【作者】 徐丹；

【导师】 徐道稳；

【作者基本信息】 深圳大学 ， 社会工作（专业学位）， 2018， 硕士

【摘要】 深圳社会工作发展十余年来,社会工作者的人数在逐年增加,社会工作服务质量不断提升,服务范围不断拓宽,社工服务也获得了市民的广泛认可。然而由于社工薪酬福利普遍偏低、激励机制不完善、职业发展不通畅等多种原因的影响,深圳市社会工作者的流失率持续偏高。本文通过研究近些年深圳市社会工作者薪酬福利制度,调查了解深圳市社工服务机构薪酬福利机制及其运行情况,分析得出社会工作者薪酬福利制度存在的问题主要有薪酬福利水平偏低,与社会平均工资相差甚远;薪酬调整幅度小,绩效工资少,激励性低;社工职业发展道路窄,职级与薪酬等级梯度不明显;社工行业薪酬竞争力小,引进专业人才困难等四个方面。作者从政府和社工机构两方面分析产生这些问题的原因,政府方面一是政府购买服务标准相对较低,社工薪酬福利竞争力较小;二是缺乏合理的社工服务购买标准增长机制。机构运行方面一是对政府资金依赖严重,缺乏多元化资金来源渠道;二是职级与薪酬结构设计不合理,晋升机制不够完善;三是绩效考核不严格,津贴发放不公平。社会工作作为一个“助人自助”的行业,其行业性质就决定了社工的薪酬福利不会太高,但作为一门职业,需要保证社会工作者的基本生活质量和需求。目前的社工薪酬福利水平较低,对社会工作者的吸引力不足,激励措施不完善,难以维持社会工作者的工作及行业发展的稳定性。由此,作者试运用双因素理论、公平理论、期待理论这三个理论,从政府和社工机构两大主体的角度出发,提出建立合理的薪酬福利制度方案。政府要扩大政府购买资金投入,科学规划成本核算制度;设立合理的薪级体系,参照物价指数和平均工资进行调整;积极引导社会资金购买社工服务,扩大社工机构收入来源;加强社工职业资格认定,扩展社工职业发展路径;健全社会工作者激励机制,提高社工职业地位。社工机构要增强机构能力建设,注重专业化发展;探索开展有偿服务,扩充资金来源;改进职级与薪酬结构,扩大层级差别;设立合理的绩效考核与激励机制,激发社会工作者的工作积极性;增强社会工作者工作满足感,提升个人成长空间。更多还原

【Abstract】 It have be more than ten years since the development of social work in Shenzhen,the number of social workers has increased year by year,the quality of social work services has been continuously improved,the scope of social work has continued to expand,and social work services have also been widely recognized by the public.However,due to a variety of reasons,the loss rate of social workers in Shenzhen continues to be high.The reasons such as low social welfare pay and benefits,imperfect incentive mechanisms,and unsmooth career development.This paper studies the remuneration and welfare system of social workers in Shenzhen in recent years to investigate and understand the remuneration and welfare mechanism and operation of social workers in Shenzhen,and analyzes the problems in the remuneration and welfare system of social workers.The average wages are far apart from each other;pay adjustments are small,performance wages are low,and incentives are low;social workers have narrow career development paths;their ranks and pay scales do not have obvious gradients;social workers have little pay competitiveness,and the introduction of professionals is difficult.The author analyzes the causes of these problems from both the government and the social work organization.The first aspect of the government is that the government purchases service standards is relatively low,and the social worker compensation and benefits are more competitive;second,there is no reasonable standard growth mechanism for social service purchase.The first aspect of institutional operations is that it relies heavily on government funds and lacks sources for diversified sources of funds.Second,the design of ranks and salary structures is irrational,and the promotion mechanism is not perfect.Third,performance assessment is not strict and subsidies are unfairly distributed.Social work is an industry that helps people to help themselves,but as a profession,the basic quality of life and needs of social workers need to be guaranteed.The current level of social worker compensation and benefits is low,and it is not attractive to social workers,and incentives are not Perfection makes it difficult to maintain the stability of social workers.Therefore,the author tried to use the two theories of two-factor theory,fairness theory,and expectation theory to propose a reasonable remuneration and welfare system plan from the perspective ofthe two main bodies of the government and social workers.The government should expand the government’s investment in purchasing funds,scientifically plan the cost accounting system,establish a reasonable salary system,readjust the price index and average wages,and actively guide social funds to purchase social worker services to expand the source of income for social workers;strengthen social worker occupation qualifications.To expand the career development path of social workers;improve the incentive mechanism for social workers and increase the professional status of social workers.Social work institutions should strengthen institutional capacity building and pay attention to professional development;explore and develop paid services and expand funding sources;improve rank and salary structure and expand hierarchical differences;set up a reasonable performance assessment and incentive mechanisms to stimulate social workers enthusiasm;Enhance the job satisfaction of social workers and enhance personal growth.更多还原