workers

A Meta-Analysis on the Variables Related with Job Satisfaction of Social Workers

An exploration of the use of power in social work supervisory relationships in Hong Kong

Supervision is considered to be a determining factor in the quality of service to clients, the job satisfaction of social workers, and the level of professional development they achieve. How supervisors use their authority affects their relationships with subordinates, which in turn influences service outcomes. This case study reveals the micro-process of the interplay of power in the supervisor–supervisee dyad, the influence of cultural factors on attitudes toward hierarchical relationships, and subordination to authority in the supervisory dyad. Respondents who considered supervision to be counterproductive or disempowering employed tactics to hide their negative attitude, and concealed important cases and project materials, which hindered the disclosure of mistakes. Redistributing power in the current hierarchical supervisor–supervisee relationship could lead to fewer instances of game playing in the supervisory dyad and facilitate disclosure, which is important in ethical practice.

The Study on the Job Satisfaction of Social Workers in the Community Welfare Centers: Focusing on the Mediating Effect of Empowerment

The Study on the Job Satisfaction of Social Workers in the Community Welfare Centers: Focusing on the Mediating Effect of Empowerment