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1.
目的 探讨职业紧张相关因素对吸烟、饮酒行为的影响.方法 采用横断面研究方法对115名男性机车调度员进行调查,采用职业紧张测量工具测试职业紧张因素、人格特征、心理性紧张反应,调查吸烟饮酒行为.结果 工作负荷、工作紧张、特质焦虑、内控性、状态焦虑、躯体抱怨和每日紧张感高评分组吸烟率高于低评分组,技术利用程度、积极的应对方式、工作中的人际关系和自尊感高评分组吸烟率低于低评分组,差异均有统计学意义(P <0.05或P<0.01);工作负荷需求、A型行为、外控性、抑郁障碍、睡眠障碍及躯体抱怨高评分组饮酒率高于低评分组,社会支持、积极应对方式和自尊感高评分组饮酒率低于低评分组,差异均有统计学意义(P<0.05).多因素logistic回归分析结果显示,特质焦虑(OR=1.485)和躯体抱怨(OR =2.135)是引发吸烟行为的危险因素,而工作中的人际关系(OR =0.044)和决定自由度(OR=0.153)是减少吸烟行为的保护因素,外控性是引发饮酒行为的危险因素(OR=1.549).结论 职业紧张因素和不利于应对应激的人格特征以及由此引发的心理紧张反应可能会引起吸烟、饮酒行为的改变.  相似文献   

2.
职业紧张与心血管疾病危险因素的关系   总被引:20,自引:1,他引:19  
目的探讨职业紧张因素、个性特征和心理性紧张反应与心血管疾病危险因素的关系.方法采用横断面研究方法对93名铁路货运调度员进行研究,使用问卷法测试职业紧张因素、个性特征和紧张反应评分,分析血清中胆固醇、甘油三酯和糖化血红蛋白浓度,测定血压和心率.结果相关分析结果表明,社会支持评分与收缩压(r=0.22)和舒张压(r=0.30)呈正相关(P<0.05),工作满意感评分与收缩压(r=-0.37)、舒张压(r=-0.47)与血清甘油三酯浓度(r=-0.28)呈负相关(P<0.05),自尊感评分与收缩压呈负相关(r=-0.21,P<0.05).方差分析显示,不同社会支持因素评分组间舒张压[(78.5±13.1)、(83.6±8.2)、(88.1±12.3)、(85.8±9.8)mmHg]差异有显著性(P<0.05),工作难度评分组间身体肥胖指数差异有显著性(P<0.01),工作负荷评分组间收缩压[(110.1±20.5)、(112.4±12.9)、(129.1±19.7)、(125.2±15.1)mmHg]差异有显著性(P<0.05),各紧张易感性评分组间血清中胆固醇浓度[(4.96±1.18)、(5.39±0.85)、(5.00±1.15)、(4.374±0.91)mmol/L]、收缩压[(124.9±14.4)、(129.7±13.1)、(118.4±16.4)、(133.5±23.1)mm Hg]和舒张压[(85.5±11.3)、(87.0±9.8)、(80.1±10.1)、(88.9±12.0)mmHg]差异有显著性(P<0.05),竞争性评分组间收缩压和血清中糖化血红蛋白浓度差异有显著性(P<0.05).逐步回归分析结果表明,工作时间需求和消极应付策略对胆固醇有较大影响(R2>0.05),工作关系、工作难度、决定自由度、自尊感、焦虑特质和消极应付策略对吸烟预测方程的贡献较大(R2>0.05),A型行为的竞争性因子是心率的预测因子(R2=0.06).结论工作中的社会心理紧张因素可能与某些心血管危险因素有关.  相似文献   

3.
目的 初步探讨职业应激相关因素对睡眠的影响.方法 采用整群抽样方法,使用睡眠障碍、工作内容问卷和职业紧张测量工具对93名某铁路货运编组站男性调度员进行睡眠障碍和职业应激相关因素调查.结果 工作需求、工作紧张因素、抑郁症状、躯体症状、每日紧张感、工作心理控制源高水平组睡眠障碍评分高于低水平组,差异有统计学意义(P<0.01或P<0.05),而低决定自由度组睡眠障碍评分高于高水平组,差异有统计学意义(P<0.05).睡眠障碍评分与决定自由度、工作需求、工作紧张因素、心理卫生、抑郁症状、状态焦虑、躯体症状、每日紧张感、特质焦虑、应激易感性评分相关系数有统计学意义(P<0.01或P<0.05).低决定自由度、抑郁症状、每日紧张感和工作无意义是睡眠障碍的危险因素.结论 职业应激与睡眠障碍有关.  相似文献   

4.
紧张易感性与职业紧张关系的探讨   总被引:2,自引:0,他引:2  
[目的]探讨紧张易感性与职业紧张因素、紧张反应和有关个性特征因素之间的关系。[方法]使用多个职业紧张因素、紧张反应和个性特征量表对某铁路货运编组站93名男性调度员进行测试。对资料采用多元逐步回归分析、方差分析和相关分析。[结果]相关分析表明紧张易感性与某些紧张因素、紧张反应和个性特征因素间相关系数具有显著意义(P<0.05或P<0.01)。方差分析结果显示不同紧张易感性评分组间工作困难、心理卫生、抑郁症、焦虑状态、睡眠障碍、心身抱怨、每日紧张感评分、焦虑特性、生活态度、自尊感、工作心理控制源评分和收缩压、舒张压水平差异具有显著性 (P<0.05或P<0.01)。逐步回归分析结果显示紧张易感性分别进入了抑郁症、焦虑和每日紧张感的预测方程 ,且对方程总变异的解释均在25 %以上。[结论]提示紧张易感性对紧张因素和紧张反应存在着显著影响 ,高紧张易感性的个体对职业紧张因素的负性主观评价更多 ,其紧张反应更强烈、更多。  相似文献   

5.
工作心理控制源与职业紧张关系探讨   总被引:3,自引:0,他引:3  
为了证实工作心理控制源在职业紧张因素与紧张反应结局关系中的修饰作用, 采用职业紧张指标(OSI) 和工作心理控制源量表( WLCS) 对235 名管理人员进行了测试。结果发现引入WLCS及其因子评分增加了方程的R2 值, 引入WLCS及其因子评分与各紧张因素的乘积后, 多数有显著性意义的方程的R2 值均有较大增加, 在大多数有意义的方程中, 引入努力因子评分与各紧张因素的乘积增加的R2 值大于引入机遇因子及其与紧张因素乘积的贡献, 外控性强者与内控性强者各回归方程引入的显著性变量及变量对方程的贡献差别较大。提示工作心理控制源与紧张反应有关, 且对紧张因素- 紧张反应关系存在修饰作用, 努力因子的修饰作用大于机遇因子的作用  相似文献   

6.
目的探讨不同等级医院外科医生的职业紧张。方法采用流行病学调查方法,使用职业紧张测量工具测量职业紧张因素、紧张缓解因素和紧张反应,调查年龄、差别、文化程度、医院等级、周平均工作时间等一般情况。数据分别用χ2检验、方差分析、逐步回归模型进行分析。结果三甲医院外科医生组工作环境、工作冲突、行为方式得分高于二甲医院组,工作危险、工作前景、工作心理紧张源得分低于二甲医院组(P<0.05),缓解因素中提升与参与机会三甲医院组高于二甲医院组(P<0.05),紧张反应中工作满意感、心理卫生、心身症状得分三甲医院组高于二甲医院组(P<0.05)。逐步回归分析显示,三甲医院外科医生紧张反应的主要影响因素有社会支持、与工作无关活动、工龄、工作角色、工作危险、工作前景、性别、工作控制、工作环境、年龄、周平均工作时间;影响二甲医院外科医生紧张反应的主要因素有周平均工作时间、工作危险、工作环境、工作前景、工作角色、社会支持、提升与参与机会、工作控制、工作单调性、行为方式、工作需求、婚姻状况。结论不同等级医院外科医生职业紧张水平分布不同,应采取具有针对性的措施降低其职业紧张。 更多还原  相似文献   

7.
为探讨不同工种矿山救护队员职业紧张因素及紧张反应情况,本研究以568名矿山救护队员为研究对象,采用职业紧张测量工具测量不同工种职业紧张因素、缓解因素和个性特征、紧张反应。采用协方差和逐步回归分析方法对数据进行分析。结果显示,救援组与管理组比较,组内冲突、角色模糊、情绪平衡评分明显偏高(P<0.05),工作控制、任务控制、决策控制、工作责任、对人的责任、对事的责任、提升机会、参与机会、自尊感、信心充足评分明显偏低(P<0.05));救援组与后勤组比较,任务控制、A型行为、忍耐性行为评分显著偏低,工作单调性评分显著偏高(均P<0.05));救援组与井下保健组比较,工作冲突、组间冲突、工作控制、任务控制、决策控制、环境控制、工作危险性、角色模糊、药物使用频次评分显著偏低,参与机会评分明显偏高(均P<0.05));逐步回归分析显示,工种是心理卫生、心身症状、药物使用频次、抑郁症状的影响因素。各工种矿山救护队员职业紧张程度依次为:井下保健组、救援组、管理组、后勤组。  相似文献   

8.
某油田工人工作满意感及其影响因素分析   总被引:1,自引:0,他引:1  
目的 调查某油田工人工作满意感的状况及其影响因素.方法 采用职业紧张测量工具对某油田作业工人进行问卷调查.结果 <30岁组油田工人的工作满意感、工作组织满意感、工作本身满意感评分(分别为45.69±10.98、22.63±6.16、23.07±5.39)低于≥30岁组(分别为49.34±10.12、24.60±5.40、24.74±5.36),差异有统计学意义(P<0.01).不同工龄组间工作满意感的差异有统计学意义(P<0.05),工龄为5~10年的工人工作满意感得分最低,分别与工龄<5年和>10年两组比较,差异有统计学意义(P<0.05).油田工人的性别、受教育程度及婚姻状况对工作满意感无明显影响.工作满意感与心理卫生、工作心理控制源、应对策略、情绪平衡、社会支持的相关有统计学意义(P<0.01).以工作满意感为应变量,以个体统计学特征资料、职业应激因素、个性特征和应付策略变量为自变量进行逐步回归分析.结果 显示,工作心理控制源、情绪平衡、社会支持、心理卫生、应对策略5个变量进入了回归方程.结论 油田工人的工作满意感水平受年龄、工龄、社会支持等多种因素影响.  相似文献   

9.
职业紧张对睾酮和催乳素分泌的影响   总被引:4,自引:1,他引:3  
目的 探讨职业紧张对性激素睾酮和催乳素分泌的影响。方法 采用横断面研究方法对 93名铁路货运调度员进行调查 ,使用职业紧张测量工具测试职业紧张因素、个性特征和心理性紧张反应评分 ,采用放射免疫法分析血清中睾酮浓度 ,采用酶联免疫法分析血清中催乳素浓度。结果 方差分析显示 ,不同心理卫生、工作满意感、抑郁症和每日紧张感评分组间血清中催乳素浓度差异具有显著意义 (P <0 0 5或P <0 0 1 ) ,而其他紧张反应、职业紧张因素和个性特征评分组间血清中催乳素浓度差异均无显著意义(P >0 0 5 )。各职业紧张因素、紧张反应和个性特征评分组间血清中睾酮浓度差异均无显著意义(P >0 0 5 )。相关分析结果表明 ,血清催乳素浓度与心理卫生、抑郁症和每日紧张感评分呈显著正相关 ,与工作满意感评分呈显著负相关。血清中睾酮浓度与生活态度和外控性评分间呈显著负相关。年龄与血清中睾酮和催乳素浓度之间相关系数无显著意义 (P >0 0 5 ) ,婚姻状态与血清中睾酮浓度之间呈显著负相关 ,文化程度与血清中催乳素浓度之间呈显著正相关 (P <0 0 5 )。逐步回归分析表明 ,组织忠诚度、文化程度、心理卫生、应付策略和工作困难评分是血清催乳素浓度的预测因子 ,而自尊感和生活态度是血清睾酮浓度的预测因子。结  相似文献   

10.
目的 初步探讨海上石油钻井平台作业工人职业紧张反应和工作满意度现况.方法 应用职业紧张量表(OSI-R)的分量表——个体紧张反应问卷(PSQ)和工作满意度问卷进行紧张反应和工作满意度水平的评价.结果 (1)心理紧张反应得分研究组显著高于技术工人常模(P<0.01); (2)25岁~年龄段的紧张水平与< 25岁年龄段及≥35岁年龄段比较,得分有增高的趋势; (3)除躯体紧张反应外,有职业紧张反应组工作满意度评分均显著低于无职业紧张反应组(P<0.05); (4)总紧张反应及各子项与工作满意度间均呈负相关关系(P<0.01).结论 海上石油钻井平台作业工人的心理紧张反应突出,紧张反应越高,其工作满意度越低.  相似文献   

11.
This paper reports a study of 212 health care professionals that focuses on job characteristics as predictors of employee health. By means of covariance structure modelling (LISREL 8) we tested the interactive assumptions of the Karasek (1979) Job Demand-Control (JD-C) Model [Karasek, R.A., Jr., 1979. Job demands, job decision latitude, and mental strain: implications for job redesign. Administrative Science Quarterly, 24, 285-307.] using three different concepts of job demands (i.e. psychological job demands, physical demands and emotional demands) in combination with a more focused measure of decision latitude (i.e. job autonomy) to predict employee health (i.e. job satisfaction, job involvement, emotional exhaustion and psychosomatic health complaints). Controlling for gender and age, the results partly support the JD-C hypotheses by finding three out of twelve assumed interaction effects. More specifically, different outcome variables are predicted by different combinations of job autonomy with the three kinds of job demands, respectively. In conclusion, although we refute the central hypotheses of the JD-C model to a large extent, the current (interactive) findings are quite illuminating and will be discussed in the context of their theoretical and practical implications. Researchers as well as practitioners have to broaden their perspective on 'job demands' in health care work and need to focus on different kinds of job demands to capture the complexity of this work setting.  相似文献   

12.
Psychosocial work environment and mental health--a meta-analytic review   总被引:1,自引:0,他引:1  
OBJECTIVES: To clarify the associations between psychosocial work stressors and mental ill health, a meta-analysis of psychosocial work stressors and common mental disorders was undertaken using longitudinal studies identified through a systematic literature review. METHODS: The review used a standardized search strategy and strict inclusion and quality criteria in seven databases in 1994-2005. Papers were identified from 24,939 citations covering social determinants of health, 50 relevant papers were identified, 38 fulfilled inclusion criteria, and 11 were suitable for a meta-analysis. The Comprehensive Meta-analysis Programme was used for decision authority, decision latitude, psychological demands, and work social support, components of the job-strain and iso-strain models, and the combination of effort and reward that makes up the effort-reward imbalance model and job insecurity. Cochran's Q statistic assessed the heterogeneity of the results, and the I2 statistic determined any inconsistency between studies. RESULTS: Job strain, low decision latitude, low social support, high psychological demands, effort-reward imbalance, and high job insecurity predicted common mental disorders despite the heterogeneity for psychological demands and social support among men. The strongest effects were found for job strain and effort-reward imbalance. CONCLUSIONS: This meta-analysis provides robust consistent evidence that (combinations of) high demands and low decision latitude and (combinations of) high efforts and low rewards are prospective risk factors for common mental disorders and suggests that the psychosocial work environment is important for mental health. The associations are not merely explained by response bias. The impact of work stressors on common mental disorders differs for women and men.  相似文献   

13.
Li J  Yang W  Liu P  Xu Z  Cho SI 《Industrial health》2004,42(2):260-267
To evaluate the psychometric properties of the Chinese (mainland) version of Job Content Questionnaire (JCQ), this validation study was conducted in university hospitals among 193 men and 581 women health care workers. The Cronbach's alpha coefficients for decision latitude, psychological job demands and social support ranged from 0.56 to 0.82, which indicated that psychological job demands had lower internal consistency. The decision latitude displayed a negative correlation with psychological job demands and a positive correlation with social support. Exploratory factor analysis showed 3 meaningful factors that could explain the 3 theoretical dimensions of job strain model. Apart from some uncertainty over psychological job demands particularly, it is concluded that the Chinese (mainland) version of JCQ is a reliable and valid instrument for measuring job stressors, and is applicable to Chinese working population.  相似文献   

14.
This study explored the association between the two job-stress models, job-strain and effort-reward imbalance, and mental health outcomes in a working population exposed to major organizational changes. The cross-sectional study was based on 680 subjects, 504 men and 176 women. Psychosocial factors at work included: psychological demands, decision latitude, social support, effort, reward, and overcommitment. Mental health outcomes were depressive symptoms (CES-D) and psychiatric disorders (GHQ-12). Job strain, low decision latitude, effort-reward imbalance, and low reward (especially job instability) were found to be associated with depressive symptoms and/or psychiatric disorders among men. Overcommitment at work was a risk factor for both men and women. Social support at work played a role to reduce depressive symptoms for women. These findings emphasize the deleterious effects of psychosocial work environment on mental health during major organizational changes.  相似文献   

15.

Purpose

Research on the prospective association of job demands and job resources with work engagement is still limited in Asian countries, such as Japan. The purpose of the present study was to investigate the prospective association of job demands (i.e., psychological demands and extrinsic effort) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward), based on the job demands-control (JD-C) [or demand-control-support (DCS)] model and the effort-reward imbalance (ERI) model, with work engagement among Japanese employees.

Methods

The participants included 423 males and 672 females from five branches of a manufacturing company in Japan. Self-administered questionnaires, including the Job Content Questionnaire (JCQ), the Effort-Reward Imbalance Questionnaire (ERIQ), the nine-item Utrecht Work Engagement Scale (UWES-9), and demographic characteristics, were administered at baseline (August 2009). At one-year follow-up (August 2010), the UWES-9 was used again to assess work engagement. Hierarchical multiple regression analyses were conducted.

Results

After adjusting for demographic characteristics and work engagement at baseline, higher psychological demands and decision latitude were positively and significantly associated with greater work engagement at follow-up (β = 0.054, p = 0.020 for psychological demands and β = 0.061, p = 0.020 for decision latitude).

Conclusions

Having higher psychological demands and decision latitude may enhance work engagement among Japanese employees.  相似文献   

16.
This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performance Questionnaire, and demographic survey. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics, decision latitude (β=0.107, p=0.001) and extrinsic reward (β=0.158, p<0.001) were positively and significantly associated with job performance while supervisor support (β=−0.102, p=0.002) was negatively and significantly associated with job performance. On the other hand, psychological demands or co-worker support was not significantly associated with job performance. These findings suggest that higher decision latitude and extrinsic reward enhance job performance among Japanese employees.  相似文献   

17.
OBJECTIVES: To examine how health problems and psychosocial work characteristics are associated with having visited or not having visited the general practitioner (GP) in relation to work. METHODS: Baseline self-reported data of the Maastricht Cohort Study about fatigue at work were used to gather information about fatigue (Checklist Individual Strength), presence of at least one long-term disease, likelihood of having a mental illness (General Health Questionnaire), and psychosocial work characteristics (psychological job demands, decision latitude and social support at work, as measured with the Job Content Questionnaire). The cohort participants indicated having visited (VISITORS) or not having visited (NON-VISITORS) the GP in relation to work. Differences between these groups were measured by multiple logistic regression analyses. RESULTS: When compared with VISITORS and taking into account the influence of sociodemographic characteristics and mutual associations between reported health problems and psychosocial work characteristics, a lower percentage of NON-VISITORS reported at least one long-term disease and NON-VISITORS presented lower levels of fatigue and psychological job demands, and higher levels of decision latitude and social support at work. CONCLUSIONS: The results of this study indicate that NON-VISITORS reported fewer health problems and a more positive perception of their work environment than VISITORS did. Interrelationships between psychosocial work characteristics and health variables should be taken into consideration when studying their associations with visiting the GP in relation to work.  相似文献   

18.
Job strain and sickness absence among nurses in the province of Québec   总被引:4,自引:0,他引:4  
BACKGROUND: Using Karasek's job strain model, the objective of the study was to determine whether nurses exposed to job strain had a higher incidence of sick leave than nurses not exposed. METHODS: The design was longitudinal. Data on sick leave were collected for 1,793 nurses for a 20-month period: short-term leaves and certified sick leaves. The Job Content Questionnaire was used to measure psychological demands, job decision latitude, and social support at work. RESULTS: Short-term sick leaves were associated with job strain (incidence density ratio (IDR) = 1.20) and with low social support at work (IDR = 1.26). Certified sick leaves were also significantly associated with low social support at work (IDR = 1.27 for all diagnoses and IDR = 1.78 for mental health diagnoses). CONCLUSIONS: Our results support the association between job strain and short-term sick leaves. The association with certified sick leaves is also significant for subgroups of nurses with specific job characteristics. Social support at work, although associated with all types of sick leaves measured, does not modify the association between job strain and absence.  相似文献   

19.
Objective  To construct and evaluate the validity of a job-exposure matrix (JEM) for psychosocial work factors defined by Karasek’s model using national representative data of the French working population. Methods  National sample of 24,486 men and women who filled in the Job Content Questionnaire (JCQ) by Karasek measuring the scores of psychological demands, decision latitude, and social support (individual scores) in 2003 (response rate 96.5%). Median values of the three scores in the total sample of men and women were used to define high demands, low latitude, and low support (individual binary exposures). Job title was defined by both occupation and economic activity that were coded using detailed national classifications (PCS and NAF/NACE). Two JEM measures were calculated from the individual scores of demands, latitude and support for each job title: JEM scores (mean of the individual score) and JEM binary exposures (JEM score dichotomized at the median). Results  The analysis of the variance of the individual scores of demands, latitude, and support explained by occupations and economic activities, of the correlation and agreement between individual measures and JEM measures, and of the sensitivity and specificity of JEM exposures, as well as the study of the associations with self-reported health showed a low validity of JEM measures for psychological demands and social support, and a relatively higher validity for decision latitude compared with individual measures. Conclusion  Job-exposure matrix measure for decision latitude might be used as a complementary exposure assessment. Further research is needed to evaluate the validity of JEM for psychosocial work factors.  相似文献   

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