Drivkrafter i det sociala arbetet - En kvalitativ studie av socialarbetares motivation att arbeta inom socialtjänsten
(2025) SOPB63 20241School of Social Work
- Abstract
- This study examines the motivational factors influencing social workers and the role of leadership in shaping their work environment and engagement. Social work is characterized by emotionally demanding tasks, high workloads, and limited resources, making it crucial to understand what sustains social workers' motivation and well-being. The study is grounded in Herzberg's two-factor theory, and the Situational Leadership Theory, offering a robust framework for analysis. Data was collected through semi-structured interviews with social workers in various professional contexts. The interviews were analyzed to identify key themes related to motivation, leadership, and organizational support. The findings reveal that intrinsic factors such as... (More)
- This study examines the motivational factors influencing social workers and the role of leadership in shaping their work environment and engagement. Social work is characterized by emotionally demanding tasks, high workloads, and limited resources, making it crucial to understand what sustains social workers' motivation and well-being. The study is grounded in Herzberg's two-factor theory, and the Situational Leadership Theory, offering a robust framework for analysis. Data was collected through semi-structured interviews with social workers in various professional contexts. The interviews were analyzed to identify key themes related to motivation, leadership, and organizational support. The findings reveal that intrinsic factors such as autonomy, opportunities for professional growth, and a sense of purpose significantly enhance motivation. Conversely, extrinsic factors like workload, resource availability, and recognition also play pivotal roles. Leadership emerged as a critical component, with adaptive leadership styles fostering a supportive and sustainable work environment. The study highlights the importance of balancing job demands with adequate resources and emphasizes the need for organizations to invest in leadership development and resource allocation. Practical recommendations include creating structured support systems, enhancing opportunities for continuous learning, and fostering a culture of appreciation and feedback. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9182700
- author
- Johnsson, Ella LU and Albin, Maciej LU
- supervisor
-
- Carina Gallo LU
- organization
- course
- SOPB63 20241
- year
- 2025
- type
- M2 - Bachelor Degree
- subject
- keywords
- social work, motivation, leadership, Herzberg's two-factor theory, organizational support
- language
- Swedish
- id
- 9182700
- date added to LUP
- 2025-01-24 14:35:20
- date last changed
- 2025-01-24 14:35:20
@misc{9182700,
abstract = {{This study examines the motivational factors influencing social workers and the role of leadership in shaping their work environment and engagement. Social work is characterized by emotionally demanding tasks, high workloads, and limited resources, making it crucial to understand what sustains social workers' motivation and well-being. The study is grounded in Herzberg's two-factor theory, and the Situational Leadership Theory, offering a robust framework for analysis. Data was collected through semi-structured interviews with social workers in various professional contexts. The interviews were analyzed to identify key themes related to motivation, leadership, and organizational support. The findings reveal that intrinsic factors such as autonomy, opportunities for professional growth, and a sense of purpose significantly enhance motivation. Conversely, extrinsic factors like workload, resource availability, and recognition also play pivotal roles. Leadership emerged as a critical component, with adaptive leadership styles fostering a supportive and sustainable work environment. The study highlights the importance of balancing job demands with adequate resources and emphasizes the need for organizations to invest in leadership development and resource allocation. Practical recommendations include creating structured support systems, enhancing opportunities for continuous learning, and fostering a culture of appreciation and feedback.}},
author = {{Johnsson, Ella and Albin, Maciej}},
language = {{swe}},
note = {{Student Paper}},
title = {{Drivkrafter i det sociala arbetet - En kvalitativ studie av socialarbetares motivation att arbeta inom socialtjänsten}},
year = {{2025}},
}