本研究旨在探討公部門社會工作者於執行保護性業務時，所面臨的職業倦怠及其留任意願的影響。以研究新竹縣政府社會處保護服務科為研究對象，採用質性研究方法，透過深度訪談15位具不同職稱與年資的社會工作者，探討其在工作中所經歷的業務負荷、領導風格、組織政策、科層體制、人際關係、薪資待遇等因素，影響其職業倦怠程度與持續任職的意願。研究發現，高強度的案件負荷量、科層體制下的行政負擔、領導風格與組織支持不足及工作與生活難以平衡，均為造成職業倦怠的主要因素。相反的，若能提供明確升遷管道、友善職場氛圍及有效支持系統，則可有效提升社工的專業認同與留任意願。本研究建議政府機關應從組織結構與人力政策層面調整，強化對第一線社工之制度與情感支持，以維護其身心健康與提升服務品質。

This study aims to explore the job burnout experienced by public sector social workers while performing protection services and its impact on their willingness to remain in their positions. Using the Hsinchu County Government’s Department of Social Affairs as the research site, a qualitative approach was employed through in-depth interviews with 15 social workers in various positions and with different years of experience. The study examined how various work-related factors—including caseloads, leadership styles, organizational policies, bureaucratic structures, interpersonal relationships, and salary systems—contributed to job burnout and influenced retention intention. The findings indicate that high caseloads, administrative burdens under a bureaucratic system, unsupportive leadership, lack of organizational support, and difficulties in achieving work-life balance are major contributors to burnout. In addition, clear career advancement pathways, supportive workplace environments, and effective supervisory systems can enhance professional identity and increase retention willingness. Based on these findings, the study recommends that government agencies revise organizational structures and personnel policies to strengthen both institutional and emotional supporting mechanisms for frontline social workers, thereby safeguarding their well-being and improving the overall quality of social services.