Lin Qiu-Hong, Jiang Chao-Qiang, Lam Tai Hing
Guangzhou Occupational Disease Prevention and Treatment Centre, Guangzhou NO. 12 Hospital, P.R.
J Occup Health. 2013;55(6):458-67. doi: 10.1539/joh.12-0287-oa. Epub 2013 Sep 10.
The aim of this study was to analyze the associations between occupational stress, burnout and turnover intention and explore their associated factors among managerial staff in Guangzhou, China.
This cross-sectional study recruited 288 managerial employees from a Sino-Japanese joint venture automobile manufacturing enterprise in Guangzhou. The questionnaire included questions about sociodemographic characteristics, smoking, drinking and physical activity and the Chinese versio ns of the Occupational Stress Indicator (OSI), Maslach Burnout Inventory (MBI), Eysenck Personality Questionnaire (EPQ), Simplified Coping Style Questionnaire (SCSQ) and Social Support Rating Scale (SSRS). The response rate was 57.6%. Stepwise regression analysis was performed to examine the associations between burnout and occupational stress and turnover intention and related factors.
The respondents had a high level burnout on the personal accomplishment subscale and had a high prevalence of turnover intention. Neuroticism, psychoticism, job satisfaction, occupational stress and social support were strong predictors of emotional exhaustion. Psychoticism, passive coping, occupational stress, objective support, utilization of support, male gender and job satisfaction were strong predictors of depersonalization. Active and passive coping and job satisfaction were strong predictors of personal accomplishment. Job dissatisfaction and emotional exhaustion were strong predictors of turnover intention.
High occupational stress and low job satisfaction were associated with high burnout, particularly in the emotional exhaustion and depersonalization dimensions. Low job satisfaction and high emotional exhaustion were associated with high turnover intention among employees. Personality traits, social support and coping style were also found to be associated with burnout.
本研究旨在分析中国广州管理人员的职业压力、倦怠与离职意愿之间的关联，并探究其相关因素。
本横断面研究从广州一家中日合资汽车制造企业招募了288名管理人员。问卷包括社会人口学特征、吸烟、饮酒和体育活动相关问题，以及职业压力指标（OSI）、马氏倦怠量表（MBI）、艾森克人格问卷（EPQ）、简易应对方式问卷（SCSQ）和社会支持评定量表（SSRS）的中文版。应答率为57.6%。进行逐步回归分析以检验倦怠与职业压力、离职意愿及相关因素之间的关联。
受访者在个人成就感分量表上倦怠程度较高，离职意愿的患病率也较高。神经质、精神质、工作满意度、职业压力和社会支持是情感耗竭的有力预测因素。精神质、消极应对、职业压力、客观支持、支持利用度、男性性别和工作满意度是去个性化的有力预测因素。积极和消极应对以及工作满意度是个人成就感的有力预测因素。工作不满意和情感耗竭是离职意愿的有力预测因素。
高职业压力和低工作满意度与高倦怠相关，尤其是在情感耗竭和去个性化维度。低工作满意度和高情感耗竭与员工的高离职意愿相关。人格特质、社会支持和应对方式也被发现与倦怠有关。
