尉敏琦, 刘涛, 邬家杰, 赵秋雯, 孙艺璇, 戴俊明. 研发型企业员工职业倦怠现况及其影响因素分析:以上海市闵行区7家企业为例[J]. 环境与职业医学, 2022, 39(12): 1366-1372. DOI: 10.11836/JEOM22142
引用本文: 尉敏琦, 刘涛, 邬家杰, 赵秋雯, 孙艺璇, 戴俊明. 研发型企业员工职业倦怠现况及其影响因素分析:以上海市闵行区7家企业为例[J]. 环境与职业医学, 2022, 39(12): 1366-1372. DOI: 10.11836/JEOM22142
WEI Minqi, LIU Tao, WU Jiajie, ZHAO Qiuwen, SUN Yixuan, DAI Junming. Job burnout and associated influencing factors in employees of 7 research and development enterprises in Minhang District of Shanghai[J]. Journal of Environmental and Occupational Medicine, 2022, 39(12): 1366-1372. DOI: 10.11836/JEOM22142
Citation: WEI Minqi, LIU Tao, WU Jiajie, ZHAO Qiuwen, SUN Yixuan, DAI Junming. Job burnout and associated influencing factors in employees of 7 research and development enterprises in Minhang District of Shanghai[J]. Journal of Environmental and Occupational Medicine, 2022, 39(12): 1366-1372. DOI: 10.11836/JEOM22142

研发型企业员工职业倦怠现况及其影响因素分析:以上海市闵行区7家企业为例

Job burnout and associated influencing factors in employees of 7 research and development enterprises in Minhang District of Shanghai

  • 摘要: 背景

    职业倦怠是工作压力所致的早期心理健康问题,给工作与生活带来许多消极的影响。研发型企业的员工长期处于研发创新、生产提速、扩大销售等的压力下,若得不到有效控制,极易出现倦怠症状。

    目的

    评估上海市闵行区研发型企业员工的职业倦怠现况,探究其影响因素。

    方法

    2021年11—12月,采用横断面调查研究设计,分阶段结合方便抽样方式抽取闵行区辖区内7家研发型企业,在知情同意、自愿参与的基础上,结合自拟问卷(内容包括一般人口学特征、职业特征、行为与生活方式)和通用量表(简明职业紧张问卷中文版、职业倦怠通用版量表中文版)进行问卷调查,收集研究对象的一般人口学特征、职业特征、行为与生活方式、职业紧张和职业倦怠等资料;职业紧张及其各维度(工作要求、工作自主性和社会支持水平)按照三分位法分为高、中、低三个水平;依据职业倦怠得分(<1.5为无职业倦怠,≥1.5为有职业倦怠,其中≥1.5且<3.5为轻中度职业倦怠,≥3.5为重度职业倦怠)分类报告职业倦怠检出率,采用单因素方差分析、卡方检验和向前逐步回归法进行非条件二分类 logistic回归分析等方式进行职业倦怠的影响因素分析,检验水准α=0.05(双侧检验)。

    结果

    共计3153名研究对象接受调查,纳入分析样本3014份,有效应答率95.6%。受访者的职业倦怠检出情况为无倦怠888人(29.46%),轻中度倦怠1775人(58.89%),重度倦怠351人(11.64%)。职业倦怠综合均分为(2.17±1.12)分;其三个维度得分分别为:情感衰竭(2.78±1.61)分,玩世不恭(1.60±1.60)分,个人成就感降低(4.05±1.57)分。不同性别、年龄段、婚姻状况、岗位、睡眠状况以及工作要求、工作自主性和社会支持水平职工的职业倦怠状况有差异。与低工作要求组相比,中、高工作要求组的职业倦怠检出率相对较高;中工作要求组发生职业倦怠的风险及其95%CI是低工作要求组的1.42(1.04~1.94)倍,高工作要求组的风险是2.64(2.17~3.22)倍。中自主程度组发生职业倦怠的风险也是低自主程度组的1.35(1.06~1.72)倍。与低社会支持组相比,其他各组的职业倦怠检出率相对较低,中、高社会支持组OR及其95%CI分别为0.41(0.31~0.53)和0.15(0.12~0.19)。

    结论

    研发型企业员工职业倦怠的检出率较高,应引起足够关注。缓解工作压力,增加自主性,增加社会支持和保持充足睡眠有助于降低职业倦怠的发生。

     

    Abstract: Background

    Job burnout is an early mental health condition caused by job stress and contributes to many negative effects on work and life. Employees of research and development (R&D) enterprises are exposed to constant pressure from innovation, production speed and sales expansion, and they are prone to burnout symptoms if such factors are not under effective control.

    Objective

    To evaluate the current situation of job burnout among employees of R&D enterprises in Minhang District of Shanghai and explore its influencing factors.

    Methods

    During November to December 2021, a cross-sectional study was developed and a convenient sampling method was used to enroll employees from 7 R&D enterprises in Minhang District of Shanghai. On the basis of voluntary participation with informed consent, a survey was conducted by using a self-made questionnaire (collecting data about general demographic characteristics, occupational characteristics, behavior and lifestyle), the Chinese version of the Concise Occupational Stress Questionnaire, and the Chinese version of the Maslach Burnout Inventory-General Survey. Occupational stress and its dimensions (job demand, job control, and social support) were divided into high, medium, and low levels according to tertiles. The positive rate of job burnout was reported according to score categorization (<1.5 refers to no job burnout, ≥1.5 refers to job burnout, where ≥1.5 and <3.5 refer to mild and moderate job burnout, and ≥3.5 refers to severe job burnout). Potential influencing factors of job burnout were evaluated by using one-way ANOVA, chi-square test, forward stepwise regression, and non-conditional binary logistic regression (α=0.05, two-sided test).

    Results

    A total of 3153 subjects were enrolled and 3014 samples were included in the analysis, with a valid response rate of 95.6%. Among the included subjects, 888 (29.46%) reported no job burnout, 1775 (58.89%) reported mild to moderate job burnout, and 351 (11.64%) reported severe job burnout. The mean of total job burnout score was 2.17±1.12, and the dimentional mean scores were 2.78±1.61 for emotional exhaustion, 1.60±1.60 for cynicism, and 4.05±1.57 for diminished personal accomplishment. Varied categories of sex, age, marital status, working position, sleep status, job demand, job control, and social support groups of workers resulted in significant differences in job burnout score. Compared with the low job demand group, the positive rate of job burnout was elevated in the medium and high job demand groups; the risk of job burnout in the medium job demand group was 1.42 (95%CI: 1.04-1.94) times higher, and that in the high job demand group was 2.64 (95% CI : 2.17-3.22) times higher versus the low job demand group. The risk of job burnout in the medium job control group was 1.35 (95%CI: 1.06-1.72) times higher versus the low job control group. Compared with the low social support group, job burnout was less reported in the other groups, and the OR (95%CI) values of the medium and high social support groups were 0.41 (0.31-0.53) and 0.15 (0.12-0.19) respectively.

    Conclusion

    The rate of reporting positive job burnout in R&D enterprises is high, which deserves sufficient attention. Relieving work pressure, increasing job control and social support, and maintaining adequate sleep are helpful to reduce job burnout.

     

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