The influence of work-family conflict on social worker job satisfaction

Abstract

Summary The current study employed the Stress-Strain-Outcome model to understand the structural process of work support, work-family conflict (WFC), burnout, and job satisfaction among Chinese social workers. Using structural equation modeling, we employed a survey dataset of 1,414 social workers to estimate how burnout mediated the influences of work support and WFC on job satisfaction. Findings The results revealed that WFC directly promotes all three dimensions of burnout (i.e., depersonalization, emotional exhaustion, and reduced personal accomplishment), and indirectly impairs job satisfaction through the partial mediation of emotional exhaustion and reduced personal accomplishment, net of role stresses or other demographic characteristics. Work support eased burnout and promoted job satisfaction. Applications We highlight that WFC is a noteworthy job stressor impairing social workers’ vocational health. Possible initiatives to promote social support and prevent such stressors are recommended.

Social Workers in Iceland in the Pandemic: Job Satisfaction, Stress, and Burnout

“…Such organizational support should provide a decent case load [25] and good working environment. In addition, supportive administration in terms of leadership and social environment is especially important in order to reduce stress [20,26]. Relevant intervention possibilities are also important to exist, since it can be a great stress for a social worker to have a case without being able to have quick access to relevant interventions, which were lacking in most cases in this study.…”

“…Social workers tend to work with clients who are likely to have experienced severe difficulties and trauma [24,40], and the difficulties experienced by both clients and social workers have increased even more during the pandemic [30]. Since nearly 90% of the social workers who participated in this study have experienced stressrelated symptoms, and one out of five of them had been away from their job because of burnout, it is important to provide organizational support in order to reduce the likelihood of severe stress symptoms and burnout [20]. Especially since poor working environment, poor social environment, and poor leadership predicted stress symptoms.…”

“…In addition, improper words or actions by leaders reduce trust and are likely to lead to the intention to leave the job [17]. A finding by Jia and Fu [20] showed on the other hand that support at work promoted job satisfaction and eased burnout, when social workers are faced with conflict with work and family responsibilities.…”