职业压力对企业员工的身心健康和工作满意度影响的研究

【作者】 肖瑾；

【导师】 徐光兴；

【作者基本信息】 华东师范大学 ， 发展与教育心理学， 2002， 硕士

【摘要】 在过去的20多年里，职业压力问题一直是学者和管理人员特别感兴趣的研究课题。在众多的研究中，Karasek(1979)的工作需求-决策控制感(Job demand-Job control)应激模型颇受关注。本研究正是对Karasek工作应激模型在理论上进行进一步的验证和拓展。通过对上海市内300余位国企、外企和合资企业全职员工的调查，笔者试图探察工作环境中的应激因素是如何影响企业员工的身心健康和工作满意度的，以及个人差异在此过程中所起到的中介作用。研究结果显示： 1．工作需求和决策控制感对员工的身心健康和工作满意度有各自的显著性效应，但两者不存在交互作用。人际工作关系和组织结构虽然也是影响员工工作应激的重要因素，但只有组织结构对员工的工作满意度有显著性效应，而人际工作关系对员工的身心健康和工作满意度则都无明显效应。 2．根据个别差异的研究结果，社会支持和自我效能感不但可以缓解员工的工作应激状况、提高他们的身心健康水平并促进他们的工作满意度，而且两者之间还存在交互关系。当社会支持高而自我效能感低或社会支持低而自我效能感高时，员工反而更容易受到工作应激的影响而产生身心健康问题。 3．采用结构方程建模(SEM)的分析方法，将Karasek的工作需求-决策控制感模型拓展成为个人水平上的工作应激模型。该模型显示，工作应激因素通过影响企业员工的身心健康，进而降低员工的工作满意度。社会支持和自我效能感能够影响员工对应激刺激的认知评价和应对措施，从而在他们的应激反应中起到中介作用。 根据上述结果，企业管理者在激励员工时，不仅要注意权力下放，而且还要尽量营造一种民主平等的沟通氛围，让员工随时可以获得必要的社会支持，并增强员工的自信和自我效能感。这样做可以有效预防和缓解员工的工作压力，促进他们的身心健康，提高他们的工作满意度，并最终增强企业的市场竞争能力。更多还原

【Abstract】 The focus on the present study was to test and extend Karasek’s Job demands-control stress model appropriate for explaining the effects of psychological job stressors on job satisfaction via psychosomatic health. The study was carried out among 300 full-time employees in Shanghai. Below are the results:1. The high job demands and low control were significantly related with psychosomatic problems and low job satisfaction respectively. But there were no interactive effects between job demands and control. Poor organizational structure was positively related with low job satisfaction. However, poor job relationship had no main effects on psychosomatic health and job satisfaction.2. Social support and self-efficacy could influence the employees’ cognitive appraisal and coping strategies, then moderate the relationship between the job stressors-stress. Furthermore, there were interactive effects between social support and self-efficacy.3. The present job stress model with individual differences was tested through structural equation analysis (EQS). It indicated that job stressors spilled over into job satisfaction via psychosomatic health. Social support and self-efficacy, as moderators, could buffer the relationship between job stressor-stress.The implications for management practice are to give employees more control over their work, as well as promote their social support and self-efficacy, which can highly motivated them and improve their abilities of coping the job stressors.更多还原