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.     

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.     

以习近平总书记“3·18”讲话为重要遵循 推进新时代思政课建设

习近平总书记在2019年3月18日主持召开全国学校思想政治理论座谈会并发表重要讲话，即“3·18”讲话。在“3·18”讲 话中，习近平总书记不仅强调了新时代我们“为什么”要办好思想政治理论课，而且明确回答了新时代我们要办“什么样”的思 想政治理论课和“如何办好”思想政治理论课等一系列重大问题。实践表明， “3·18”讲话是党中央新时代办好思想政治理论课 的重要遵循。在该讲话发表一周年之际，重温这一讲话具有重要理论和现实意义。     

基层公务员职业认同特征及其对工作绩效与离职倾向的影响研究

基层公务员的职业认同对公务员队伍建设和推进国家治理能力现代化有着重要的意义。本文通过对760名基层公务员的问卷调查发现：基层公务员职业认同包括职业行为投入、职业发展认同和职业价值认同三个维度，呈现出以价值认同为核心、行为投入为外层、发展认同居中的圈层结构；基层公务员职业认同接近较高水平，但职业发展认同较低；不同类型基层公务员职业认同呈现出一定差异，其中青年公务员的职业认同显著低于中老年公务员，低职级公务员较高职级公务员职业认同更低。进一步分析发现，基层公务员职业认同能正向预测工作绩效，职业认同能负向预测离职倾向。在此基础上，本研究提出提升基层公务员职业认同的相关对策建议。     

小农生产的社会行为逻辑与制裁意欲的表达层级——基于广西宗族性村庄的考察

观察农民日常生产和生活中存在的制裁机制如何运作,是了解村庄整合度、农民集体认同与行动方式,把握村庄社会秩序的生产和维持的重要切入口。在中国的宗族性村庄中广泛存在的小农社会行为的一致性,是通过“协商缺失的被动协同”和“小农社会的行为制裁”两种方式达成的,其根本差异在于多数农户对少数不一致者的行为是否存在制裁意欲。然而制裁意欲并不必然能够转化为针对少数不一致者的有效制裁行为。小农制裁意欲的表达因制裁效度的不同而表现出明显的层级序列结构。宗族性村庄浓密的血缘和地缘关系,一方面阻碍小农制裁意欲表达层级的上升,但另一方面也使少数不一致者仍对宗族精英、村庄精英和村庄舆论的规训和制裁存在戒惧心理,成为使宗族性村庄的内生制裁机制仍能在某种程度上发挥效用的最后保障。宗族性村庄的制裁机制对乡村振兴战略背景下的村庄治理也会带来有益启示。     

民族地区乡村经济行为模式、动机体系及其变迁研究

民族地区乡村经济中的主导经济行为模式至少存在四种类型。民族地区人们的经济行为大致有三种基本的动机体系。改革开放以来,有五种主要因素在改变着这些经济动机体系和行为模式,一是乡(镇)政府、具有准政府性质的村集体组织以及其他各种组织的推动、示范和劝导作用,二是体制改革的推动或压力,三是文化移入的诱导或冲击,四是内部创新行为的出现,五是特定文化传承的激活。     

知识型员工职业召唤、职业承诺与工作态度关系研究

对中国情景下知识型员工的职业召唤对组织承诺、工作满意度、离职意愿等工作态度的影响以及职业承诺在职业召唤与上述工作态度的中介作用进行实证检验。基于自我决定理论和已有关于召唤的相关研究结论,提出职业召唤-职业承诺-工作态度的关系假设模型,并以981位国有、民营及外(合)资企业的知识型员工作为研究对象,通过结构方程建模进行实证检验。研究结果表明,中国情景下知识型员工的职业召唤对组织承诺、工作满意度和离职意愿均有显著正向影响,职业承诺完全中介职业召唤与工作满意度和离职意愿的关系,部分中介职业召唤与组织承诺的关系。在中国情景下验证西方关于职业召唤的研究结论,结果表明职业召唤的培养对企业知识型员工的职业承诺、组织承诺和工作满意度均具有十分重要的作用,为职业召唤理论在中国情景下的验证和完善以及知识型员工的管理理论和企业实践提供新的视角。     

Impact of job characteristics on turnover intention and the mediating effects of job satisfaction: experiences of home visiting geriatric care workers in Korea

This study investigated the effects of job characteristics on turnover intention and the mediating effects of job satisfaction. A survey of 317 Korean care workers currently providing in-home elderly care service in the city of Seoul and its suburbs was conducted. The results of multiple regressions and an analysis of mediating effects indicated that role ambiguity and workload had significant effects on turnover intention. In addition, job satisfaction had a mediating effect on the influence of role ambiguity and workload on turnover intention. Finally, theoretical and practical implications are discussed.     

An exploratory study of early professional experiences and job burnout among BSW graduates in China

Although previous studies have addressed turnover issues among social workers in Western countries, this study explores the early professional experiences (during the first 3 working years) and job burnout among BSW graduates in China and identifies factors influencing their decisions to leave social work jobs. Using semi-structured interviews with 15 BSW graduates in the Shenzhen metropolitan area, this research identifies the primary reasons new social workers leave the profession. Data analysis revealed three themes: personal struggles, work environment issues, and social support factors. This exploratory study highlights the professional experiences and burnout among BSW graduates in China and has implications for social work education and professional practices.     

新生代乡村教师的离职意向与政策改进

新生代乡村教师是乡村教育的新生力量和未来的中流砥柱，他们能否安心留在乡村学校从教，关系着乡村教育的可持续发展。为解决乡村教师"留不住"的问题，国务院办公厅于2015年6月发布《乡村教师支持计划（2015-2020年）》，从经济待遇、社会地位、专业发展等方面着手，提出了具体措施。但是通过实证研究发现：当前新生代乡村教师的离职意向仍然普遍存在，尤其是其中的男教师和工作在乡村小学的教师；新时代乡村教师的离职意向，受经济待遇、社会地位、专业发展、个人偏好、乡村文化适应性、家庭和学校支持度、教师教育满意度等多方面因素的影响，其中个人偏好和乡村文化适应性是最主要的影响因素。因此，为了更好地留住新生代乡村教师，仍需在"乡村教师支持计划"现有政策支持的基础上，进一步补充和完善相关的政策措施：（1）重视乡村教师招聘和管理过程中对个人偏好的考察与培育；（2）积极帮助新生代乡村教师适应乡村文化；（3）关心新生代乡村教师的家庭问题，提供帮助和支持；（4）重视乡村学校建设，给予新生代乡村教师更多的组织关怀；（5）出台针对乡村教师的教师教育标准。