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目的了解某合资企业员工的焦虑状态,深入探讨员工社会支持、自我效能及焦虑的关系。方法对武汉市某中外合资汽车制造企业所有635名员工进行问卷调查,调查内容包括社会人口学资料、焦虑自评量表(SAS)、一般自我效能感量表以及社会支持评定量表等。结果 1员工的焦虑平均得分为(40.26±6.74)分,显著地高于全国常模(P<0.01)。将SAS得分小于50分评定为正常范围,9.1%的员工处于焦虑状态。2不同接噪水平员工焦虑程度差异有统计学意义(P<0.05)。3员工焦虑与自我效能及社会支持呈显著负相关(P<0.01),而自我效能与社会支持呈显著正相关(P<0.01)。4多元线性回归结果显示,自我效能感在社会支持和焦虑之间都具有部分中介效应,中介效应占总效应的比例为13.9%。结论该企业应降低员工的接噪水平,做好职业防护,采取有针对性的措施增加员工的社会支持并提高员工的自我效能感觉,有助于减轻员工的焦虑程度。
Objective To understand the anxiety status of a joint venture employee and to explore in depth the relationship between employee social support, self-efficacy and anxiety. Methods A questionnaire survey was conducted on all 635 employees in a Chinese-foreign joint venture automobile manufacturing enterprise in Wuhan. The survey included socio-demographic data, self-rating anxiety scale (SAS), general self-efficacy scale and social support rating scale. Results 1 The average anxiety score of the staff was (40.26 ± 6.74) points, significantly higher than the national norm (P <0.01). The SAS score of less than 50 points as the normal range, 9.1% of employees in the anxiety state. There were significant differences in anxiety among employees with different noise levels (P <0.05). There was a significant negative correlation between anxiety and self-efficacy and social support (P <0.01), while there was a significant positive correlation between self-efficacy and social support (P <0.01). The results of multivariate linear regression showed that self-efficacy had partial mediation effect between social support and anxiety, and the proportion of mediation effect to total effect was 13.9%. Conclusion The enterprise should reduce the noise level of employees, do a good job in occupational protection, take targeted measures to increase employees ’social support and enhance employees’ sense of self-efficacy, and help reduce the anxiety of employees.