企业高层管理人员职业紧张状况研究进展
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摘要
企业高层管理人员属于高职业紧张人群,职业紧张不但会对自己的身心健康产生影响,还会对员工产生一定的影响,甚至给企业带来巨大的损失。通过总结国内外企业管理者职业紧张的研究方法、职业紧张现状、流行病学特征、职业紧张的危害、职业紧张相关影响因素、职业紧张的评定方法以及相关的干预措施,分析目前关于企业高层管理人员职业紧张研究存在的问题并提出改进建议,为企业高层管理人员职业紧张的干预研究提供参考。
Enterprise senior executives belonged to high occupational stress crowd,which not only affected their own physical and mental health,but also might produce some adverse impact on employees,and even brought huge loss to enterprises.This paper will make a brief summarization on the research methods,current situation,epidemiological characteristics,hazards of occupational stress,related influencing factors,evaluation methods of occupational stress and related intervention measures of enterprise senior executives in recent years,and analyze current problems about occupational stress and put forward some suggestions,and thereby provided some reference for the intervention research in occupational stress of enterprise senior executives.
Enterprise senior executives belonged to high occupational stress crowd,which not only affected their own physical and mental health,but also might produce some adverse impact on employees,and even brought huge loss to enterprises.This paper will make a brief summarization on the research methods,current situation,epidemiological characteristics,hazards of occupational stress,related influencing factors,evaluation methods of occupational stress and related intervention measures of enterprise senior executives in recent years,and analyze current problems about occupational stress and put forward some suggestions,and thereby provided some reference for the intervention research in occupational stress of enterprise senior executives.
引文
[1] GBZ/T 296—2017,职业健康名词术语[S].
[2] Montano D. Supervisor behaviour and its associations with employees'health in Europe[J]. International Archives of Occupational&Envi-ronmental Health,2016,89(2):289-298.
[3] Kalinna SA,Yushkova OI. The effect of social-psychological factors onthe development of occupational stress[J]. Fiziol Cheloveka,2015,41(4):44-52.
[4] Nyberg A,Leineweber C,Hanson LM. Gender differences in psycho-social work factors,work-personal life interface,and well-being amongSwedish managers and non-managers[J]. International Archives ofOccupational and Environmental Health,2015,88(8):1149-1164.
[5]姜兆权,张会君.护理人员心理授权、角色压力源与职业倦怠的关系[J].中华行为医学与脑科学杂志, 2016, 25(3):267-270.
[6]于斯文.国有企业中层管理者工作压力与管理策略研究[D].中国地质大学(北京),2016.
[7]申洋,蒋莹,娜荷芽,等.中国四城市部分职业人群职业紧张及影响因素分析[J].中国公共卫生,2018,34(2):199-203.
[8]吴怡娴.新疆高校实验技术人员的职业紧张、工作倦怠对工作满意度影响的研究[D].新疆医科大学,2016.
[9]高晓燕,刘继文.职业紧张与职业人群健康研究进展[J].新疆医科大学学报,2016(4):405-407,410.
[10]欧阳艳玲.民营企业中层管理人员薪酬满意度与职业倦怠关系研究[D].赣南师范学院,2015.
[11]唐立华,林益强,王援越,等.上海某中心城区社区女性干部心理健康现况调查[J].健康教育与健康促进,2017,12(5):417-419.
[12]彦廷鹤.工作心理控制源对工作绩效的影响:情绪与职业延迟满足的中介作用[D].哈尔滨师范大学,2017.
[13] Mortensen J,Dich N,Lange T,et al. Job strain and informal care-giving as predictors of long-term sickness absence:A longitudinalmulti-cohort study[J]. Scand J Work Environ Health,2017,43(1):5-14.
[14]李秀央,郭永松,张扬.付出-获得不平衡量表中文版的信度和效度[J].中华流行病学杂志,2006,27(1):25-28.
[15] Waszkowska M,Jacukowicz A,Drabek M,et al. Effort-reward bal-ance as a mediator of the relationship between supplementary person-organization fit and perceived stress among middle-level managers.[J]. International Journal of Occupational Medicine&EnvironmentalHealth,2017,30(2):305-312.
[16]李健,兰亚佳,王治明,等.职业紧张量表(OSI-R)信度与效度验证[J].中华劳动卫生职业病杂志,2001,19(3):190-193.
[17] Umanodan R,Shimazu A,Minami M,et al. Effects of computer-based stress management training on psychological well-being and workperformance in Japanese employees:A cluster randomized controlledtrial[J]. Industrial Health,2014,52(6):480-491.
[18] Michie S. Causes and management of stress at work[J]. Occup En-viron Med,2002,59(1):67-72.
[19]华钰洁,戴俊明.国外工作场所职业应激干预研究的文献分析[J].中华劳动卫生职业病杂志,2015,33(10):759-764.
[2] Montano D. Supervisor behaviour and its associations with employees'health in Europe[J]. International Archives of Occupational&Envi-ronmental Health,2016,89(2):289-298.
[3] Kalinna SA,Yushkova OI. The effect of social-psychological factors onthe development of occupational stress[J]. Fiziol Cheloveka,2015,41(4):44-52.
[4] Nyberg A,Leineweber C,Hanson LM. Gender differences in psycho-social work factors,work-personal life interface,and well-being amongSwedish managers and non-managers[J]. International Archives ofOccupational and Environmental Health,2015,88(8):1149-1164.
[5]姜兆权,张会君.护理人员心理授权、角色压力源与职业倦怠的关系[J].中华行为医学与脑科学杂志, 2016, 25(3):267-270.
[6]于斯文.国有企业中层管理者工作压力与管理策略研究[D].中国地质大学(北京),2016.
[7]申洋,蒋莹,娜荷芽,等.中国四城市部分职业人群职业紧张及影响因素分析[J].中国公共卫生,2018,34(2):199-203.
[8]吴怡娴.新疆高校实验技术人员的职业紧张、工作倦怠对工作满意度影响的研究[D].新疆医科大学,2016.
[9]高晓燕,刘继文.职业紧张与职业人群健康研究进展[J].新疆医科大学学报,2016(4):405-407,410.
[10]欧阳艳玲.民营企业中层管理人员薪酬满意度与职业倦怠关系研究[D].赣南师范学院,2015.
[11]唐立华,林益强,王援越,等.上海某中心城区社区女性干部心理健康现况调查[J].健康教育与健康促进,2017,12(5):417-419.
[12]彦廷鹤.工作心理控制源对工作绩效的影响:情绪与职业延迟满足的中介作用[D].哈尔滨师范大学,2017.
[13] Mortensen J,Dich N,Lange T,et al. Job strain and informal care-giving as predictors of long-term sickness absence:A longitudinalmulti-cohort study[J]. Scand J Work Environ Health,2017,43(1):5-14.
[14]李秀央,郭永松,张扬.付出-获得不平衡量表中文版的信度和效度[J].中华流行病学杂志,2006,27(1):25-28.
[15] Waszkowska M,Jacukowicz A,Drabek M,et al. Effort-reward bal-ance as a mediator of the relationship between supplementary person-organization fit and perceived stress among middle-level managers.[J]. International Journal of Occupational Medicine&EnvironmentalHealth,2017,30(2):305-312.
[16]李健,兰亚佳,王治明,等.职业紧张量表(OSI-R)信度与效度验证[J].中华劳动卫生职业病杂志,2001,19(3):190-193.
[17] Umanodan R,Shimazu A,Minami M,et al. Effects of computer-based stress management training on psychological well-being and workperformance in Japanese employees:A cluster randomized controlledtrial[J]. Industrial Health,2014,52(6):480-491.
[18] Michie S. Causes and management of stress at work[J]. Occup En-viron Med,2002,59(1):67-72.
[19]华钰洁,戴俊明.国外工作场所职业应激干预研究的文献分析[J].中华劳动卫生职业病杂志,2015,33(10):759-764.