Research Group Psychosomatic Rehabilitation, Charité University Medicine Berlin and the Rehabilitation Center Seehof, Teltow/Berlin 14513, Germany.
Occup Med (Lond). 2013 Sep;63(6):415-21. doi: 10.1093/occmed/kqt072. Epub 2013 Jun 15.
Job-anxiety, as distinguished from trait-anxiety, is associated with long-term sickness absence. The prevalence of job-anxiety within a working population is not known. Identifying individuals who would benefit from intervention might be useful.
To investigate job-anxiety in employees not undergoing treatment for mental health illness, firstly by assessing the level of job-anxiety and work-related avoidance tendencies in a working sample, and secondly by testing whether job-anxiety is distinguishable from trait-anxiety.
Cross-sectional survey of a convenience sample obtained through personal contact distribution. Employees from different professional settings completed an anonymous questionnaire and provided information on their employment status. The State-Trait-Anxiety Inventory (STAI-T) was used to measure trait-anxiety and the Job-Anxiety-Scale (JAS) was used to assess job (state) anxiety.
There was a 69% response rate (240 responses); 188 responses were available for analysis of whom 62% were women. There were no employees with high trait-anxiety. Ten employees (5%) reported increased job-anxiety and of these nine employees reported high 'tendencies of avoidance and workplace absence'. Avoidance was most often accompanied by the comorbid job-anxieties 'job-related social anxiety', 'fear of changes at work' and 'fears of existence', 'anticipatory' and 'conditioned' job-anxiety and 'panic symptoms'.
In this sample, self-reported job-anxiety appeared as a specific type of anxiety as opposed to trait-anxiety. In the workplace job-anxiety can present as job-avoidance and sickness absence and should be distinguished from trait-anxiety. In practice, employers and occupational health practitioners should be aware of those employees prone to sickness absence.
与特质焦虑不同，工作焦虑与长期病假有关。在工作人群中，工作焦虑的患病率尚不清楚。识别可能受益于干预的个体可能是有用的。
首先通过评估工作样本中的工作焦虑和与工作相关的回避倾向来调查未接受心理健康治疗的员工的工作焦虑，其次通过测试工作焦虑是否与特质焦虑区分开来。
通过个人联系分布获得便利样本的横断面调查。来自不同专业环境的员工完成了一份匿名问卷，并提供了他们的就业状况信息。使用状态-特质焦虑量表（STAI-T）测量特质焦虑，使用工作焦虑量表（JAS）评估工作（状态）焦虑。
回复率为 69%（240 份回复）；分析了 188 份回复，其中 62%为女性。没有高特质焦虑的员工。有 10 名员工（5%）报告工作焦虑增加，其中 9 名员工报告工作回避和缺勤“倾向高”。回避最常伴有共病工作焦虑“与工作相关的社交焦虑”、“对工作变化的恐惧”和“对生存的恐惧”、“预期”和“条件”工作焦虑和“恐慌症状”。
在这个样本中，自我报告的工作焦虑似乎是一种特定类型的焦虑，而不是特质焦虑。在工作场所，工作焦虑可能表现为工作回避和病假，应与特质焦虑区分开来。在实践中，雇主和职业健康从业者应该意识到那些容易病假的员工。
