劳动合同关系和工作强度对幼儿教师领悟社会支持及心理幸福感的影响

Effect of employ contract relation and labor intensity on perception of social support and psychological well-being feeling in kindergarten teachers

目的:分析不同劳动合同关系和工作强度对幼儿教师领悟社会支持、心理幸福感的影响,为维护幼儿教师心理健康、优化教师队伍提供依据和参考。方法:以世界卫生组织生存质量测定量表简表和Ryff心理幸福感量表为调查工具,于2004-05/06采用分层整群取样的方法对河北省11所幼儿园437名教师进行问卷调查。其中领悟社会支持量表包含12个条目,分为家庭内部支持和家庭外部支持2个因子。得分越高,得到的社会支持程度越高。Ryff心理幸福感量表共84题,由自主性、掌握环境、个人成长、积极关系、生活目标、自我接纳6个因子构成。得分越高,心理幸福感水平越高。结果:共发放问卷493份,收回问卷462份,其中有效问卷437份。其中低、较低、较高、高工作强度分别为64,99,125,149名;正式工207名,临时工230名。①正式工领悟社会支持及家庭内部支持和家庭外部支持水平均显著高于临时工(66.84±0.64,64.00±0.85;23.32±0.30,22.10±0.40;43.51±0.45,41.90±0.60)。②劳动合同关系和工作强度在家外支持和社会支持总分方面都表现出了交互作用:低、较低、较高工作强度的正式工得分高于临时工,高工作强度临时工得分高于正式工。较低工作强度的正式工得分显著高于较高、高工作强度组。较低强度组正式工得分显著高于临时工。不同工作强度临时工感受家外支持、社会支持总分均没有显著差异。③正式工掌握环境幸福感水平显著高于临时工(60.90±0.55,58.99±0.73)。结论:正式工对领悟社会支持及其各因子的感受、掌握环境幸福感水平显著高于临时工。劳动合同关系和工作强度对家外支持和社会支持总分都表现出了交互作用。

AIM： To analyze the effect of different employ contract relation and labor intensity on the perception of social support and psychological well-being in kindergarten teachers, so as to provide evidence and reference for maintaining the mental health of kindergarten teachers and optimizing teachers＇ procession, METHODS： Totally 437 teachers, who were selected from 11 kindergartens in Hebei province by means of stratified clustered sampling, were investigated with WHO quality of life scale （WHO-QOL） and Ryff psychological well-being （PWB）. The perceived social support scale （PSSS） consisted of 12 items and included 2 factors of inside family support and outside family support. The higher the score of this scale, the more social support the teachers got, The scale of PWB had 84 items, consisted of 6 factors of autonomy, environmental mastery, personal growth, positive relation with others, purpose in life, self-acceptance. The higher the score of this scale, the higher that the level of psychological well-being the teachers got. RESULTS： Totally 493 questionanires were sent out, and 462 were collected back, 437 of them were effective, including 64, 99, 125 and 149 cases had low, relatively low and relatively high and high labor intensities; 207 cases of regular employees and 230 cases of irregular employees. （1） Regular employees＇ perception of social support, inside and outside family supports were all significantly higher than those of the irregular employees （66.84±0.64, 64.00±0.85; 23.32±0.30, 22.10±0.40; 43.51±0.45, 41.90 ±0.60）. （2） Employ contract relation and labor intensity interacted with each other on the terms of outside family support and social, support： Regular employees of low, relatively low and relatively high labor intensities had higher scores than the irregular employees, irregular employees of high labor intensity scored prominently higher than the regular ones. There was no prominent discrepancy among the irregular employees of different labor intensities on terms of perception of outside family support and social support. （3） Regular employees scored higher than the irregular ones in the level of environment control （60.90±0.55, 58.99±0.73）. CONCLUSION： Regular employees perception of social support and the level of environment control are much higher than those of the regular employees. Employ contract relation and labor intensity interact with each other and affect the total scores of outside family support and social support.