사회복지관의 수퍼비전이 직무성과에 미치는 영향

다국어 초록 (Multilingual Abstract)

Social welfare centers solve or mitigate social issues by providing their clients with services to meet their welfare needs and bringing about changes in local community. In this regard, the work performance of social workers, who plan, produce and provide welfare services, not only has impact the clients’ quality of life, but also serves as a key factor in defining the welfare level of the Korean society. However, the government and welfare society only recently started the efforts to improve work performance of social workers with policy support and research, and in these series of efforts, it was reported that welfare center’s supervision and expertise have the biggest impact on improving social workers’ work performance. However, while the supervision and expertise commonly has influence on social worker’s work performance, the studies only focused on their direct relations with no consideration on the process and routes, resulting in limited suggestion on how to intervene to improve work performance.
This study aims to examine the relations between supervision and work performance of social workers, verify how much the expertise can improve their work performance and suggest detailed measure of improving work performance.
To this end, the researcher distributed written surveys to 250 social workers registered in 41 social welfare councils in South Cheolla province and Gwangju in Korea (14 in Gwangju and 27 in South Cheolla province.) The survey was conducted by personal visits or postal delivery for 3 months from February to April in 2013. Out of the 250 surveys distributed, 196 were returned and 182 were used for the final research, excluding the ones with lower credibility. The received data was analyzed by using SPSS statistics package (ver 18.0).
The summary of the analysis is as follows:
First, age has positive impact on work performance and its sub-factors (relation-building with clients, job performance and workload management, professional knowledge and professional techniques and attitude). In other words, the older social workers are, the higher their work performance and the sub-factors were. When it comes to academic background, social workers, who are in master’s course or have completed master’s or above, showed that their academic background have positive impact on their work performance, professional knowledge and attitude. In terms of the length of service, the longer social workers served, the better their workload management, professional knowledge and attitude was.
Second, the more they are experienced in supervision, the higher expertise social workers have, which in return improves their work performance.
Third, in relations between supervision and work performance, social worker’s professional expertise showed partial mediating effect. In more details, social worker’s professional expertise showed partial mediating effects in relations between supervision and relation-building with clients as well as social worker’s professional knowledge and attitude, while it showed full mediating effect in relations between supervision and workload management.
The results showed that supervision and social worker’s professional capability serve important roles in improving their work performance, and it also identified the route in which supervision has impact on the work performance with the mediating effect of social worker’s professional capability. The research suggests the following implications:
First, the perception toward supervision shall be improved in social welfare centers. In other words, it shall be recognized that proper supervision provided by supervisors in social welfare centers improves social workers’ work performance and promotes the roles of the welfare centers, and with this understanding in place, more proper and suitable supervision shall be provided in consideration of academic background and career experience of social workers.
Second, supervision shall be made a part of official policies on welfare organization to make sure they establish proper supervision system. To this end, government shall not only examine if welfare centers conduct supervision but also evaluate how professional supervision is conducted and include the results as an important part of evaluation criteria. In addition, the welfare centers themselves also should include supervision in their operation standard and provide needed support to make sure supervision is properly conducted.

Third, in order to improve social worker’s work performance, more theories and techniques on supervision, designed to improve social worker’s professional capability, shall be developed and distributed after they are verified in practice.
Fourth, social welfare centers shall provide support to help new social workers to secure necessary professional capability that fits their organization. The centers should also provide orientation sessions and field training to help the new social workers adjust themselves to the new working environment and understand the circumstance of social welfare service before they start working in centers.
Fifth, experience gained from the field is not enough to help supervisors provide necessary supervision to improve social worker’s professional capability. Therefore, it is imperative to provide policy and financial support in order to provide supervisors with education and field training, so that the supervisors can help their supervisees improve their capability in development, organizing, delivery, interpersonal relations and intervention.

목차 (Table of Contents)

• 제1장 서론 1
• 제1절 연구의 필요성 1
• 제2절 연구목적 5
• 제2장 이론적 배경 6
• 제1절 사회복지사의 직무성과 6
• 1. 사회복지사의 직무성과 개념 6
• 2. 사회복지사의 직무성과에 영향을 미치는 요인 11
• 제2절 수퍼비전과 직무성과 15
• 1. 사회복지 수퍼비전의 개념 15
• 2. 사회복지 수퍼비전의 기능 18
• 3. 수퍼비전과 직무성과 29
• 제3절 사회복지사 전문적 능력 31
• 1. 사회복지사 전문적 능력 개념 31
• 2. 사회복지사 전문적 능력에 영향을 미치는 요인 34
• 제3장 연구방법 35
• 제1절 연구가설 35
• 제2절 연구모형 36
• 제3절 측정도구 37
• 1. 독립변수 : 수퍼비전 37
• 2. 매개변수 : 사회복지사 전문적 능력 38
• 3. 종속변수 : 직무성과 39
• 제4절 설문지 구성 41
• 제5절 연구 대상 및 자료수집 방법 42
• 제6절 자료분석 방법 43
• 제4장 연구결과 45
• 제1절 조사대상자의 일반적 특성 45
• 1. 사회복지사의 인구사회학적 특성 45
• 2. 사회복지사의 근무관련 특성 47
• 제2절 각 변수들의 기술통계와 상관관계 49
• 1. 사회복지사가 지각하는 수퍼비전 경험, 직무성과 수준, 전문적 능력 수준 49
• 2. 사회복지사의 인구사회학적 특성에 따른 수퍼비전 경험과 직무성과 50
• 3. 주요변수들간의 상관관계 65
• 제3절 사회복지관 수퍼비전이 사회복지사 직무성과에 미치는 영향 67
• 1. 수퍼비전이 직무성과에 미치는 영향에 대한 회귀분석 67
• 2. 수퍼비전이 직무성과에 미치는 영향에 대한 위계적 회귀분석 71
• 제4절 사회복지관의 수퍼비전이 사회복지사 전문적 능력에 미치는 영향 83
• 제5절 사회복지사 전문적 능력이 사회복지사 직무성과에 미치는 영향 87
• 1. 사회복지사 전문적 능력이 직무성과에 미치는 영향에 대한 회귀분석 87
• 2. 사회복지사 전문적 능력이 직무성과에 미치는 영향에 대한 위계적 회귀분석 92
• 제6절 수퍼비전이 직무성과에 미치는 영향과 사회복지의 전문적 능력 매개 효과 검증 111
• 1. 수퍼비전과 수퍼비전 하위요인이 직무성과에 미치는 영향과 사회복지사 전문적 능력 매개효과 111
• 2. 수퍼비전과 수퍼비전 하위요인이 클라이언트 관계형성에 미치는 영향과 사회복지사 전문적 능력 매개효과 117
• 3. 수퍼비전과 수퍼비전 하위요인이 업무량관리 수준에 미치는 영향과 사회복지사 전문적 능력의 매개효과 123
• 4. 수퍼비전과 수퍼비전 하위요인이 사회복지사의 지식 및 전문가적인 태도 수준에 미치는 영향과 사회복지사 전문적 능력 매개효과 128
• 5. 매개효과의 유의성 검증 136
• 제5장 결론 및 제언 141
• 제1절 연구 결과 요약 141
• 1. 응답자의 일반적 특성에 따른 차이 142
• 2. 사회복지관 수퍼비전 경험과 사회복지사 전문적 능력이 직무성과에 미치는 영향 142
• 3. 수퍼비전이 직무성과에 미치는 영향과 사회복지사 전문적 능력의 매개효과 검증 143
• 제2절 제언 144
• 1. 사회복지관의 수퍼비전 실천과 정책을 위한 제언 145
• 2. 후속연구를 위한 제언 149
• 참고문헌 151
• 설 문 지 159