| Summary: | 碩士 === 國立屏東科技大學 === 社會工作系 === 99 === In circle of social work, turnover rate of social worker is high due to frequent manpower shortage, low salary, high working pressure, unrecognized professionalism and phenomenon of profession fault. Bad working conditions not only consume social workers’ passion and skill but also mean a penalty to their goodness. This paper makes a research on social workers’ organizational commitment and intention to stay, and thus to provide a reference for future social work development. After mailing questionnaires, this study recycles 355 valid questionnaires and gets following findings through a statistical analysis of data collected:
1. Variables of social workers’ basic information studied include marital status, number of children, work experience years, length of working in current organization, salary, position and target service groups. There is a significant difference relationship between “organizational commitment” and three organization characteristics variables: operation type, business area and institutionalized design.
2. Following variables of social workers’ basic information are studied: marital status, number of children, years of work experience, and target service groups. Significant difference relationship exists between “intention to stay” and three organization characteristics variables: operation type, business area and institutionalized design.
3. There is a significant difference relationship between organizational commitment and intention to stay. That is to say, social workers have a stronger intention to stay if their organizational commitment score is higher.
4. After investigating variables of social workers’ basic information including marital status, work experience years, salary and income, service attribute and position, this study finds institutionalized design, a variable of organization characteristics, can predict organizational commitment. When three aspects-social workers’ basic information, organization characteristics and organizational commitment-are incorporated into regression analysis, this study finds “organizational commitment” has mediating effect.
5. This study proposes to create social-worker-friendly working environment, value organizational commitment for the purpose of strengthening intention to stay, formulate human resource planning for social workers, increase diversified learning chances through job rotation, and improve working environment by institutionalized design. In this way, it is possible to protect social workers’ interests and enhance their performance in organizational commitment and intention to stay.
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