近年来，党和国家高度重视民生保障与社会治理体系和治理能力现代化,为社会工作专业发展提供难得的机遇。社会工作因其服务理念和专业方法使人们对它的需求不断扩大，在国内一些城市,比如：北京、上海、广州、深圳等地，社会工作正逐渐渗入到城市的基层治理之中，愈加发挥着不容忽视的作用,社会各界对社会工作行业的关注逐渐提升。自2007年起，社会工作在深圳市蓬勃发展，然而也面临着一些矛盾和问题，其中尤为突出的便是居高不下的专业人才流失率。作为我国社会主义人才队伍建设的重要组成部分，社会工作专业人才在加强社会治理、缓和矛盾纠纷、维护社会安定等方面均发挥着十分重要的作用。因此，探索出一条防止“人才流失”,实现社会工作行业可持续发展的可行之路势在必行。

本文以生态系统理论为研究框架，选取P机构和Q机构为田野地点，通过深度访谈获取研究资料，梳理社会工作专业人才的流失现象。调查发现导致社会工作专业人才流失的主要原因体现在三个方面，个人方面体现在职业发展不完善与收入水平低；机构方面体现在组织文化缺失，制度不健全，管理不到位；社会方面体现在政策保障不健全、社会认知度不高、行业差异较大。进而提出维持社会工作专业人才稳定性的相应对策性建议：在完善社会福利体系中政府需要建立合理的薪酬激励体制、增加投资力度、增加公租房配置比例、完善相关政策保障制度；在健全机构制度中机构需要建立完备的晋升制度、健全人才培训制度、完善对外宣传制度；在提升自我发展中个人需要在工作过程中摆正心态、提高自身专业能力、得到家人支持。希望本论文对研究社会工作专业人才流失有实际的借鉴意义并能够促进社工机构和行业健康发展。

In recent years, the party and the state have attached great importance to the modernization of people's livelihood security and the governance capacity of the social governance system, providing a rare opportunity for the development of social work professions. Because of its service concepts and professional methods, social work has continuously expanded people’s demand for it. In some domestic cities, such as Beijing, Shanghai, Guangzhou, Shenzhen and other places, social work is gradually infiltrating the city’s grassroots governance, and it is becoming more and more effective. With a role that cannot be ignored, all sectors of society pay more and more attention to the social work industry. Since 2007, social work has been developing vigorously in Shenzhen, but it is also facing some contradictions and problems. The most prominent one is the high turnover rate of professional talents. As an important part of the construction of my country's socialist talent team, social work professionals play a very important role in strengthening social governance, easing conflicts and disputes, and maintaining social stability. Therefore, it is imperative to explore a feasible way to prevent the "brain drain" and realize the sustainable development of the social work industry.

This paper takes the ecosystem theory as the research framework, selects P and Q institutions as field locations, obtains research data through in-depth interviews, and sorts out the phenomenon of the loss of social work professionals. The survey found that the main reasons for the loss of social work professionals are reflected in three aspects. The personal aspect is reflected in the imperfect career development and low income level; the institution is reflected in the lack of organizational culture, the system is not sound, and the management is not in place; the social aspect is reflected in Policy guarantees are not sound, social awareness is not high, and industry differences are large. Then put forward corresponding countermeasures and suggestions to maintain the stability of social work professionals: in improving the social welfare system, the government needs to establish a reasonable salary incentive system, increase investment, increase the proportion of public rental housing, and improve related policy guarantee systems; improve the institutional system Chinese institutions need to establish a complete promotion system, a sound talent training system, and a perfect external publicity system; in the process of improving self-development, individuals need to put their mentality in the work process, improve their professional capabilities, and get support from their family members. It is hoped that this paper has practical reference significance for studying the brain drain of social work professionals and can promote the healthy development of social work organizations and industries.