工作压力类型及其绩效和离职倾向差异分析——以大学教师为例

Types of Occupational Stress and Their Job Performance and Turnover Intention——Taking University Teachers As an Example

依据压力交互作用理论,结合939份问卷调查结果,从压力感和压力反应两个维度,把大学教师工作压力状况划分为高压力感、高压力反应等四种类型,综合分析压力源和压力反应对教师工作绩效和离职倾向产生的影响。结果表明高压力感对工作绩效的不同维度具有正向促进作用,而高压力反应对离职倾向则更具有预测力。这些结论不同于"高压力感造成了工作绩效下降和离职倾向升高"的传统观点。

According to the stress interaction theory and the results of 939 questionaires, four types such as high stress perception with high stress response are classified on university teachers＇ occupational stress. Based on these types study, it shows explicitly that teachers belonging to different occupational stress type manipulate different accountability and the turnover intention. The re- sults show that high stress perception on the different dimensions of job performance has a positive role in promoting,but high stress response has more predictive power on turnover intention. These conclusions are different from the traditional view that high stress perception resulted in decreased performance and increased turnover intention.