挑战性-阻断性压力量表在职业群体中的试用
Application of Challenge and Hindrance-Related Self-Reported Stress Scale in Chinese occupational people
查看参考文献16篇
文摘
|
目的:验证挑战性-阻断性压力量表(C-HSS)在职业群体中的适用情况,用来测量我国职业群体的挑战性-阻断性压力水平。方法:从江苏、上海的17家单位,选取从事不同职业的工作人员共490名,对量表进行内部一致性信度和结构效度检验。选用工作满意度量表(IJS)和离职倾向量表(TIS)作为效标,对其中291名工作人员进行测试,检验效标效度。结果:总量表的内部一致性Cronbach α系数为0.91,挑战性压力和阻断性压力两个分量表的α系数分别为0.92和0.82。验证性因子分析显示各指标拟合良好(χ~2=234.99、GFI=0.93、AGFI=0.89、NFI=0.94、NNFI=0.93、CFI=0.95、RMSEA=0.09、PGFI=0.60)。挑战性压力得分与TIS得分呈负相关(β=-0.15,P<0.05),而与IJS得分无相关(β=-0.07,P>0.05);阻断性压力得分与IJS得分呈负相关(β=-0.33,P<0.001),而与TIS得分呈正相关(β=0.28,P<0.001)。结论:挑战性-阻断性压力量表中文版具有良好的内部一致性信度、结构效度和效标效度,可以作为测量我国职业群体两类不同性质压力的工具。 |
其他语种文摘
|
Objective:To explore the application of Challenge-and Hindrance-Related Self-Reported Stress Scale (C-HSS) to various occupational people in China.Methods:A Chinese version of C-HSS was modified on the basis of an internationally recommended translation method.Reliability and construct validity was tested with the Chinese version of C-HSS,using a sample of 490 participants from various occupational people in Jiangsu and Shanghai.Concurrent validity was tested with the Index of Job Satisfaction (IJS) and the Turnover Intention Scale (TIS) as criteria,using a sample of 291 participants from the total sample.Results:The scale was found to have good reliability for Chinese occupational people with the α coefficients of 0.91,0.92,and 0.82.And all the indexes of confirmatory factor analysis met the requirements of psychological assessment.The two types of reported stress (challenge-and hindrance-related) were found to have a divergent relationship with the criteria.The challenge-related stress scores were negatively correlated with the TIS total scores (β=-0.15,P<0.05),while not correlated with the IJS total scores (β=-0.07,P>0.05).The hindrance-related stress scores were negatively correlated with the IJS total scores (β=-0.33,P<0.001),while positively correlated with the TIS total scores (β=0.28,P<0.001).Conclusion:It suggests that the Chinese version of the Challenge-and Hindrance-Related Self-Reported Stress Scale applies well to Chinese occupational people,and could be reliably used to assess the two types of reported stress of Chinese. |
来源
|
中国心理卫生杂志
,2013,27(5):384-388 【核心库】
|
关键词
|
挑战性-阻断性压力
;
职业群体
;
信度
;
效度
;
工作满意度
;
离职倾向
|
地址
|
1.
中国科学院心理研究所, 北京, 100101
2.
无锡城市学院, 江苏, 无锡, 214000
|
语种
|
中文 |
文献类型
|
研究性论文 |
ISSN
|
1000-6729 |
文献收藏号
|
CSCD:4829245
|
参考文献 共
16
共1页
|
1.
Cavanaugh M A. An empirical examination of self-reported work stress among U.S.managers.
J Appl Psychol,2000,85(1):65-74
|
被引
35
次
|
|
|
|
2.
Boswell W R. Relations between stress and work outcomes:the role of felt challenge,job control,and psychological strain.
J Vocat Behav,2004,64(1):165-181
|
被引
7
次
|
|
|
|
3.
Haar J M. Challenge and hindrance stressors in New Zealand:exploring social exchange theory outcomes.
Int J Human Resour Manag,2006,17(11):1942-1950
|
被引
4
次
|
|
|
|
4.
Culbertson S S. Leader-member exchange and work-family interactions:the mediating role of self-reported challenge and hindrance-related stress.
J Psychol,2010,144(1):15-36
|
被引
1
次
|
|
|
|
5.
Lepine J A. A meta-analytic test of the challenge stressor-hindrance stressor framework:an explanation for inconsistent relationships among stressors and performance.
Acad Manag J,2005,48(5):764-775
|
被引
24
次
|
|
|
|
6.
Podsakoff N P. Differential challenge stressor-hindrance stressor relationships with job attitude,turnover intentions,turnover,and withdrawal behavior:a meta-analysis.
J Appl Psychol,2007,92(2):438-454
|
被引
21
次
|
|
|
|
7.
Pearsall M J. Coping with challenge and hindrance stressors in teams:Behavioral,cognitive,and affective outcomes.
Organ Behav Human Decis Process,2009,109(1):18-28
|
被引
3
次
|
|
|
|
8.
张韫黎. 挑战性—阻断性压力(源)与员工心理和行为的关系:自我效能感的调节作用.
心理学报,2009,41(6):501-509
|
被引
11
次
|
|
|
|
9.
官菊梅. 基于压力分类视角的社会支持调节作用探讨.
北京大学学报(自然科学版),2011,47(1):166-174
|
被引
1
次
|
|
|
|
10.
刘得格. 挑战-阻碍性压力源与工作投入和满意度的关系.
管理科学,2011,24(2):1-9
|
被引
8
次
|
|
|
|
11.
Webster J R. Extending the challenge-hindrance model of occupational stress:the role of appraisal.
J Vocat Behav,2011,79(2):505-516
|
被引
7
次
|
|
|
|
12.
Webster J R. Toward a better understanding of the effects of hindrance and challenge stressors on work behavior.
J Vocat Behav,2010,76(1):68-77
|
被引
6
次
|
|
|
|
13.
周耀烈.
组织支持感、工作家庭冲突和工作满意度的关系模型--以大型国有建筑企业为例,2009:1-84
|
被引
1
次
|
|
|
|
14.
詹虹.
组织职业生涯管理、组织支持感对知识型员工离职倾向的影响研究,2009:1-79
|
被引
1
次
|
|
|
|
15.
吴明隆.
结构方程模型--AMOS的操作与应用.(2版),2010
|
被引
2
次
|
|
|
|
16.
杰拉尔德·格林伯格.
世纪高教·管理学英文版教材:组织行为学(第五版)(影印版),2011
|
被引
1
次
|
|
|
|
|