Socialinių darbuotojų profesinio perdegimo poveikis jų ketinimui išeiti iš darbo
Sarakauskaitė, Deimantė |
Recenzentas / Rewiewer |
Licencinė sutartis Nr. MRU-EDT-1901.
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This master’s thesis addresses the issue of how professional burnout experienced by social workers affects their turnover intention. The main research question of the study is: What is the impact of professional burnout among social workers on their turnover intention? The aim of the thesis is to assess the impact of professional burnout on social workers’ turnover intention. The objectives of the study are: 1) to analyse the concepts of professional burnout and turnover intention and to review the main theoretical perspectives related to these constructs; 2) to identify the theoretical interrelationships between professional burnout and turnover intention in the context of the social work profession; 3) to statistically assess the impact of professional burnout on social workers’ turnover intention. The thesis consists of three main parts. The first part examines the theoretical aspects of professional burnout and turnover intention, including the definitions of the constructs, key contributing factors, and their interrelationships. The second part presents the research methodology, substantiates the choice of a quantitative research strategy and the application of a questionnaire survey, describes the statistical data analysis methods, research ethics principles, and study limitations. Empirical data were analysed using the Statistical Package for the Social Sciences (SPSS). The following statistical methods were applied: descriptive statistics, Cronbach’s alpha coefficient, Kolmogorov–Smirnov and Shapiro– Wilk normality tests, ANOVA and t-tests, as well as correlation and regression analyses. The third part of the thesis presents the results of the empirical study. The findings revealed a strong correlation between professional burnout and turnover intention. Regression analysis showed that professional burnout explains 45.6% of the variance in turnover intention. In addition, ANOVA results indicated statistically significant differences between employee groups. Higher levels of burnout were found among younger social workers aged 25–34 compared to older employees (p = 0.019), among those with less than one year of work experience (p < 0.001), and among social workers who did not receive supervision (p < 0.001).