摘要
本研究编制了“经理人工作压力源”量表,并以此对全国21个省的303名高层管理者进行了调查。结果表明,该量表具有良好的信度和效度;高层管理者各类工作压力总体上均处于“轻度”和“中度”之间,位居前两位的是“企业发展”和“下属滞后”;高层管理者的社会支持系统呈现出“支持系统良好,但利用程度较低”的特点;年龄、学历、所有制性质对工作压力和社会支持均有显著的主效应,民营企业、低学历者、中青年高层管理者是工作压力最大的亚群体;“支持利用”能够显著缓解各类工作压力,它和主观支持均对工作压力有显著的直接效应,而组织支持和客观支持则对工作压力仅具有间接效应。
This study develops the scale of manager＇s work stressors and administered questionnaire surveys on 303 senior managers from 21 provinces. The results of the study indicates the following： the reliabilities and validities of the scale were acceptable; all kinds of senior managers＇ work stress were between the ＂lower level＂ and the ＂middie level＂, with ＂development of the enterprises＂ and ＂subordinates lagging behind＂ listed the top two work stressors; senior managers had good social support systems but didn＇t fully utilize them; age, educational degree and enterprise ownerships had significant MANOVA main effects on both work stress and social support systems; the young and middle-aged senior managers from privateowned enterprises with lower-level of educational degree were the subgroups most heavily affected by work stress; utilization of social support systems could significantly buffer all kinds of work stress; both utilization of social support systems and subjectively-perceived social support had direct effects on work stress, however, both perceived organizational support（POS） and objective support only had indirect effects on work stress.
出处
《南开管理评论》
CSSCI
2005年第6期9-16,共8页
Nankai Business Review
作者简介
刘玉新，博士，对外经济贸易大学国际商学院副教授，研究方向为组织行为与人力资源管理。张建卫，博士，北京理工大学管理与经济学院副教授，研究方向为组织行为与人力资源管理
