Organizational Career Management and job satisfaction of Chinese social workers in Mainland China

Abstract

In today’s Chinese social work environment, high social worker’s turnover is found and the retention of social worker is a prerequisite for a social work organization. Job satisfaction is one of the factors affecting the turnover of social workers. Generic job satisfaction scale (GJSS) and organizational career management questionnaire are used to measure job satisfaction of social workers and the existing organizational career management practices in an organization. Both English version of the two instruments are translated into Chinese version. The translated versions demonstrate acceptable reliability and validity. The implications of this study is to make recommendations to social work organizations concerning various staff career practices, for example, induction career planning workshops, job training, mentoring,supervision, job rotation, line management support etc. The theory Organizational Career Management can be theorized further, extended or adapted for the social work context in Mainland China.

1. Increase understanding of the current development of social work in China 2. Increase knowledge of Organizational Career Management theory in Chinese context 3. Increase understanding of the relationship between organizational career practices and job satisfaction