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 isfound and the retention of social worker is a prerequisite for a social workorganization. Job satisfaction is one of the factors affecting the turnover of socialworkers. Generic job satisfaction scale (GJSS) and organizational career managementquestionnaire are used to measure job satisfaction of social workers and the existingorganizational career management practices in an organization. Both English versionof the two instruments are translated into Chinese version. The translated versionsdemonstrate acceptable reliability and validity. The implications of this study is tomake recommendations to social work organizations concerning various staff careerpractices, for example, induction career planning workshops, job training, mentoring,supervision, job rotation, line management support etc. The theory OrganizationalCareer Management can be theorized further, extended or adapted for the social workcontext in Mainland China.1. Increase understanding of the current development of social work in China2. Increase knowledge of Organizational Career Management theory in Chinesecontext3. Increase understanding of the relationship between organizational career practicesand job satisfactionDr. Kitty Mo was born in Hong Kong. In 2016, she joined the Caritas Institute ofHigher Education, where she served as the program leader of a social work degreeprogram. She has been involved in collaborative research projects financed bygovernment and university. Her research topics are social work supervision,management, organizational development, and special educational needs of children.