Main Chris, Glozier Nicholas, Wright Ian
University of Manchester, Manchester M20 3JQ, UK.
Occup Med (Lond). 2005 May;55(3):208-14. doi: 10.1093/occmed/kqi044. Epub 2005 Mar 30.
To examine the validity and accuracy of the HSE Management Standards Stress Tool.
A cross-sectional questionnaire was administered to employees of the occupational health and human resource departments of four of the Corporate Health and Performance Group organizations. The relationship between the six first-pass stress filter questions and self-rated health were examined using the General Health Questionnaire (GHQ12) and the Short Form. The relationship between the filter questions and objective work characteristics such as sickness absence, self-rated performance and job satisfaction was also examined.
Two hundred and thirty-five employees participated, giving an overall response rate of 68%. The study sample met the proposed HSE of 85 and 65% pass rates and would not normally progress to further analysis. Almost 40% of the group were above threshold on the GHQ12; 19% rated their work as very or extremely stressful. While the filters were highly specific, they were insensitive and at best detected for less than 40% of those with psychological or work stress. All but one of the filters had less than 50% positive predictive value for work stress and the majority of those identified by the filters did not consider themselves stressed, either overall or by work. Five of the filter questions were significantly associated with self-rated performance, three with absence and two with other objective work indicators.
Further developmental work on these filter questions is indicated. Use of work absence as a measure of the impact or 'cost' of stress may lead to a significant underestimation of the 'true cost' of psychosocial hazards in the workplace.
检验健康与安全执行委员会（HSE）管理标准压力工具的有效性和准确性。
对企业健康与绩效集团四个组织的职业健康和人力资源部门的员工进行了横断面问卷调查。使用一般健康问卷（GHQ12）和简表来研究六个初次压力筛选问题与自我评定健康之间的关系。还研究了筛选问题与诸如病假、自我评定绩效和工作满意度等客观工作特征之间的关系。
235名员工参与调查，总体回复率为68%。研究样本达到了健康与安全执行委员会提议的85%和65%的通过率，通常不会进入进一步分析。近40%的调查对象在GHQ12上高于阈值；19%的人认为他们的工作压力非常大或极大。虽然这些筛选问题具有高度特异性，但敏感性较低，最多只能检测出不到40%的存在心理压力或工作压力的人。除了一个筛选问题外，其他所有问题对工作压力的阳性预测值均低于50%，而且筛选出的大多数人并不认为自己总体上或工作上有压力。五个筛选问题与自我评定绩效显著相关，三个与缺勤相关，两个与其他客观工作指标相关。
表明需要对这些筛选问题做进一步的改进工作。将缺勤作为压力影响或“成本”的衡量标准可能会导致对工作场所心理社会危害“真实成本”的严重低估。
