随着我国社会基层治理不断趋向社区利益主体、利益诉求等多元化的治理格局，社区工作者逐渐成为社会治理的重要参与力量。但随着社区规模不断扩大，社区工作者工作内容愈发复杂，行政性工作逐渐增加，职责定位不明确，保障制度不健全等原因，使得社区工作者角色定位模糊、角色压力过大、工作满意度下降、职业倦怠严重，逐渐产生不良情绪，不利于社区工作者队伍稳定发展，也会阻碍我国社会基层治理现代化进程。

本研究基于资源保存理论和工作要求—资源模型，结合文献分析构建角色压力为自变量，职业倦怠为因变量，工作满意度为中介变量的理论框架，并提出研究假设。本研究选取定量研究方法，使用SPSS 25.0 和AMOS 24.0软件对《中国社会工作动态调查（CSWLS）》数据进行筛选和实证分析，验证社区工作者角色压力和工作满意度对其职业倦怠的重要影响。另外，使用PROCESS v3.3插件进行中介效应检验，验证社区工作者角色压力通过工作满意度这一中介变量对职业倦怠的影响机理。最后从政府、组织、个人三个层面提出建议，以减轻社区工作者角色压力，提高工作满意度，从而缓解职业倦怠，促进社区工作者人才队伍发展。

本文主要研究结论如下：（1）角色压力量表、工作满意度量表和职业倦怠量表均通过信度检验，并经过题项删减后具有良好效度；（2）年长的、或拥有低学历的、或已婚的社区工作者角色压力更小、工作满意度更高，其职业倦怠水平更低；不同性别、月薪和是否持有社会工作者资格证书仅在工作满意度上的差异性显著；（3）本文研究假设均成立：社区工作者角色压力对工作满意度有显著负向影响，对职业倦怠有着显著的正向影响；社区工作者工作满意度显著负向影响工作者职业倦怠；社区工作者工作满意度部分中介了角色压力对倦怠的影响，中介效应占总效应的19.62%，角色压力对职业倦怠的直接效应则占比80.38%。

为缓解社区工作者角色压力和职业倦怠，提高工作满意度，本文从政府、组织、个人三个层面提出建议。首先，从政府层面完善制度、法制等建设，促进社区工作者职业化发展。其次，从组织层面健全社区工作者保障制度，提升其工作满意度。最后，从个人层面提升自我调适能力，缓解其职业倦怠。

As the governance pattern of grassroots governance in China tends to be diversified community interest subjects and interest demands, community social workers gradually become an important participating force in social governance. However, with the continuous expansion of community scale, community social workers' role positioning, role stress, job satisfaction, job burnout and negative emotions are gradually generated due to the increasingly complex work content, increasing administrative work, unclear duty positioning and imperfect security system. This is not conducive to the stable development of community social workers, and will also hinder the modernization process of grassroots governance in China.

Based on conservation of resources theory and job demand-resource model, this study constructed a theoretical framework with role stress as independent variable, job burnout as dependent variable and job satisfaction as intermediate variable, and proposed research hypotheses. This study selects quantitative research methods, uses SPSS 25.0 and AMOS 24.0 to conduct screening and empirical analysis on the data from the Chinese Social Work Longitudinal Survey (CSWLS), and verifies the significant impact of role stress and job satisfaction on job burnout of community social workers. In addition, PROCESS V3.3 was used to test the mediating effect to verify the mechanism of role stress of community social workers on job burnout through job satisfaction. Finally, suggestions are put forward from the government, organizations and individuals to relieve the role stress of community social workers and improve their job satisfaction, so as to relieve their job burnout and promote the development of community social workers' talent team.

The conclusions of this study are as follows: (1) the role stress scale, job satisfaction scale and job burnout scale all passed the reliability test and had good validity after item deletion; (2) Older, less educated, or married community social workers have lower role stress, higher job satisfaction, and lower job burnout; Gender, monthly salary and social worker qualification certificates only have significant differences in job satisfaction; (3) The hypothesis of this study is verified: role stress of community social workers has a significant negative impact on job satisfaction and a significant positive impact on job burnout; Job satisfaction of community social workers has a significant negative impact on job burnout. Job satisfaction of community social workers partially mediated the effect of role stress on job burnout, the mediating effect accounted for 19.62% of the total effect, and the direct effect of role stress on job burnout accounted for 80.38%.

In order to alleviate the role stress and job burnout of community social workers and improve job satisfaction, this paper puts forward suggestions from the three levels of government, organization and individual. First of all, the government should constantly improve the system and legal system construction to promote the professional development of community social workers. Secondly, the organization should improve the security system of community social workers to improve their job satisfaction. Finally, individuals need to improve their self-adjustment ability to alleviate job burnout.