不同个体特征职工职业紧张和工作能力变化的研究

目的　探讨不同个体特征职工发生职业紧张和工作能力的变化。方法　采用职业紧张量表 (OSI R)和工作能力指数法 (WAI)测试 2 2 70例职工的职业紧张、紧张反应、应对资源和工作能力变化。结果　不同性别 :职业紧张、紧张反应男性高于女性 ,而应对资源女性高于男性 (P <0 0 1) ;而工作能力无显著性差异 (P >0 0 5 )。不同年龄 :≥ 5 0岁年龄段紧张程度较<30岁年龄段得分高 (P <0 0 5 ) ,而应对资源低于其他年齿 (P <0 0 5 ) ;工作能力随年龄增高呈下降趋势 (P <0 0 5 ) ,4 0岁年龄段开始下降明显。不同文化程度 :职业紧张、紧张反应及工作能力总均分有显著性差异 (P <0 0 1) ,大学及以上文化程度的主要紧张源是任务冲突及责任感 (P <0 0 5 )。不同婚姻状况 :职业紧张、应对资源及工作能力总均分有显著性差异 (P <0 0 5 ) ,已婚、离异职业任务及躯体、心理紧张反应显著高于未婚 (P <0 0 5 ) ,而应对资源未婚者显著高于已婚、离异 (P <0 0 5 )。工作能力分级为好者 ,紧张反应显著低 (P <0 0 5 ) ,而应对资源显著高 (P <0 0 5 )。工作能力与职业紧张、紧张反应呈明显负相关 (P <0 0 1) ,而与应对资源呈正相关 (P <0 0 1) ;职业紧张的主要影响因素有年龄、休闲、自我保健、社会支持、理性处事、

Appraisal of occupational stress and work ability

Objective This study was conducted to assess occupational stress and work ability. Methods A test of occupational stress and work ability was carry out with revised occupational stress inventory(OSI-R) and work ability index(WAI) for 2270 workers. Results (1) The occupational stress and strain in male was significantly higher than those in female, but self-care and social support in female werehigher than in male(P<0.01). The level of occupational stress, strain except interpersonal strain increased with age, while work ability decreased(P<0.05). (2) Among 6 items of occupational role questionnaire, the score of role boundary and responsibility were obviously higher in college education (P<0.05). The score of occupational role, psychological strain, physical strain was higher in maried, divorce than unmarried(P<0.05). (3) The score of occupational role, strain in good work ability category was significantly lower than others, but personal resources were higher(P<0.05). (4) The correlation of work ability and occupational stress, strain, personal resources were significant(P<0.01), occupational role and personal strain were positively correlated, both of which correlated negatively to the personal resources(P<0.01). (5) The major influential factors of personal strain were age, recreation, self-care, social support, rational/cognitive, role insufficiency, role ambiguity and role boundary.