The Relationship of Role conflict, Burnout, Cognition of Organization change and Intent to stay :The Moderating Effect of Social Support

• Main Authors: Naiwen Hsu, 許乃文
• Other Authors: Chien, Chun-Cheng
• Format: Others
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/05634405010643248049

碩士 === 南台科技大學 === 人力資源管理研究所 === 100 === This research aims to examine the effects of variables (role conflicts, job burnout, and organizational change) influencing the Social Services personnel’s intent to stay. With high social support as a moderator, it intends to evaluate whether role conflicts, job burnout, and awareness of organizational change lessen for the Social Services personnel so that the intent to stay increases. Questionnaire survey is carried out. the Social Services personnel from the Bureau of Social Affairs of Tainan City Government, its domestic violence prevention center, and its care service management center are involved in this study. 307 questionnaires are distributed with 249 usable questionnaires returned. The following are results. Both role conflicts and job burnout have a significant negative correlation to intent to stay. Awareness of organizational change, however, bears a significant positive correlation to intent to stay. Social support has no influence on role conflicts and intent to stay..The family support has an influence on burnout and intent to stay. That supervisory support has an influence on organizational change and intent to stay. That co-wokers to support has an influence on organizational change and intent to stay. Hopefully this research and its analysis will benefit the operation and management of the Social Services personnel human resources in the future. That social support has an influence on role pressure and burnout. Keywords：role conflicts, job burnout, organizational change, intent to stay, social support