某热电厂工人工作满意感与职业应激相关因素的关系

Relationship between job satisfaction and occupational stress in the workers of a thermal power plant

目的探讨热电厂工人工作满意感与职业应激相关因素的关系。方法采用整群抽样的方法对某热电厂875名工人进行调查，用职业应激测量工具、工作内容问卷和付出一回报失衡问卷等测试热电厂工人的工作满意感、职业应激因素、应激反应、个体特征、应付策略和社会支持。结果不同性别、文化程度、婚姻状况、吸烟和饮酒组间工作满意感评分比较，差异无统计学意义（P〉0．05）。不同年龄和工龄组间工作满意感评分比较，差异有统计学意义（P〈0．01）。相关分析结果表明，工作满意感与对人的责任、对事的责任、提升机会、决定水平、工作稳定性、回报、心理卫生、正性情感、自尊感、上级支持、同事支持和应对策略呈正相关（P〈0．01或P〈0．05），与角色模糊、角色冲突、工作前景未知性、工作需求、负性情感、抑郁症状和工作心理控制源呈负相关（P〈0．01或P〈O．05）。方差分析结果表明，工作满意感评分高组对人的责任、对事的责任、提升机会、决定水平、工作稳定性、回报、心理卫生、正性情感、自尊感和缓解因素评分明显高于工作满意感评分中等或低水平者（P〈0．01），而工作满意感评分高组角色模糊、角色冲突、工作前景未知性、工作需求、工作心理控制源和抑郁症状评分低于工作满意感中等或低水平者（P〈0．01或P〈O．05）。多因素logistic回归分析结果表明，低回报者发生工作不满意感的风险约为高回报者的4倍（OR=3．773），低社会支持和工作心理控制源外控者发生工作不满意感的风险是高社会支持和内控者的2倍多（OR值分别为2．419和2．219）。每日紧张感、低控制策略、低支持策略、低决定水平和负性情感均是工作不满意的危险因素（OR=I．125—1．790），而自尊感和正性情感可使工作不满意感发生的风险降低。结论增加工作中的决定水平、社会支持和应对策略、回报，减少角色冲突与模糊、工作需求、负性情感，可提高工人的工作满意感水平。

Objective To explore the relationship between job satisfaction and occupational stress in the workers of a thermal power plant. Methods The cluster sampling method was used to investigate 875 work- ers in a thermal power plant. The job satisfaction, occupational stressors, strains, personalities, meeting strategy and social support were measured using occupational stress instruments, job content questionnaire and effort-re- ward imbalance questionnaire. Results There were no significant differences of job satisfaction scores between different groups according to sex, educational level, marriage status, smoking and drinking （P〉O.05）. But there were significant differences of job satisfaction scores between different age groups or between different service length groups （P〈O.01）. The correlation analysis revealed that job satisfaction scores were related positively to responsibility for persons and things, promotion opportunity, job control, job stabilization, rewards, mental health, positive affectivity, self-esteem, superior support and coworker support scores （P〈0.05 or P〈0.01 ）, nega- tively to role ambiguity and conflict, job future ambiguity, job demands, negative affectivity, depressive symp- toms, patience, and mental locus of work control （P〈0.05 or P〈O.01 ）. The results of variance analysis indicated that the job relationship, responsibility for persons and things, promotion opportunity, job control, job stabiliza- tion, reward, mental health, positive affectivity, self-esteem and buffer scores of the workers with high job satis- faction scores were significantly higher than those of workers with moderate and lower job satisfaction scores （P〈 O.Ol）,but the role ambiguity and conflict, job future ambiguity, job demands, and depressive symptoms scores and mental locus of work control of the workers with high job satisfaction scores were significantly lower than those of workers with moderate and lower job satisfaction scores （P〈0.05 or P〈0.01 ）. The results of multivariate logistic regression analysis showed that the risk of job dissatisfaction for workers with low reward was about four times as high as that for workers with high reward （0R=3.773）, the risks of job dissatisfaction for workers with low social support and mental locus of external work control were about two times as high as that for workers with high social support or mental locus of internal work control （OR=2.419 and 2.219, respectively）. The daily life stress, low control strategy, low support strategy, low job control and negative affectivity were risk factors of job dissatisfaction （OR=1.125~1.790）, but the self-esteem and positive affectivity could reduce the risk of job dissatisfaction. Conclusion Increasing the decision level, social support, meeting strategy and reward or decreasing the role conflict and ambiguity, demands and negative affectivity could improve worker＇s job satisfaction level.