Gu Guizhen, Yu Shanfa, Zhou Wenhui
Henan Provincial Institute for Occupational Health, Zhengzhou 450052, China. Email:
Henan Provincial Institute for Occupational Health, Zhengzhou 450052, China.
Zhonghua Yu Fang Yi Xue Za Zhi. 2014 Apr;48(4):270-5.
To explore the influencing factors of job satisfaction among enterprise workers.
Between November, 2008 and June, 2009, 6 711 workers from 13 enterprises were recruited to this survey by cluster sampling method. Data about job satisfaction, occupational stressors, strains, coping strategy and social support were collected anonymously by using occupational stress instruments, job content questionnaire and effort-reward imbalance questionnaire.
Median (P25-P75) of job satisfaction scores was 40(34-46), which were separately (40.25 ± 7.59) and (38.57 ± 8.62) among female and male workers. The difference showed statistical significance (Z = 6.00, P < 0.01). The job satisfaction score was highest (41.44 ± 6.93) among administrative staff, but lowest (38.89 ± 8.79) among assistant workers. The difference showed statistical significance (χ(2) = 6.64, P < 0.01).Job satisfaction score of shift workers (38.47 ± 8.58) was significantly lower than that of non-shift workers(39.66 ± 8.10) (Z = 4.61, P < 0.01). The job satisfaction scores of workers with weekly job time ≤ 40 h, 41-50 h, 51-59 h and ≥ 60 h were separately (39.86 ± 8.25), (39.23 ± 8.20), (38.68 ± 8.44) and (37.01 ± 8.34). The difference showed statistical significance (χ(2) = 54.06, P < 0.01). Correlation analysis revealed that job satisfaction was positively related to technology utilize degree (r = 0.26, P < 0.01), free decision latitude(r = 0.32, P < 0.01), reward(r = 0.60, P < 0.01), positive affection (r = 0.45, P < 0.01), superior support(r = 0.49, P < 0.01) and coping strategy (r = 0.16, P < 0.01); however, negatively related to external effort(r = -0.33, P < 0.01), psychological demands (r = -0.34, P < 0.01), physical demands(r = -0.30, P < 0.01), negative emotions (r = -0.41, P < 0.01) and depressive symptoms (r = -0.44, P < 0.01). Multivariate logistic regression analysis showed that the risk of job dissatisfaction for workers with low reward was about three times as high as that for workers with high reward (OR = 3.44, 95%CI:2.95-4.01), risks of job dissatisfaction for workers with low negative emotions, high positive affection and social support were about two times as high as that for workers with low positive affection, high negative emotions and low social support, with the OR (95%CI) respectively at 2.42 (2.09-2.82), 2.28 (1.95-2.66) and 2.25 (1.94-2.62).
Occupational stress, individual features, health status, shiftwork system and work time had great effect on job satisfaction. The main measures of increasing job satisfaction were to improve rewards, increase superior support and decrease negative emotions.
探讨企业职工工作满意度的影响因素。
2008年11月至2009年6月，采用整群抽样法，选取13家企业的6711名职工进行调查。使用职业应激量表、工作内容问卷和付出-回报失衡问卷，匿名收集有关工作满意度、职业应激源、应激反应、应对策略和社会支持的数据。
工作满意度得分的中位数（P25-P75）为40（34-46），女性职工和男性职工的得分分别为（40.25±7.59）和（38.57±8.62）。差异具有统计学意义（Z=6.00，P<0.01）。行政人员的工作满意度得分最高（41.44±6.93），辅助工人的得分最低（38.89±8.79）。差异具有统计学意义（χ(2)=6.64，P<0.01）。倒班工人的工作满意度得分（38.47±8.58）显著低于非倒班工人（39.66±8.10）（Z=4.61，P<0.01）。每周工作时间≤40小时、41-50小时、51-59小时和≥60小时的职工工作满意度得分分别为（39.86±8.25）、（39.23±8.20）、（38.68±8.44）和（37.01±8.34）。差异具有统计学意义（χ(2)=54.06，P<0.01）。相关分析显示，工作满意度与技术利用程度（r=0.26，P<0.01）、自由决策空间（r=0.32，P<0.01）、奖励（r=0.60，P<0.01）、积极情感（r=0.45，P<0.01）、上级支持（r=0.49，P<0.01）和应对策略（r=0.16，P<0.01）呈正相关；而与外部付出（r=-0.33，P<0.01）、心理需求（r=-0.34，P<0.01）、生理需求（r=-0.30，P<0.01）、消极情绪（r=-0.41，P<0.01）和抑郁症状（r=-0.44，P<0.01）呈负相关。多因素logistic回归分析显示，低奖励职工工作不满意的风险约为高奖励职工的3倍（OR=3.44，95%CI：2.95-4.01），消极情绪低、积极情感高和社会支持高的职工工作不满意的风险约为积极情感低、消极情绪高和社会支持低的职工的2倍，OR（95%CI）分别为2.42（2.****-2.82）、2.28（1.95-2.66）和2.25（1.94-2.62）。
职业应激、个体特征、健康状况、倒班制度和工作时间对工作满意度有较大影响。提高工作满意度的主要措施是提高奖励、增加上级支持和减少消极情绪。
