Abstract

This study examines job satisfaction at early career stages among new U.S. Master of Social Work (MSW) graduates. It explores (a) what factors were associated with job satisfaction, including organizational factors (interpersonal working environment and agency characteristics), educational preparation in the MSW program, and personal characteristics, and (b) whether organizational factors have more significant effects than other predictors. Eighty graduates of a northeastern MSW program were surveyed. Organizational factors, specifically interpersonal working environment (atmosphere and quality of working relationship, satisfaction with general supervision) and agency characteristics (worker’s perceived effectiveness of service delivery in the agency) were correlated with job satisfaction. Educational preparation, defined as graduates’ perceived level of attainment of competence, was correlated with job satisfaction. Regression analysis revealed that two organizational factors (atmosphere and quality of working relationship and effectiveness of service delivery) were more significant predictors than other characteristics. To help neophyte social workers better transition into the reality of the workplace, agency efforts to build positive working relationships with supervisors and coworkers are recommended. Workers’ confidence in the effectiveness of services should be enhanced through an emphasis on evidence-based practice. Further studies that develop measurements of early-stage worker competence and examine more diverse factors are recommended.

摘要

本研究调查了美国社会工作硕士 (MSW) 新毕业生在职业生涯早期阶段的工作满意度。它探讨了 (a) 哪些因素与工作满意度相关，包括组织因素（人际工作环境和机构特征）、MSW 计划中的教育准备和个人特征，以及 (b) 组织因素是否比其他预测因素具有更显着的影响. 对东北部 MSW 项目的 80 名毕业生进行了调查。组织因素，特别是人际工作环境（工作关系的气氛和质量，对一般监督的满意度）和机构特征（工人在机构中感知服务提供的有效性）与工作满意度相关。教育准备，定义为毕业生对能力的感知水平，与工作满意度相关。回归分析表明，与其他特征相比，两个组织因素（工作关系的氛围和质量以及服务提供的有效性）是更重要的预测因素。为了帮助新手社会工作者更好地过渡到工作场所的现实，建议机构努力与主管和同事建立积极的工作关系。应通过强调循证实践来增强工人对服务有效性的信心。建议进一步研究开发早期工人能力的测量方法并检查更多不同的因素。回归分析表明，与其他特征相比，两个组织因素（工作关系的氛围和质量以及服务提供的有效性）是更重要的预测因素。为了帮助新手社会工作者更好地过渡到工作场所的现实，建议机构努力与主管和同事建立积极的工作关系。应通过强调循证实践来增强工人对服务有效性的信心。建议进一步研究开发早期工人能力的测量方法并检查更多不同的因素。回归分析表明，与其他特征相比，两个组织因素（工作关系的氛围和质量以及服务提供的有效性）是更重要的预测因素。为了帮助新手社会工作者更好地过渡到工作场所的现实，建议机构努力与主管和同事建立积极的工作关系。应通过强调循证实践来增强工人对服务有效性的信心。建议进一步研究开发早期工人能力的测量方法并检查更多不同的因素。为了帮助新手社会工作者更好地过渡到工作场所的现实，建议机构努力与主管和同事建立积极的工作关系。应通过强调循证实践来增强工人对服务有效性的信心。建议进一步研究开发早期工人能力的测量方法并检查更多不同的因素。为了帮助新手社会工作者更好地过渡到工作场所的现实，建议机构努力与主管和同事建立积极的工作关系。应通过强调循证实践来增强工人对服务有效性的信心。建议进一步研究开发早期工人能力的测量方法并检查更多不同的因素。