中国知识型员工工作压力与工作投入关系

目的 从积极心理学的视角探讨员工个人特征和工作压力对工作投入的影响。方法 采用工作压力问卷和工作投入问卷对来自北京、上海和广州20多家企业的542名员工进行调查。结果 探索性因素分析和验证性因素分析表明,工作压力分为工作负荷、工作条件与工作要求、工作职责、组织倾向、角色压力5个维度,工作投入分为活力、专注与忠诚、组织支持感、效能感4个维度;方差分析表明,在工作压力的角色压力维度上存在明显的性别差异(t=2.27,P=0.02),在工作投入维度上差异无统计学意义;工作压力的组织倾向维度与工作投入呈负相关(r=-0.15,P<0.01);层次回归表明,控制了个体特征变量以后,来自组织倾向的压力对工作投入总体(β=-0.11,P<0.01)及其子维度活力(β=-0.11,P<0.01)、组织支持感(β=-0.14,P<0.01)和效能感(β=-0.11,P<0.01)仍有显著预测效应。结论 工作压力与工作投入存在负相关关系,男性和女性在工作投入上差异无统计学意义,男性员工的角色压力明显高于女性,来自组织倾向的压力能够有效预测个体的工作投入水平。

Effect of work stress on job involvement among knowledge workers in China

Objective To explore the effects of individual characters and work stress on job involvement.MethodsA total of 542 employees from 20 companies were tested with Employee Stress Scale and Job Involvement Scale.Results With factor analyses,we found that there were five dimensionalities for work stress,named workload,working conditions and requirement,responsibility,organizational climate,and role-stress;job involvement was composed of four dimensionalities:vigor,dedication and absorption,organizational support,and efficacy.There was a significant gender difference in role-stress(t=2.27,P<0.05).There was a significant correlation between organizational climate stress and job involvement(r=-0.154,P<0.01).With hierarchical multiple regression,we found that organizational climate stress could significantly predict job involvement(β=-0.11,P<0.01) and its sub-dimensions of vigor(β=-0.11,P<0.01),organization support(β=-0.14,P<0.01),and dedication and absorption(β=-0.11,P<0.01).Conclusion Male knowledge workers experienced more stress from work role identity.And there was a significant negative effect of work stressors on job involvement.