国有企业女职工工作压力的实证研究
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摘要
本文以枝江市国有企业女职工为调查对象，通过问卷调查和个案访谈方式分析了国企女职工的压力特点、压力源与压力反应相互关系、以及压力管理的现状，并在此基础上提出压力的个人与组织管理策略。
研究表明：第一，目前我国国企女职工所承受的主要压力是工作量超载压力、工作危机压力、工作与家庭冲突压力、薪酬压力、工作环境、工作时间与工作自主性压力；而所承受的次要压力是工作角色压力、组织的结构与倾向压力、职业发展压力和工作难度超载压力。从国企女职工压力特点可以看出，她们除了要应对职业本身的挑战外，还要克服家庭和事业的矛盾以及社会经济转型带来的工作压力。
第二，压力反应方面：国企女职工消极压力反应处于中下等水平，(其中：生理反应较大，心理反应次之，行为反应最小)。在与组织有关的几个重要因子方面，不满工作的压力反应水平最高，其次是离职倾向，最后是工作出错。
第三，容易产生压力的12种压力源都与压力反应呈显著相关关系，其中，工作自主性差与压力反应呈负相关关系，而其它11种压力源与压力反应表现出显著正相关关系，各种压力源与压力反应的相关程度存在差异。
第四，国企女职工在压力的个人管理方面存在着较大缺陷，压力管理方式的选择是出于本能的自我缓解需要而进行的，没有理论指导。而国有企业作为一个组织在帮助员工进行压力管理方面的作用也是微乎其微的，没有专门针对女性员工的压力管理措施。因此，个人在压力管理方面应树立自信心、增强抗压能力、合理安排时间、积极寻求社会支持、形成健康的生活方式、及时进行心理咨询。在组织层面上应消除或减少具有消极压力的工作源(如改善企业工作环境和条件、合理安排工作负荷)、提高国企女职工工作压力应对能力、帮助国企女职工缓解与释放压力等。
Taking the state-owned firm's female workers of Zhijiang as research object,, collecting the materials by the methods of the questionnaire investigation and case interview, this paper analyzes the character of job stress of state-owned firm's female workers, and the correlation between job stressor and pressure reaction.. Then combining of stress management, we raise some pertinence management tactics for state-owned firm's female workers s and their organizations.
The study indicates that first, state-owned firm's female workers' primary work pressure is the pressure of overlaod of workload, work crisis, The work-family conflict, salary, work environment and work time; subordinate work pressure is the pressure of work role, career and achievement, organization structure and climate and overload of work difficulty. According to the character of job stress, besiding stress focus on intrinsic to the job, state-owned firm's female workers also have stress on work-family conflict and transformation of society and economy.
Secondly, the degree of negative pressure reaction is low(the degree of physiology reaction is highest, then is mental reaction, the degree of behavior reaction is lowest). And the degree of pressure reaction of job dissatifition is highest, then is job turnover, the degree of job mistake is lowest
Thirdly, all job stressors have obvious relaition with pressure reaction. Among them, relaition between work independence and pressure reaction is negative correlation; the relaition between other stressors and pressure reaction is positive correlation. The related degree between various of stressors and pressure reaction is different.
The fourth, state-owned firm's female workers are short of technique in stress management. Which stress management method to used is follow the principle of instinct, but not the guide of theory. The state-owned firm's don't adopt any measure to help their femail workes lessen stress. From individual side of stress management, female workers should set up confidence, strengthen their ability to resist stress, reasonable arrange their time, get more social support, formate a health life style and go to psychology doctor if need. From Organizational side of stress management, the organization should cancel exterminate or diminate job stressor that can cause negative pressure reaction (for example, improvement of work environment and condition, reasonable arrangement of workload), strengthen their femail workers ability to resist stress, help femail workers to alleviate and release their stress.
研究表明：第一，目前我国国企女职工所承受的主要压力是工作量超载压力、工作危机压力、工作与家庭冲突压力、薪酬压力、工作环境、工作时间与工作自主性压力；而所承受的次要压力是工作角色压力、组织的结构与倾向压力、职业发展压力和工作难度超载压力。从国企女职工压力特点可以看出，她们除了要应对职业本身的挑战外，还要克服家庭和事业的矛盾以及社会经济转型带来的工作压力。
第二，压力反应方面：国企女职工消极压力反应处于中下等水平，(其中：生理反应较大，心理反应次之，行为反应最小)。在与组织有关的几个重要因子方面，不满工作的压力反应水平最高，其次是离职倾向，最后是工作出错。
第三，容易产生压力的12种压力源都与压力反应呈显著相关关系，其中，工作自主性差与压力反应呈负相关关系，而其它11种压力源与压力反应表现出显著正相关关系，各种压力源与压力反应的相关程度存在差异。
第四，国企女职工在压力的个人管理方面存在着较大缺陷，压力管理方式的选择是出于本能的自我缓解需要而进行的，没有理论指导。而国有企业作为一个组织在帮助员工进行压力管理方面的作用也是微乎其微的，没有专门针对女性员工的压力管理措施。因此，个人在压力管理方面应树立自信心、增强抗压能力、合理安排时间、积极寻求社会支持、形成健康的生活方式、及时进行心理咨询。在组织层面上应消除或减少具有消极压力的工作源(如改善企业工作环境和条件、合理安排工作负荷)、提高国企女职工工作压力应对能力、帮助国企女职工缓解与释放压力等。
Taking the state-owned firm's female workers of Zhijiang as research object,, collecting the materials by the methods of the questionnaire investigation and case interview, this paper analyzes the character of job stress of state-owned firm's female workers, and the correlation between job stressor and pressure reaction.. Then combining of stress management, we raise some pertinence management tactics for state-owned firm's female workers s and their organizations.
The study indicates that first, state-owned firm's female workers' primary work pressure is the pressure of overlaod of workload, work crisis, The work-family conflict, salary, work environment and work time; subordinate work pressure is the pressure of work role, career and achievement, organization structure and climate and overload of work difficulty. According to the character of job stress, besiding stress focus on intrinsic to the job, state-owned firm's female workers also have stress on work-family conflict and transformation of society and economy.
Secondly, the degree of negative pressure reaction is low(the degree of physiology reaction is highest, then is mental reaction, the degree of behavior reaction is lowest). And the degree of pressure reaction of job dissatifition is highest, then is job turnover, the degree of job mistake is lowest
Thirdly, all job stressors have obvious relaition with pressure reaction. Among them, relaition between work independence and pressure reaction is negative correlation; the relaition between other stressors and pressure reaction is positive correlation. The related degree between various of stressors and pressure reaction is different.
The fourth, state-owned firm's female workers are short of technique in stress management. Which stress management method to used is follow the principle of instinct, but not the guide of theory. The state-owned firm's don't adopt any measure to help their femail workes lessen stress. From individual side of stress management, female workers should set up confidence, strengthen their ability to resist stress, reasonable arrange their time, get more social support, formate a health life style and go to psychology doctor if need. From Organizational side of stress management, the organization should cancel exterminate or diminate job stressor that can cause negative pressure reaction (for example, improvement of work environment and condition, reasonable arrangement of workload), strengthen their femail workers ability to resist stress, help femail workers to alleviate and release their stress.
引文
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[5] 蒋永萍．关注劳动力市场中的性别平等．妇女研究论丛[J]，2003(3)，51-52
[6] 鸥阳和霞．回顾中国现代历史上‘妇女回家’的四次争论．妇女研究[J]，2003(5)，58-61
[7] 周由强．评析单身女子经济．社会[J]，2003(3)，54-55
[8] 陈捷．组织中的工作压力来源及其管理．北京工商大学学报(社会科学版) [J]，2005(3)，34-38
[9] 郭靖．《国营企事业单位工作压力量表》的初步编制．中国健康心理学杂志[J]，2005(5)，329-330
[10] 舒晓兵，廖建桥．工作压力研究：一个分析的框架．华中科技大学学报(人文社会科学报) [J]，2002(5)，121-124
[11] 杨帆．高学历员工工作压力应对方式的实证研究．职业时空[J]，2005(12)，52-54
[12] 裴晨，刘秋颖．工作压力的组织应对策略．辽宁大学学报(哲学社会科学版)[J]，2004(5)，72-76
[13] 赵更申，雷巧玲．工作压力对工作效率的影响研究．山东社会科学[J]，2006(2)，93-95
[14] 于文宏，李焰．工作压力研究综述．沈阳教育学院学报[J]，2006(1)，67-70
[15] 杨青．从心理层面看性别角色差异对女性的影响．社会[J]，2004(1)，54-55
[16] 张莉莉．女大学教师与工作相关的压力源研究．清华大学教育研究[J]，2003(8)，44-50
[17] 朱从书，申继亮，刘加霞．中小学教师职业压力源研究．现代中小学教育[J]，2002(3)，50-54
[18] 潘锦棠．经济转轨中的中国女性就业与社会保障．妇女研究[J]，2003(1)，47-56
[19] 刘继同．妇女与福利：女性主义福利理论评介．妇女研究[J]，2003(6)，19-24
[20] 刑占军，张友谊，唐正风．国有大中型企业职工满意感研究．心理科学[J]，2001(2)，191-193
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[23] 罗晓杰．缓解教师职业压力，关注教师身心健康．中国教育学刊[J]，2003(9)，19-21
[24] 舒晓兵．管理人员工作压力源及其影响．统计研究[J]，2005(9)，29-35
[25] 刘璞，谢家琳，井润田．国有企业员工工作压力与工作满意度关系的实证研究．中国软科学 [J]，200(12)，121-126
[26] 任文举．企业员工压力管理探索．兰州商学院学报 [J]，2004(6)，90-95
[27] 徐世勇．我国科技工作者工作压力状况的实证分析与启示．生产力研究[J]，2004(12)，117-118
[28] 郭伏，刘丽丹．员工工作压力及其管理对策研究．车间管理[J]，2005(4)，13-15
[29] 陈志霞，廖建桥．知识员工工作压力源的主成分因素结构分析．工业工程与管理[J]，2005(4)，26-30
[30] 张新灵．社会支持、控制感在工作压力模型中的作用机制研究．同济大学管理学硕士学位论文，2006
[31] 刘玉新，张建卫．高层管理者的工作压力、社会支持及二者关系研究[J]．南开管理评论，2005(6)，9-16
[32] 许小东．工作压力系统中的个性缓冲变量研究综述．人类工效学[J]，2005(2)，66-68
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[34] 江历明．企业员工工作压力管理研究．福建论坛人文社会科学版[J]，2006(12)，34-35
[35] 景怀斌．传统中国文化处理心理健康问题的三种思路．心理学报[J]，2002(3)，327-332
[36] 张祥俊，曹新锋．经济学视角中的企业组织员工压力．商场现代化[J]，2007(1)，320-321
[37] 李鸿，姜永贵．国有企业在岗职工制度行为问题分析．长白学刊[J]，2006(4)，129-131
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[2] 石林．职业压力与应对．北京：社会科学文献出版社 [M]，2005，1-2
[3] 张建卫．论工作压力与自我调控．心理学 [J]，2003(5)，19-21
[4] 张莉，冯江平．女性的人格双性化与职业发展．社会心理科学[J]，2002(3)，22-24
[5] 蒋永萍．关注劳动力市场中的性别平等．妇女研究论丛[J]，2003(3)，51-52
[6] 鸥阳和霞．回顾中国现代历史上‘妇女回家’的四次争论．妇女研究[J]，2003(5)，58-61
[7] 周由强．评析单身女子经济．社会[J]，2003(3)，54-55
[8] 陈捷．组织中的工作压力来源及其管理．北京工商大学学报(社会科学版) [J]，2005(3)，34-38
[9] 郭靖．《国营企事业单位工作压力量表》的初步编制．中国健康心理学杂志[J]，2005(5)，329-330
[10] 舒晓兵，廖建桥．工作压力研究：一个分析的框架．华中科技大学学报(人文社会科学报) [J]，2002(5)，121-124
[11] 杨帆．高学历员工工作压力应对方式的实证研究．职业时空[J]，2005(12)，52-54
[12] 裴晨，刘秋颖．工作压力的组织应对策略．辽宁大学学报(哲学社会科学版)[J]，2004(5)，72-76
[13] 赵更申，雷巧玲．工作压力对工作效率的影响研究．山东社会科学[J]，2006(2)，93-95
[14] 于文宏，李焰．工作压力研究综述．沈阳教育学院学报[J]，2006(1)，67-70
[15] 杨青．从心理层面看性别角色差异对女性的影响．社会[J]，2004(1)，54-55
[16] 张莉莉．女大学教师与工作相关的压力源研究．清华大学教育研究[J]，2003(8)，44-50
[17] 朱从书，申继亮，刘加霞．中小学教师职业压力源研究．现代中小学教育[J]，2002(3)，50-54
[18] 潘锦棠．经济转轨中的中国女性就业与社会保障．妇女研究[J]，2003(1)，47-56
[19] 刘继同．妇女与福利：女性主义福利理论评介．妇女研究[J]，2003(6)，19-24
[20] 刑占军，张友谊，唐正风．国有大中型企业职工满意感研究．心理科学[J]，2001(2)，191-193
[21] 阎世俊．工作压力研究给我们的启示．中国劳动科学[J]，1996(4)，46-49
[22] 陈朝阳，陈树林．少数民族初中学生压力源调查．心理科学[J]，2001(4)，439-441
[23] 罗晓杰．缓解教师职业压力，关注教师身心健康．中国教育学刊[J]，2003(9)，19-21
[24] 舒晓兵．管理人员工作压力源及其影响．统计研究[J]，2005(9)，29-35
[25] 刘璞，谢家琳，井润田．国有企业员工工作压力与工作满意度关系的实证研究．中国软科学 [J]，200(12)，121-126
[26] 任文举．企业员工压力管理探索．兰州商学院学报 [J]，2004(6)，90-95
[27] 徐世勇．我国科技工作者工作压力状况的实证分析与启示．生产力研究[J]，2004(12)，117-118
[28] 郭伏，刘丽丹．员工工作压力及其管理对策研究．车间管理[J]，2005(4)，13-15
[29] 陈志霞，廖建桥．知识员工工作压力源的主成分因素结构分析．工业工程与管理[J]，2005(4)，26-30
[30] 张新灵．社会支持、控制感在工作压力模型中的作用机制研究．同济大学管理学硕士学位论文，2006
[31] 刘玉新，张建卫．高层管理者的工作压力、社会支持及二者关系研究[J]．南开管理评论，2005(6)，9-16
[32] 许小东．工作压力系统中的个性缓冲变量研究综述．人类工效学[J]，2005(2)，66-68
[33] 黄红．工作压力影响因素及因素相互关系的探讨．暨南大学应用心理学硕士学位论文，2003
[34] 江历明．企业员工工作压力管理研究．福建论坛人文社会科学版[J]，2006(12)，34-35
[35] 景怀斌．传统中国文化处理心理健康问题的三种思路．心理学报[J]，2002(3)，327-332
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