Whether Professional Training Matters: Attitudinal Antecedents to the Turnover Intentions of Social Workers in Guangzhou,China

This study aims to identify whether the professional training of social workers has an effect on the attitudinal antecedents of turnover intention. This study investigated 395 trained and 353 non-trained social workers from the Integrated Family Service Centers in Guangzhou, China. It was found that professional education did not significantly alter the attitudinal antecedents to turnover intention. In both groups, a higher feeling of burnout or a lower level of organizational commitment produced a higher intention of turnover. Furthermore, the significant influences of burnout and organizational commitment were found to be respectively mediated by job satisfaction with professional association or job satisfaction with organizational environment. This study not only provides insights into the stabilization of the emerging workforce of Chinese social workers, but also poses serious questions about social work education.     

The effect of characteristics of human service workers on subsequent morale and turnover

The authors examine the relationship of sociopsychological characteristics of human services workers to their subsequent morale and continuance on the job. Eighty-two intensive case managers (half of them social workers) who had caseloads of clients with severe mental disorders were invited to participate in a four-wave panel study. Explored are the relationships between 16 predictors (general background, prior work experience and training, and social psychological variables) and worker outcomes (beliefs, attitudes, perceptions, and turnover). The major finding was that better personal well-being at the time of hiring was the most consistent and significant predictor of lower burnout, higher job satisfaction, and generally higher worker morale at later points in time. Those from higher social class backgrounds and those with lower starting salaries were more likely to leave the job. Those workers with more experience had a tendency to perceive greater client improvement.     

Compassion Satisfaction Among Social Work Practitioners: The Role of Work–Life Balance

Abstract

Previous research has established that social work practitioners are especially vulnerable to work-related psychological distress and burnout due to the high-stress nature of the profession, yet less research has focused on examining factors are associated with social worker retention. Emerging research on compassion satisfaction suggests that this factor could mitigate professional burnout, yet there is a gap in research focusing explicitly on examining compassion satisfaction among social workers. To address this gap in knowledge, this quantitative study collected survey data on practicing social workers who were alumni from a large southeastern university (n?=?120) to examine individual and organizational factors associated with compassion satisfaction. Multiple regression analyses revealed that higher levels of emotional intelligence, perceived work autonomy, and perceived work–life balance were associated with an increase in compassion satisfaction among experienced, licensed social work practitioners. Findings have implications for how social work employers can promote compassion satisfaction through cultivating emotional intelligence among practitioners, allowing social workers autonomy in decision making, and providing supportive work environments. Recommended directions for future research include longitudinal studies with large sample sizes that expound research on compassion satisfaction by examining the role of additional factors, such as client population, job role characteristics, and supervisor support.     

Association of Personal Distress With Burnout,Compassion Fatigue,and Compassion Satisfaction Among Clinical Social Workers

ABSTRACT

Studies of empathy and empathy-related responding show that while some people respond to observing the suffering of another with a prosocial concern and urge to help the suffering person, others have an aversive, avoidant response that is primarily self-focused and aimed toward relieving their own distress rather than helping the other person. This self-focused response, labeled personal distress, is associated with various social and psychological problems. This article discusses the concept of personal distress and describes a study of licensed clinical social workers (n = 171) that examines the relationship of personal distress and three other aspects of the empathy construct with compassion fatigue, burnout, and compassion satisfaction. Results of ordinary least squares multiple regression analyses indicate that the model of empathy components and control variables explain 20% to 23% of the variance in the dependent variables. Personal distress is the only component of the empathy construct with significant associations with the dependent variables. Higher personal distress is associated with higher compassion fatigue and burnout and lower compassion satisfaction among clinical social workers. Implications for future research and for social work education are discussed.     

Burnout in Chinese social work: Differential predictability of the components of the Maslach Burnout Inventory

Burnout is a worldwide phenomenon among social welfare workers. This study examined how burnout affects student social workers and professional social workers. It first examined the construct validity of the Maslach Burnout Inventory‐General Survey (MBI‐GS) scale, using data from two Chinese samples (848 student social workers and 748 professional social workers). The original three‐factor model was regarded as superior to other competing models. Investigation of the second‐order factor model indicated that exhaustion and cynicism are core components but that personal efficacy is not. The research also revealed the differential predictability of the three subscales of the MBI‐GS. Our expectation that differential patterns of effects could be predicted was largely supported. Professional efficacy plays a key mediating role in the relationship between student social workers’ professional identity and their satisfaction with fieldwork, while social workers’ cynicism is the main mediator in the relationship between their professional identity and turnover intention. Therefore, identifying at‐risk students and professional social workers to undertake appropriate intervention strategies that focus on both their professional identity and different dimensions of burnout may be an effective way to prevent students’ dissatisfaction and reduce social worker turnover.     

Pathways from workplace flexibility to turnover intention: Role of work–family conflict,family–work conflict,and job satisfaction

This study examined the prevalence of workplace flexibility and the mechanisms that allow workplace flexibility to influence turnover intentions through work–family and family–work conflicts and job satisfaction among low‐wage workers in South Korea. Participants included 250 low‐wage workers whose monthly salary was less than 2 million Korean won (approx. $1,900). The study results indicate that low‐wage workers have limited access to workplace flexibility and that workplace flexibility plays a significant protective role in reducing their turnover intention, indirectly by decreasing work–family conflicts and enhancing job satisfaction. This article also discusses the implications of these findings for labor policy and social work practice.     

The Role of Family in Career Choices among Social Workers in China

Abstract

High turnover rate affects social work workforce development in China. Few empirical studies have been conducted to explore the factors that have influences on turnover intention among Chinese social workers. This study used data from China General Survey on Professional Social Workers to examine the influence of job satisfaction and family attitude on social workers’ career choices. The findings reveal that both job satisfaction and family’ attitude toward the profession have significant effects on social workers’ turnover intention. Family’s support or disapproval of the social work profession has moderate effect on the negative correlation between job satisfaction and turnover intention. The findings could be explained by the familyism culture of Chinese society and unique challenges of professional development experienced by social workers in China. Future studies should consider the influence of family to develop a more comprehensive research framework. Management in social service agencies should help family of social workers to learn and embrace the profession to gain their support of choosing social work as career.     

Intention to Leave the Profession: Welfare Social Workers Compared to Health Care and Community Social Workers in Israel

ABSTRACT

This study aimed to compare specific work related-factors (personal factor: length of work experience; structural factors: personal subjection to violence and fear of being subjected to violence; and psychological factors: professional quality of life—compassion satisfaction, burnout, and compassion fatigue) between welfare social workers (SWs) (n = 200) and health care and community SWs (n = 173). Furthermore, since the issue of turnover among SWs has important implications for the provision and programming of social services, the study also aimed to assess the relationship between these factors and SW intention to leave the profession. For the purpose of this study, online questionnaires were distributed to SWs working at social agencies and services. The findings suggest that the two categories of SWs showed a similarity with regard to the association between the personal and structural factors and intention to leave the profession. However, with regard to the psychological factors, the components of professional quality of life were found to operate differently in each category of SWs. It is suggested that future research examine other work-related factors and explore the intention to leave the profession among other social work specializations and employment sectors.     

Vocational education,self‐employment and burnout among Australian workers

We examine the relationship between vocational education and occupational burnout among workers in different forms of employment. Although the self‐employed enjoy higher levels of job autonomy and work‐related satisfaction, we do not know whether they experience lower rates of occupational burnout, and whether vocational education plays a role in this relationship. This latter consideration is important, given that vocational qualifications often lead to self‐employment and prior research demonstrated that formal training may reduce burnout. However, formal education was previously measured in years of schooling, without considering the distinction between academically‐oriented and vocational courses. Therefore, using data from a 2001 national survey of working Australians, we first establish that the self‐employed are significantly less likely to experience burnout. We then demonstrate that some resilience to burnout can be attributed to the attainment of skilled vocational training, net of employment characteristics which are also very important.     

Perception of job satisfaction, service effectiveness and burnout among Arab social workers in Israel

Over the past three decades, the topics of job satisfaction and burnout have become a major focus of interest in research and professional training in the field of social work. However, there is a serious lack of studies focusing on these issues in the context of Arab social workers in Israel. This paper presents the results obtained from a subsample of Arab participants in a national study of Israeli social workers. It focuses on the correlations between several career outcomes and organizational conditions such as role characteristics, work conditions, job mastery, and power. Challenge at work and job mastery were found to be the most significant and consistent predictors of the outcome results. The implications of the results are also discussed.     

The Measurement of Burnout Revisited

Throughout the literature, burnout has been conceptualized as encompassing three dimensions: emotional exhaustion, depersonalization and personal accomplishment. Interview and questionnaire data from 95 human service workers examine a conceptual model linking burnout to selected work characteristics and professionalism. Derived from theory and based on factor analysis, multiple-item subscales are established for work characteristics (autonomy, role conflict, role ambiguity and workload), professionalism (job involvement, intrinsic motwation and higher order needs satisfaction) and burnout (the three dimensions). Intercorrelations among the subscales and a path analysis lead to the conclusion that burnout requires reconceptualization theoretically and operationally. Of the three alleged dimensions of burnout, only emotional exhaustion is found to be a valid and reliable measure.     

Linking Perceived External Prestige and Intentions to Leave the Organization: The Mediating Role of Job Satisfaction and Affective Commitment

ABSTRACT

The present study examines social workers' beliefs about the prestige that outsiders (e.g., patients, suppliers, competitors, and the public) attribute to their organization and the way these beliefs influence the social workers' commitment to the organization they work for, job satisfaction, and turnover intentions (i.e., intentions to leave the organization). We collected two primary data sets (N = 160 and N = 489, respectively) from social workers in nonprofit social service organizations in Israel in 2001 and 2002. In general, the results show that perceived (construed) external prestige results in higher employee commitment and satisfaction, which, in turn, leads to lower levels of intention to leave the organization. The implications of these findings for research on organizational image and employee commitment are discussed, with particular emphasis on social workers in nonprofit social service organizations.     

Burnout and Death Anxiety in Hospice Social Workers

Hospice work has been regarded as particularly stressful due to the complexity inherent in the provision of end-of-life care. Burnout and death anxiety are especially relevant to hospice social workers because they regularly function in a high-stress, high-loss environment. The purpose of this study was threefold: to determine the prevalence of burnout and death anxiety among hospice social workers; to examine associations between burnout and death anxiety; and to explore the factors which may contribute to the development of death anxiety and burnout. Participants completed four items: the Maslach Burnout Inventory-Human Services Survey (MBI-HSS), the Death Anxiety Questionnaire (DAQ), a demographic questionnaire, and a set of open-ended questions. Findings indicate that mean scores on the subscales of the MBI-HSS ranged from the low to moderate range and that a strong positive correlation existed between death anxiety and the depersonalization subscale of the MBI. Three key themes emerged from the qualitative data: (a) personal interest in hospice social work developed through a variety of ways; (b) although death anxiety decreased from exposure and understanding of the death process, there was increased death anxiety surrounding working with certain patients; and (c) burnout was primarily related to workload or difficult cases.     

Turnover intention predictors among social workers in China

The purpose of this study was to examine factors that best predict turnover among social workers in nonprofit organizations in Guangzhou, Guangdong Province of China. A sample of 312 social workers was selected to complete a self‐administered anonymous survey in 2014. A multiple logistical regression model was used to explain the different factors that influence social workers’ intention to leave their current jobs. The findings showed that age, education, perceived working condition, the perceived prospect of the social work profession, and social support predict turnover intention among social workers.     

Does job satisfaction mediate the relationship between work–family conflict and psychological strain? A study of Australian social workers

The present study investigated the mediating effects of job satisfaction on the relationship between work–family conflict and psychological strain among Australian social workers. Data for the study were collected by an online survey of the membership of the Australian Association of Social Workers, yielding 439 usable responses. The results provide evidence that job satisfaction mediates the relationship between work-to-family conflict, family-to-work conflict and psychological strain. These findings contribute significantly to the social work literature on work–family interface and confirm the importance of developing and targeting not only strategies that aim to reduce work–family conflict, but also those that aim to increase job satisfaction among social workers.     

Why do they leave? Factors associated with job termination among personal assistant workers in home care

Recruiting and retaining an adequate number of personal support workers in home care is both challenging and essential to allowing elders to age in place. A mixed-method, longitudinal study examined turnover in a sample of 261 personal support workers in Maine; 70 workers (26.8%) left their employment in the first year of the study. Logistic regression analysis indicated that younger age and lack of health insurance were significant predictors of turnover. Analysis of telephone interviews revealed three overarching themes related to termination: job not worthwhile, personal reasons, and burnout. Implications of study findings for gerontological social workers are outlined.     

Why Do They Leave? Factors Associated With Job Termination Among Personal Assistant Workers in Home Care

Recruiting and retaining an adequate number of personal support workers in home care is both challenging and essential to allowing elders to age in place. A mixed-method, longitudinal study examined turnover in a sample of 261 personal support workers in Maine; 70 workers (26.8%) left their employment in the first year of the study. Logistic regression analysis indicated that younger age and lack of health insurance were significant predictors of turnover. Analysis of telephone interviews revealed three overarching themes related to termination: job not worthwhile, personal reasons, and burnout. Implications of study findings for gerontological social workers are outlined.     

Strengthening the Professional Selves of Social Workers Through the Lens of Self Psychology

New social workers have been shown to experience higher rates of burnout, vicarious trauma, compassion fatigue, and vocational turnover. It is critical to find ways to support the growth and development of competent and resilient social workers. Yet, due to current contextual issues in the workplace, social workers are often not in environments that are conducive to fostering the growth of strong professional selves. A self psychology lens is used to assess and form the basis for recommendations for agencies/organizations and individuals to strengthen the professional selves of individual social workers and, in turn, the profession itself.     

A Comparison of Rural and Urban Older Adults in Iowa on Specific Markers of Successful Aging

This study examines the differences between rural and urban older adults on level of life satisfaction and depressive symptoms, focusing on the effect of social support. Data were collected through structured interviews at senior centers and senior meal sites in eastern and southeastern Iowa. The Duke Social Support Index (DSSI), the Life Satisfaction Index-Z (LSI-Z), and the Geriatric Depression Scale 15 (GDS15) were used. Correlations (Pearson's r), independent sample t-tests, and multiple regression were computed. Findings indicated that urban residents reported more depressive symptoms, as compared to rural residents. Subjective level of social support was a stronger predictor of life satisfaction and was more negatively related to depressive symptoms among rural than among urban older adults. Results suggest that social workers who work with aging people need to be aware of rural–urban differences in mental health. Furthermore, social workers need to have knowledge of older adults' social networks and work to ensure greater opportunity for social interaction.