IT职员工作-家庭冲突与职业枯竭的关系

目的:探讨工作家庭冲突和职业枯竭的关系.方法:采用问卷法调查了249名IT职员.结果:分层回归分析的结果显示.在控制了人口统计学变量之后,工作家庭冲突所解释的方差变异量,在情绪衰竭、去人性化和成就感低落三个维度上分别增加了44%、25%和16%.结论:工作家庭冲突可有效地预测职业枯竭.     

工作家庭冲突研究综述

工作家庭冲突可以理解为由于个体要承担来自工作和家庭两方面的责任,因此造成的两方面压力在出现矛盾时产生的一种角色交互冲突.本文从工作家庭冲突的概念、相关研究、实践策略和以往研究的局限等方面进行总结,并在此基础上探讨了未来的研究趋势.     

工作家庭冲突与麻醉医师工作倦怠及工作满意度的关联性研究

目的 探讨工作家庭冲突对麻醉医师工作倦怠的影响,并检验工作满意度的中介作用。方法 采用网络问卷调查法收集数据。采用描述性统计分析、Pearson相关性分析及多元阶层线性回归分析法检验变量之间的关系及中介效应。结果 工作家庭冲突对麻醉医师工作倦怠（β=0.240, P＜0.01）具有显著的正向影响,对工作满意度（β=-0.282, P＜0.01）具有显著的负向影响。工作满意度在二者之间扮演了完全的中介作用。结论 工作家庭冲突显著降低麻醉医师的工作满意度,进而导致他们出现工作倦怠症状。因此,工作家庭冲突对麻醉医师的工作及生活会产生不利影响。     

临床医生工作要求—资源量表编制及对工作—家庭冲突的影响

目的 初步编制一套临床医生的工作要求—资源测量量表,检验其信度和效度,并探究工作要求—资源模型对工作—家庭冲突的影响。方法 通过问卷调查法收集数据,采用内部一致性信度检验和探索性因子分析检验量表的信度和效度,采用多元阶层线性回归分析方法检验变量之间的相互关系。结果 工作要求—资源量表包含2个维度下的14个测量条目,工作要求、工作资源和整体量表的格朗巴赫一致性系数分别为0.882、0.787和0.773,量表具有良好的结构效度和预测效度,工作要求对工作—家庭冲突（β= 0.445,P＜0.01）具有显著的正向预测作用,工作资源对工作—家庭冲突（β= -0.270,P＜0.01）具有显著的负向预测作用。结论 临床医生工作要求—资源量表具有良好的信效度,同时,较高的工作要求会更容易引发医生的工作—家庭冲突,而高水平的工作资源则会有效缓冲他们的工作—家庭冲突。     

三江源区人兽冲突现状分析

本研究整理了2015-2016年三江源区曲麻莱县、治多县和囊谦县的人兽冲突记录,并对主要肇事物种和人兽冲突的时间分布、地点分布以及受损类型的分布进行了统计分析。结果显示:(1)主要肇事野生动物依次为狼(978起,64.13%)、棕熊(117起,7.67%)、雪豹(5起,0.33%)和野牦牛(3起,0.20%),其余422起冲突(27.67%)未记录肇事野生动物;(2)人兽冲突时间分布不稳定,其高发期在不同年份不同地区都有所不同,总体来看,每年的1月、2月和12月棕熊和狼引起冲突较少,高峰期通常为6-9月;(3)从地区分布看,人兽冲突热点区域是曲麻莱县和治多县,特别是曲麻莱县秋智乡和麻多乡,治多县治渠乡、多彩乡、立新乡和扎河乡,曲麻莱县和治多县交接区域是人兽冲突高发区,囊谦县人兽冲突整体相对较轻;(4)从受损类型看,对牛的攻击和伤害是最主要的受损类型(749次,79.94%),明显多于对羊(56次,5.98%)和马(24次,2.56%)造成伤害的冲突,以及对房屋和家具等其它财产造成破坏的冲突(108起,11.53%)。本研究结果为三江源生态保护和国家公园建设制定更有效的预防和缓解人兽冲突的措施等提供了可靠依据。     

从高山到河谷：德钦藏药植物资源的多样性及利用

为探讨复杂生境条件下,藏药植物资源的多样性和利用现状,选取云南迪庆藏族自治州西北部澜沧江、金沙江河谷;梅里雪山、白马雪山山区和高寒山区展开了藏药植物资源调查。结果表明：该地区使用的藏药资源丰富,共调查到药用植物144种,隶属于63科,126属;资源利用方式以野生采集为主（64%）,人工栽培为辅（25%已开展栽培,11%正试验栽培）;部分资源存在资源枯竭问题（26%）。统计分析表明：从河谷到山区、高寒山区,各海拔梯度的植物资源均有较多使用,但使用的资源类群不同;随海拔高度上升,植物资源易濒危,难栽培,栽培开展受恶劣环境的抑制,受资源枯竭推动,易形成先枯竭、后栽培的不合理开发模式;资源使用过度、植物种群恢复能力弱、采集伤害重是天然资源枯竭的相关因素。应针对上述问题,制定适合特殊生境条件下藏药资源特点的开发策略。     

医院专职科研人员职业初期离职相关因素分析

?????? 目的 探讨医院专职科研人员职业初期离职的相关因素，为采取有针对性的控制措施提供理论依据。方法 深入访谈和对既往资料进行回顾性分析。结果 薪酬、个人发展、工作家庭冲突和工作经历是医院专职科研人员职业初期离职的相关因素。结论 今后要关注医院专职科研人员的绩效工资，强调薪酬公平；为医院青年科研人员提供更多学习深造的机会；加大对医院青年科研人员的关心和帮助。     

高校心理咨询工作者枯竭的原因及预防

枯竭会影响高校心理咨询工作者的工作绩效和身心健康,本文针对高校心理咨询工作的现状,从个人特征、当事人特征、工作特征三个方面分析了高校心理咨询工作者枯竭的原因,并提出了一些预防措施。     

青海省人与藏棕熊冲突现状、特点与解决对策

人与野生动物冲突会造成重大经济损失,甚至造成人员伤亡,不利于野生动物的保护。藏棕熊主要分布于我国西部地区,与当地居民的冲突具有与大型食肉动物冲突的典型特点。2012-2015年我们对青海省人与藏棕熊冲突172起案件进行了统计分析,同时采用分层访谈法对86户牧民做了人与藏棕熊冲突调查,以期了解该省人与藏棕熊冲突现状,掌握冲突发生的特点和规律,探讨冲突发生的内在原因。研究结果显示：(1) 全省人与藏棕熊冲突案件集中发生在玉树州和海西州,其中玉树州治多县和曲麻莱县冲突最为严重;(2) 每年6-9月为冲突高发期,藏棕熊冬睡期的2月及11月也有发生;(3) 藏棕熊伤害类型主要表现为损毁房屋构件、取食房屋内储存的粮食以及造成人身伤亡;(4) 大部分受访者认为当地人与藏棕熊冲突事件严重,政府应以货币的形式对野生动物伤害给予适当补偿;(5) 目前牧民普遍采取的防熊措施效果并不理想。我们建议加强牧民游牧期间对房屋巡护、加固工作,建议撤户并村,妥善安置过冬食物与饲料,积极开展野生动物伤害补偿工作;同时建议进一步加强对藏棕熊的科学研究,为缓解人熊冲突现象提供科学理论依据。     

重庆市土地利用冲突多尺度时空演化与多情景演化模拟

土地利用冲突是区域土地开发利用过程中存在的客观问题,对区域经济社会发展和生态安全具有重要影响。识别、测度区域土地利用冲突,明晰其时空演化格局,有助于优化区域土地利用结构,促进土地资源的可持续利用。以重庆市为例,基于景观格局构建了土地利用冲突测度模型,从县域、镇域以及格网3个尺度全面和系统地分析了1995-2020年重庆市土地利用冲突的时空演化特征,并耦合多目标规划(Multi-Objective Programming,MOP)-斑块生成土地利用变化模拟模型(Ptach-generating Land Use Simulation,PLUS)模拟了重庆市2030年不同发展情景下土地利用冲突格局。结果表明:(1)1995-2020年重庆市县域、镇域与格网不同尺度下的土地利用冲突格局具有较大相似性,不同尺度的土地利用重度冲突区主要分布在重庆中心城区及周边地区,区县建成区。土地利用一般冲突区主要分布于渝东南和渝东北地区。研究期内土地利用冲突有所加剧,其中土地利用重度冲突区占比增加了3.09%。(2) 1995-2005年重庆市土地利用冲突区主体位于乡村地域,但冲突程度较低,随着工业化、城市化进程及人口的集聚,2005年后土地利用冲突热点区域的城市地域集聚效应显著,城市及周边地区土地利用冲突区面积和土地利用冲突度均显著提升。(3) 区域土地利用冲突空间格局不仅受到了人为经济社会活动的驱动影响,在空间格局上受自然生态环境基底影响显著,其中地形地貌的限制加剧了土地利用重度冲突区。(4)不同发展情景模拟中经济优先发展情景下土地利用冲突最为严重,生态优先发展情景下土地利用冲突最小,可持续发展情景兼顾了经济和生态发展的用地需求,土地利用冲突强度处于中间范围,但区域发展总福利最大,是未来区域发展路径最优选择。     

SHIFTWORK,WORK-FAMILY CONFLICT AMONG ITALIAN NURSES,AND PREVENTION EFFICACY

Shiftwork may be a demanding situation because it raises problems for reconciling work and nonwork activities; as such, this conflict may be mitigated by designing and implementing effective preventative actions at the workplace. There is a paucity of research directly examining the impact of work schedules and preventative measures at work on work-family conflict. Hence, the authors posed the following questions in their study: What is the impact of different work schedules on work-family conflict? Is a preventative culture associated with less work-family conflict? Is work-family conflict associated with specific health and well-being indicators and if so, how does work-family conflict affect well-being as compared with other potential determinants? A subset of 750 nurses (≈10% of total workforce) were randomly selected from a larger sample. Nurses completed the Italian version of the NEXT questionnaire plus newly developed items to create an index on occupational safety and health prevention at work. Data were explored using two data mining techniques, Random Forests and Bayesian Networks, and modeled using hierarchical linear regression models. In all, 664 (88.5% of sample) nurses answered the questionnaire. The authors found that different work schedules had a differential impact on work-family conflict. In addition, effective risk communication between workers and people in charge of safety and health, and participation in preventative activities, quantitative workload, performing tasks not belonging to the nursing profession, and the number of weekends/month spent at work were all strongly associated with work-family conflict. The variable “time schedules” also acted as an effect modifier in the relationship between effective communication and participation in preventative activities and work-family conflict. In addition, quantitative demands played a role as a mediator (30% of total effect) in the relationship between effective communication and participation in preventative activities and work-family conflict. Work-family conflict was significantly associated with burnout, sleep, and presenteeism; its association with burnout was higher than other precursors. Shift schedules that involved night work implied different workload demands, less effective communication, and participation in preventative activities than the other work schedules considered. The presence of a preventative culture directly reduced work-family conflict and indirectly via reduction of work demands. The authors conclude that the development of a preventative culture among irregular and night shiftworkers can be effective in reducing work-family conflict, while positively increasing well-being and job performance. (Author correspondence: donatella.camerino@unimi.it)     

工作倦怠研究中的变量分析及进展

随着劳动力结构与工作特点的巨大变化,工作倦怠问题日益突出。国内外研究涉及到与之相关的多个变量。前因变量主要包括个体与工作特征层面,后果变量主要涉及身心健康、绩效与离职层面,以及未有明确因果关系的工作满意度和工作家庭冲突。在未来研究中,纵向研究与因果关系研究成为工作倦怠领域的最大挑战,而工作投入的引入又成为新的亮点。     

工作倦怠研究中的变量分析及进展

随着劳动力结构与工作特点的巨大变化,工作倦怠问题日益突出。国内外研究涉及到与之相关的多个变量。前因变量主要包括个体与工作特征层面,后果变量主要涉及身心健康、绩效与离职层面,以及未有明确因果关系的工作满意度和工作家庭冲突。在未来研究中,纵向研究与因果关系研究成为工作倦怠领域的最大挑战,而工作投入的引入又成为新的亮点。     

护士职业压力与职业倦怠的相关性研究

目的:了解护士职业压力、职业倦怠现状;探讨两者之间的关系。方法:方便抽样,抽取哈尔滨市5所三级医院的468名护士进行问卷调查。采用护士一般情况调查表、护士工作压力源量表、职业倦怠量表进行调查。结果:护士职业倦怠程度为中等,去人格化属于中度倦怠,情感衰竭、低成就感程度达到了高度倦怠;职业压力得分为87.56±20.43,以工作量及时间分配维度压力最高,病人护理维度压力最低。情感耗竭与除工作环境及资源之外的职业压力维度呈显著正相关;去人格化与职业压力各维度均呈显著正相关;低成就感与职业压力中护理专业及工作、病人护理呈显著负相关(P0.05)。护士职业压力各维度对其职业倦怠的3个维度均有较好的预测作用,尤其对护士情感耗竭的解释程度达25.5%。结论:护士职业倦怠现象不容忽视,护理管理者有针对性的对护士进行管理,鼓励护士加强自身修养、学会自我疏导,适当授权等是降低护士职业倦怠的正性激励措施。     

军队医院医务工作者潜在的心理问题及影响因素分析

目的：近年来医务人员工作压力过重而引起的心理疾病日益突出,引起社会各界的关注。本研究针对军队医院医务人员的心理压力及工作满意度情况展开调查,分析影响该群体心理健康的因素,探讨改善心理环境的有效方法,为提升军队医院管理提供参考。方法：对我院312名医务人员的基本资料、心理应激及工作满意度情况进行问卷调查,分析影响军队医院医务人员心理健康的危险因素。结果：医务人员的心理压力主要表现为焦虑、抑郁、敏感和偏执,工作中普遍不满的是工资福利、工作负荷、晋升及人际关系。医务人员所处的岗位和职称等级不同,其心理压力与工作满意度也不同。临床医师与护理人员的心理压力均较高,医技与行政人员的工作满意度较高（P〈0．05）;初级职称与中级职称医务人员的心理压力较高,副高级职称与高级职称人员的工作满意度较高,组间数据比较差异显著（P〈0．05）。结论：军队医院的管理人员应完善管理机制,创造良好的发展平台,改善军队医院医务人员的心理环境,促进医院的发展。     

工作倦怠与交通警察生活质量的关系

目的：探讨交通警察工作倦怠与生活质量的关系。方法：采用MBI-GS和生活质量问卷调查了某市185名交通警察,运用相关分析和回归分析处理数据。结果：交通警察的情绪衰竭与其生活质量显著负相关（P〈0.01）;玩世不恭也与生活质量显著负相关（P〈0.01）;职业效能与生活质量显著正相关（P〈0.05）。结论：降低工作倦怠,可以有效提高交通警察的生活质量。     

医务人员工作倦怠与特质情绪智力相关关系的研究

目的 通过考察医务人员工作倦怠与特质情绪智力的相关关系,为探索改善医务人员工作倦怠状况的方法提供依据。方法 采用随机抽样的方式对552名医务人员进行工作倦怠和特质情绪智力问卷的调查。结果 (1)工作倦怠与特质情绪智力负性相关关系显著;(2)总体上,特质情绪智力对工作倦怠具有一定的负向预测作用。结论 可以通过对医务人员特质情绪智力的培养改善其工作倦怠感,培训方案的设计要注意整体性和全面性。

     

CHANGES IN WORKING TIME ARRANGEMENTS OVER TIME AS A CONSEQUENCE OF WORK-FAMILY CONFLICT

Existing longitudinal studies on the relationship between working time arrangements (WTA) and work-family conflict have mainly focused on the normal causal relationship, that is, the impact of WTA on work-family conflict over time. So far, however, the reversed relationship, that is, the effect of work-family conflict on adjustments in WTA over time, has hardly been studied. Because work-family conflict is highly prevalent in the working population, further insight in this reverse relationship is invaluable to gain insight into secondary selection processes. The aim of this study is to investigate whether work-family conflict is prospectively related to adjustments in work schedules, working hours, and overtime work, and to explore sex differences and different time lags in this relation. Data of the prospective Maastricht Cohort Study were used. To study the effect of work-family conflict on a change from shift- to day work over 32 months of follow-up, male three-shift (n?=?727), five-shift (n?=?932), and irregular-shift (n?=?451) workers were selected. To study effects of work-family conflict on reduction of working hours over 12 and 24 months of follow-up, respectively, only day workers (males and females) were selected, capturing 5809 full-time workers (≥36?h/wk) and 1387 part-time workers (<36?h/wk) at baseline. To examine effects of work-family conflict on refraining from overtime work over 12 months of follow-up, only day workers reporting frequent overtime work at baseline were selected (3145 full-time and 492 part-time workers). Cox regression analyses were performed with adjustments for age, educational level, and presence of a long-term illness. Work-family conflict was associated with a significantly increased risk of changing from shift- to day work over 32 months of follow-up in three-shift workers (relative risk [RR]?=?1.77, 95% confidence interval [CI] 1.19–2.63) but not in five-shift workers (RR?=?1.32, 95% CI 0.78–2.24) and irregular-shift workers (RR?=?0.81, 95% CI 0.50–1.31). Within day workers, work-family conflict among full-time workers was associated with a significantly increased risk of reducing working hours during 1 yr of follow-up in women (RR?=?2.80, 95% CI 1.42–5.54) but not men (RR?=?1.34, 95% CI 0.81–2.22). In part-time workers, work-family conflict was associated with a significantly increased risk of reducing working hours during 1 yr of follow-up both in women (RR?=?1.99, 95% CI 1.04–3.82) and men (RR?=?4.03, 95% CI 1.28–12.68). Whereas the effects of work-family conflict on a reduction of working hours somewhat decreased among female full-time workers after 2 yr of follow-up (RR?=?2.13, 95% CI 1.24–3.66), among male full-time workers the effects increased and reached statistical significance (RR?=?1.53, 95% CI 1.05–2.21). Work-family conflict was not significantly associated with refraining from overtime work over 1 yr of follow-up. This study shows that work-family conflict has important consequences in terms of adjustments in work schedules and working hours over time, with considerable sex differences. The study thereby clearly illustrates secondary selection processes both in shift- and day workers, with significant implications for labor force participation, emphasizing the need for prevention of work-family conflict (Author correspondence: Nicole.Jansen@epid.unimaas.nl).     

Work and Family Characteristics as Predictors of Early Retirement in Married Men and Women

This study presents an integrative model of early retirement using data from the Wisconsin Longitudinal Study. The model extends prior work by incorporating work-family conflict to capture the interaction between the work and family domains and by assuming proximal and distal predictors of early retirement. More precisely, the model suggests that family and job demands and resources predict family-to-work and work-to-family conflict, respectively. All of these factors are presumed to have only indirect effects on retirement timing via the intervening effect of quality of life measures, that is, marital satisfaction, job satisfaction and health. The authors assume that these three factors constitute predictors of early retirement in addition to socioeconomic status and the availability of a pension plan and health insurance. The model was tested with structural equation modeling techniques, and the results were supportive. Therefore, the proposed model offers a general framework for the integration of previous research findings.     

城市社区与乡镇卫生院医务人员工作倦怠情况分析

目的 分析基层医疗卫生机构中的城市社区卫生服务中心与乡镇卫生院医务人员的工作倦怠情况及影响因素,探讨两类机构中医务人员倦怠的水平差异。方法 采用Maslach职业倦怠普适量表（MBI-GS）对东北某地区城市社区卫生服务中心及乡镇卫生院进行问卷调查。结果 城市社区卫生服务中心医务人员工作倦怠检出率为27.8%,工作倦怠程度影响因素是学历、职称、工资收入和绩效方案合理性。乡镇卫生院工作倦怠检出率为34.1%,倦怠程度主要受性别、工作时间、工作量和工资收入影响。结论 乡镇卫生院较城市社区卫生服务中心医务人员的工作倦怠感严重,应引起有关管理部门的重视并采取相应的干预措施。