사회복지사의 직무요구 및 직무자원이 이직의도에 미치는 영향

Abstract

The study on the social worker’s job stress and turnover intention is very important for the development of social welfare. Therefore, the purpose of this study is to analyze the level of social worker’s turnover intention and test the causal relationships among variables of job demand and job resources basing on job demand and job resources model. Also this study aims to test moderating effects of cyber social support and leader-member relationship in the causal paths of variables. This study suggests theoretical and policy implications on the base of the findings. In oder to attain the purpose of this study, 350 social workers were sampled and surveyed. But 305 questionnaires were finally used for analysis. The methods of sampling were quota sampling and random sampling method. The results of analysis were the followings.

First, the analytical results on the casal relationship between job characteristics and social worker’s burnout showed that positive(+) effect of job demands on social worker’s burnout is partially significant and negative(-) effect of job resources on social worker’s burnout is not statistically significant. Second, the analytical results on the casal relationship between job characteristics and job engagement showed that negative(-) effect of job demands on social worker’s job engagement is statistically significant except only role overload and positive(+) effect of job resources on social worker’s job engagement is also statistically significant except only job autonomy. Third, the analytical results on the causal relationship between social worker’s burnout and turnover intention showed that positive(+) effect of social worker’s emotional burnout on social worker’s turnover intention is statistically significant. Fourth, the analytical results on the causal relationship between social worker’s job engagement and turnover intention showed that negative(-) effect of social worker’s job engagement like dedication and absorption on turnover intention is statistically significant. Fifth, the analytical results on the moderating effects of cyber social support and leader-member exchange showed that their moderating effects are all significant.

This study suggested some theoretical and policy implications on the base of this analytical results. First, this study is meaningful in that this study contributes to the study of job characteristics and cyber social support because there are not sufficient researches. Second, appropriate tasks need to be assigned to social workers in order to reduce social worker’s burnout by redesigning job demands like role overload, role ambiguity and role conflict. Third, the redesign of job resources is needed to raise social worker’s job engagement like dedication, passion and absorption. ie. Social workers should be empowered to be able to conduct tasks autonomously. Fourth, this study showed that cyber social support moderates the casual relationships among variables of this study. Therefore, social workers need sufficient cyber social support in order to reduce their turnover intention. Fifth, this study also showed that leader-member exchange moderates the casual relationships among variables of this study. Therefore, desirable leadership should be established to reduce social worker’s turnover intention.

Keywords : job-demand, job-resources, turnover intention, cyber social support, leader-member exchange