%0 Journal Article
%T 角色压力、情绪耗竭对社会工作者离职意向的影响分析——基于Mplus结构方程模型的分析<br>The Influence of Role Stress and Emotional Exhaustion on Social Workers’ Turnover Intention—Based on the Analysis of Mplus Structural Equation Model
%A 蒋亚丽
%A 苏晓丫
%J Advances in Social Sciences
%P 3708-3717
%@ 2169-2564
%D 2023
%I Hans Publishing
%R 10.12677/ASS.2023.127507
%X 利用“中国社会工作动态调查”(China Social Work Longitudinal Study，简称CSWLS)数据，聚焦于角色压力和情绪耗竭的相关要素，分析影响社会工作者离职意向产生的主要原因。分析结果显示，资源匮乏、制度缺乏、不相关工作太多给社会工作者造成的角色压力既能直接影响社会工作者离职倾向的产生，也会通过给社会工作者带来崩溃、挫败的情绪耗竭，间接地导致离职意向频率的增加。这充分说明了角色压力和情绪耗竭对社会工作者的职业稳定性有着重要影响作用。社会组织中的资源和制度的缺失会让社会工作者产生离职的念头，对其产生一种向外的推力。而由此造成的崩溃、挫败、劳累、辛苦等情绪耗竭则使社会工作者的离职念头更为强烈。要想留住社会工作人才，使社会工作专业毕业的学生从事社会工作，先提升他们工作的组织资源和制度支持不失为一种较为有效的方法。<br />
Using the data of “China Dynamic Survey of Chinese Social Work” (China Social Work Longitudinal Study, for CSWLS), focusing on the relevant factors of role stress and emotional exhaustion, the main factors affecting the resignation intention of social workers were analyzed. The analysis results show that the role pressure caused by lack of resources, lack of system and too much unrelated work can not only directly affect the tendency of social workers to leave, but also indirectly lead to the increased frequency of resignation intention through the collapse and frustration of emotional exhaustion to social workers. This fully shows that role stress and emotional exhaustion have an important impact on the career stability of social workers. The lack of resources and institutions in social organizations will give social workers the idea of leaving office and produce an outward thrust on it. And the resulting breakdown, frustration, fatigue, hard work and other emotional exhaustion make the idea of leaving even stronger. In order to retain social work talents and so that students who graduate from social work engage in social work, it is an effective way to improve the organizational resources and system of their work first.
%K 角色压力，情绪耗竭，社工工作者，离职意向<br>Role Stress
%K Emotional Exhaustion
%K Social Worker
%K Turnover Intention
%U http://www.hanspub.org/journal/PaperInformation.aspx?PaperID=68751