Social Workers Management Based on Self-Efficacy
|School||Shanghai Jiaotong University|
|Keywords||Social Workers Self-efficacy Job Satisfaction Turnover Intention|
Social work for the purpose of helping people to help and the use of professional knowledge, theory and methods, the coordination of social relations, to prevent and solve social problems, to help individuals, groups and communities to restore, improve and develop social function in order to adapt to normal social life service activities. Widely distributed in social welfare, social assistance, community management, preferential treatment, philanthropy, disaster relief, adoption services and other areas, is an important force in modern social management and public service. To strengthen the ranks of social workers, the construction of a large-scale, reasonable structure, good quality social work personnel, is the urgent need to build a harmonious society. Self-efficacy theory is a new hot spot of recent decades, the field of psychology, psychology today that one of the most predictive validity of psychological qualities, its essence is the individual's self-confidence on the ability of some of their own behavior in a particular situation the extent that in the face of a specific activity task, you believe in yourself, or the extent to believe that they have the ability to complete the active task. With the deepening of this theory to solve practical problems through the application of the theory of self-efficacy research highlights important. In this paper, a district of Shanghai Social Workers as the object of study, the combination in the form of visits to research and questionnaire research, integrated use of literature research methods, survey research methods and empirical research methods, in-depth study of the current status of the work of the social work staff. On the one hand through meticulous research and interviews, in more detail, to learn the history of the building of the Shanghai social workforce and some of the key practices, through interviews and four case specific analysis of the current status of the work of social workers have the pay levels of understanding; On the other hand, through in-depth analysis and analysis, also found some of the major problems of their own existence in the social work staff, including the age structure is too large, the overall quality is low; big drop occupational prestige, increased space is limited; low, incentives assessment is not perfect; poor working environment, the workload is heavy. These problems have a direct impact on the social work staff attitude and enthusiasm for work, the performance of its lower job satisfaction and turnover intention. A series of studies have demonstrated that self-efficacy have a certain impact on job satisfaction and turnover intention. This paper further empirical research found that self-efficacy of social work staff promote their work satisfaction, that higher self-efficacy lead to higher job satisfaction; self-efficacy inhibit its turnover intention The role that higher self-efficacy leads to lower turnover intention. Therefore, by enhancing self-efficacy of social workers to strengthen the management team of social workers, to solve some problems of its own to improve their job satisfaction, regarded as a feasible way to reduce the turnover intention. The paper then combined with the actual situation of the research results and a district of Shanghai, social workforce management improvement countermeasures. Strengthen the talent introduction and training (introduction of the social worker has a professional background; strengthen the existing education and training of social workers) optimized job setting (perfect set of social jobs; effectively reduce the burden of social work staff positions), based on social identity strengthen advanced typical education (clear professional identity, enhance social identity; establish a good typical strengthen spiritual encouragement) to improve the incentive system (explore effective examination and evaluation system, establish a scientific and reasonable salary system), multiple angle corresponding recommendations.