职业应激对工作疲竭感影响的层次回归分析

目的探讨职业人群中工作疲竭感的影响因素。方法以456名教师与外企员工为研究对象,问卷评估工作疲竭感,同时运用工作要求-自主模式与付出-回报失衡模式问卷评估职业应激程度。运用层次多元回归分析工作疲竭感与个体拓征和职业应激程度之间的关系。结果工作疲竭感3个维度情感耗竭得分为19．70±8．92,人格解体得分为11．95±4．45,个体成就感降低得分为28．10±10．08。职业应激对工作疲竭感的3个维度影响不同。工作要求、工作付出、内在驱动均对情感耗竭呈正向作用,而工作自主性对情感耗竭呈负向作用。人格解体受个体的年龄、性别和受教育程度的明显影响；同时工作自主程度、工作回报及内在驱动影响人格解体得分。个人成就感得分与受教育程度及社会支持关系密切。结论工作疲竭感的预防需要降低职业应激程度,同时关注个体特征。

Hierarchical regression analysis for relationship between job stress and job burnout in Shanghai employees

OBJECTIVE: To identify related factors of job burnout in Shanghai employees. METHODS: Four hundred fifty-six employees in Shanghai were investigated in this study. Self-administered questionnaires were used to assess job burnout and job stress, based on Maslach Burnout Inventory and the Job Demand-Control model as well as Effort-Reward Imbalance Model. Hierarchical linear regression was employed to analyze the relationship of job burnout to personal characteristics and job stress. RESULTS: The indexes of three dimensions of job burnout were emotional exhaustion 19.70 +/- 8.92, depersonalization 11.95 +/- 4.45 and reduced personal accomplishment 28.10 +/- 10.08. Job stress was found to be affected differently in three dimensions of job burnout. Job demand, effort and over-commitment had positive impact on emotional exhaustion. Job control had a negative association with emotional exhaustion. There were significant relationship between depersonalization and age, sex and education of employees. Job control, reward and over-commitment affected the index of depersonalization. Education level and social support increased personal accomplishment index. CONCLUSION: It is necessary to reduce job stress and care about personal characteristics in preventing job burnout.