Gu Gui-zhen, Yu Shan-fa, Zhou Wen-hui
Henan Provincial Institute of Occupational Health, Zhengzhou 450052, China.
Zhonghua Lao Dong Wei Sheng Zhi Ye Bing Za Zhi. 2011 Dec;29(12):893-7.
To explore the relationship between job satisfaction and occupational stress in the workers of a thermal power plant.
The cluster sampling method was used to investigate 875 workers 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-reward imbalance questionnaire.
There were no significant differences of job satisfaction scores between different groups according to sex, educational level, marriage status, smoking and drinking (P > 0.05). But there were significant differences of job satisfaction scores between different age groups or between different service length groups (P < 0.01). 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), negatively to role ambiguity and conflict, job future ambiguity, job demands, negative affectivity, depressive symptoms, patience, and mental locus of work control(P < 0.05 or P < 0.01). The results of variance analysis indicated that the job relationship, responsibility for persons and things, promotion opportunity, job control, job stabilization, reward, mental health, positive affectivity, self-esteem and buffer scores of the workers with high job satisfaction scores were significantly higher than those of workers with moderate and lower job satisfaction scores (P < 0.01), 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 (OR = 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 approximately 1.790), but the self-esteem and positive affectivity could reduce the risk of job dissatisfaction.
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.
探讨火力发电厂职工工作满意度与职业压力之间的关系。
采用整群抽样法对某火力发电厂875名职工进行调查。使用职业压力量表、工作内容问卷和付出-回报失衡问卷对工作满意度、职业压力源、压力反应、个性、应对策略和社会支持进行测量。
不同性别、学历、婚姻状况、吸烟和饮酒情况的职工工作满意度得分差异无统计学意义（P>0.05）。但不同年龄组或不同工作年限组的职工工作满意度得分差异有统计学意义（P<0.01）。相关分析显示，工作满意度得分与对人对事的责任感、晋升机会、工作控制、工作稳定性、回报、心理健康、积极情感、自尊、上级支持和同事支持得分呈正相关（P<0.05或P<0.01），与角色模糊与冲突、工作前景模糊、工作要求、消极情感、抑郁症状、耐心和工作控制心理位点呈负相关（P<0.05或P<0.01）。方差分析结果表明，工作满意度得分高的职工其工作关系、对人对事的责任感、晋升机会、工作控制、工作稳定性、回报、心理健康、积极情感、自尊和缓冲得分显著高于工作满意度得分中等和低的职工（P<0.01），但工作满意度得分高的职工其角色模糊与冲突、工作前景模糊、工作要求和抑郁症状得分以及工作控制心理位点显著低于工作满意度得分中等和低的职工（P<0.05或P<0.01）。多因素logistic回归分析结果显示，回报低的职工工作不满意的风险约为回报高的职工的4倍（OR=3.773），社会支持低和工作控制心理位点为外部的职工工作不满意的风险约为社会支持高或工作控制心理位点为内部的职工的2倍（分别为OR=2.419和2.219）。日常生活压力、低控制策略、低支持策略、低工作控制和消极情感是工作不满意的危险因素（OR=1.125至1.790），但自尊和积极情感可降低工作不满意的风险。
提高决策水平、社会支持、应对策略和回报或减少角色冲突与模糊、工作要求和消极情感可提高职工的工作满意度水平。
