【摘要】：工作壓力不僅是影響工作效率與工作生活質(zhì)量的重要心理因素,更是貫穿崗位管理、績效管理、薪酬管理、員工亞健康管理等人力資源管理的核心模塊。因此,員工工作壓力歷來是管理科學(xué)研究的一個(gè)基本問題。在實(shí)際管理中,常見這樣的現(xiàn)象:同樣的工作目標(biāo)、工作任務(wù)要求、工作量、工作難度等工作情境,不同的員工感受到不同的主觀工作壓力。工作壓力管理理論把這種現(xiàn)象概述為同樣的工作負(fù)荷(客觀量)導(dǎo)致不同的工作壓力(主觀量),并針對這種因人而異的關(guān)系提出了三類解釋:(1)主觀因素主導(dǎo)說。工作壓力反應(yīng)依賴于員工對情境和對自身資源的認(rèn)知評價(jià),差異性來源于個(gè)體自身因素,該學(xué)說強(qiáng)調(diào)了個(gè)人主觀因素的作用。(2)主客觀因素相互作用說。此觀點(diǎn)側(cè)重員工和壓力事件的相互作用,認(rèn)為工作與個(gè)人特征的相互適應(yīng)性決定了工作壓力的反應(yīng)程度。(3)復(fù)雜構(gòu)成學(xué)說。在第二種學(xué)說的基礎(chǔ)上,提出中介變量或調(diào)節(jié)變量的作用。第三類的基本研究框架為“工作壓力源→影響因素→壓力反應(yīng)”,將中間變量放入工作壓力的研究中,深化了工作壓力的研究,代表了目前管理科學(xué)的主流研究。為什么“同樣的工作負(fù)荷(客觀量)導(dǎo)致不同的員工工作壓力(主觀量)”?目前,管理科學(xué)的研究認(rèn)為是員工個(gè)性、應(yīng)對方式、工作類型等影響因素在起作用;也有研究指出工作壓力與期望有關(guān),但是止于對二者關(guān)系的描述性闡釋,缺乏深度的討論與充分的實(shí)驗(yàn)驗(yàn)證。到目前為止,期望值對工作壓力的具體作用還沒有得出確定和一致的結(jié)論,因此,有必要從理論和實(shí)證上對期望和工作壓力的關(guān)系做出進(jìn)一步的深入探討。本文認(rèn)為,曾獲諾貝爾經(jīng)濟(jì)學(xué)獎(jiǎng)的期望理論對于工作壓力的研究具有重要的理論指導(dǎo)意義。根據(jù)期望理論,參考點(diǎn)(Reference Point,即期望值)是人們做出各種主觀評估的原點(diǎn)。這意味著參考點(diǎn)(期望值)直接決定了員工對工作負(fù)荷的評價(jià)標(biāo)準(zhǔn)和衡量尺度,進(jìn)而左右員工對工作壓力主觀感受的大小。因此,本文假設(shè):期望值與工作壓力(主觀量)成反比,即期望(參照標(biāo)準(zhǔn))越高,員工感受到的工作壓力就越小;反之,期望值越低,員工感受到的工作壓力就越大�？疾炜陀^量(刺激量)與主觀量之間的關(guān)系,一般有兩種思路。第一種是心理物理學(xué)的研究思路,用刺激量的變化表征心理量的改變;通過被試內(nèi)重復(fù)實(shí)驗(yàn)設(shè)計(jì),操控不同刺激量的變化,觀測相同被試的主觀量變化;即“刺激不同,被試相同”。第二種與第一種的研究思路正好相反,即“刺激相同,被試不同”,通過被試間實(shí)驗(yàn)設(shè)計(jì),在相同實(shí)驗(yàn)刺激條件下,觀測不同被試的變化。本文同時(shí)采用了上述兩種實(shí)驗(yàn)研究思路。這里,在研究方法上還需要說明的是目前工作壓力測量多采用問卷、量表或訪談等主觀描述方法,雖然簡便易行且成本較低,但是其方法論上的固有缺陷也帶來無法回避的信效度問題。泰勒在《科學(xué)管理原理》中曾明確指出:職工們?yōu)榱送怀稣宫F(xiàn)自己在工作中的投入和辛苦往往會出現(xiàn)群體和個(gè)體主觀化的傾向,這種情況下必定會對壓力自評量表(問卷)的信效度造成干擾。出于對測量的“去主觀化”的信效度考慮,本文采用認(rèn)知神經(jīng)科學(xué)實(shí)驗(yàn)方法的實(shí)驗(yàn)指標(biāo)來實(shí)現(xiàn)工作壓力的“去主觀化”表征;在腦電實(shí)驗(yàn)(實(shí)驗(yàn)一和實(shí)驗(yàn)二)研究中采用第一種研究思路:操控不同負(fù)荷量,觀測相同被試的壓力反應(yīng)量;在fMRI實(shí)驗(yàn)(實(shí)驗(yàn)三)研究中采用第二種研究思路:相同負(fù)荷量(靜息態(tài)),觀測不同被試(高壓力與低壓力)的壓力反應(yīng)量。這樣做的目的是提高實(shí)驗(yàn)研究的效度與信度。實(shí)驗(yàn)一,采用被試內(nèi)重復(fù)實(shí)驗(yàn)設(shè)計(jì)方法,以實(shí)驗(yàn)任務(wù)時(shí)間表征工作負(fù)荷量(刺激量),腦電實(shí)驗(yàn)指標(biāo)表征心理壓力量(反應(yīng)量),以小概率目標(biāo)刺激誘發(fā)被試的期望心理,考察工作負(fù)荷(工作時(shí)間量)與工作壓力(腦電指標(biāo)量)之間的數(shù)量關(guān)系以及期望在其中的影響作用。實(shí)驗(yàn)結(jié)果揭示:腦電實(shí)驗(yàn)指標(biāo)中P300能夠表征工作壓力;高期望水平下的工作壓力感受更小;神經(jīng)電生理指標(biāo)可以描述期望對工作壓力的調(diào)節(jié)作用;工作壓力的提高導(dǎo)致心理疲勞的出現(xiàn)和認(rèn)知加工效率(反應(yīng)時(shí)增大且正確率降低)的顯著下降,心理努力的增加并不能完全消除工作壓力帶來的績效衰退。實(shí)驗(yàn)二,采用被試內(nèi)重復(fù)實(shí)驗(yàn)設(shè)計(jì)方法,以工作任務(wù)難度表征工作負(fù)荷量(刺激量),腦電實(shí)驗(yàn)指標(biāo)表征心理壓力量(反應(yīng)量),以預(yù)備信號之后出現(xiàn)的命令信號誘發(fā)被試的期望心理,考察工作負(fù)荷(工作難度量)與工作壓力(腦電指標(biāo)量)之間的數(shù)量關(guān)系以及期望的影響作用。實(shí)驗(yàn)結(jié)果揭示:P300波幅和潛伏期可以作為工作壓力的客觀測量指標(biāo);隨著任務(wù)難度的增加,工作績效(反應(yīng)時(shí)和錯(cuò)誤率顯著增加)呈顯著下降趨勢;執(zhí)行同等難度的任務(wù)時(shí),高期望水平下被試的工作壓力更小,即期望和工作壓力呈現(xiàn)反比例關(guān)系;量化的神經(jīng)生理指標(biāo)能夠表征期望對工作壓力的調(diào)節(jié),并可以從大腦加工層面來進(jìn)行解釋。實(shí)驗(yàn)三,采用被試間實(shí)驗(yàn)設(shè)計(jì)方法,以靜息態(tài)(無刺激)表征相同工作負(fù)荷,依據(jù)測量工具和醫(yī)師評定結(jié)果把被試分成高工作壓力組與對照組,考察在靜息態(tài)功能性核磁共振實(shí)驗(yàn)條件下兩組不同被試的壓力差異。實(shí)驗(yàn)結(jié)果揭示:長期的工作壓力使員工部分腦區(qū)的局部一致性存在差異(大腦左側(cè)中央后回和頂下緣角回的局部一致性顯著增高),即fMRI指標(biāo)可客觀的表征工作壓力的差異;處于高期望、低工作壓力水平的員工和低期望、高工作壓力水平的員工在腦功能結(jié)構(gòu)上存在顯著差異。通過以上三個(gè)實(shí)驗(yàn)研究,本文得到以下主要研究結(jié)論:(1)期望和工作壓力之間成反比關(guān)系。員工的工作壓力與參照標(biāo)準(zhǔn)密切相關(guān),壓力大小是相對于參照點(diǎn)而言的,員工心里所設(shè)定的參考點(diǎn)通常是動(dòng)態(tài)變化的。通過影響、改變員工評價(jià)工作壓力時(shí)的參照點(diǎn),就會影響、改變他們對工作壓力的態(tài)度和衡量標(biāo)準(zhǔn)。這意味著在實(shí)際的工作壓力管理中,提高員工的期望不失為緩解、降低員工工作壓力的一個(gè)有效途徑。這豐富、補(bǔ)充、完善了現(xiàn)有員工工作壓力管理理論。(2)期望是工作壓力大小的直接決定因素。員工基于參考點(diǎn)的比較是工作壓力評價(jià)過程中的關(guān)鍵環(huán)節(jié),參考點(diǎn)(期望)直接決定了員工對壓力源的評價(jià)標(biāo)準(zhǔn)和衡量尺度,進(jìn)而左右員工對工作壓力主觀感受的判斷。工作壓力的其他影響因素,比如個(gè)性特質(zhì)、心理資本、工作環(huán)境、組織氛圍等因素均屬于間接影響因素,通過影響個(gè)體的期望來發(fā)揮作用。(3)不論是ERP成分中的波幅、潛伏期還是腦功能的局部一致性,神經(jīng)生理指標(biāo)可以表征工作壓力的高低,以及期望對工作壓力的調(diào)節(jié)作用。(4)個(gè)體對期望事件比非期望事件的處理速度更快、工作效率更高;高期望還能幫助個(gè)體更容易地應(yīng)對工作壓力的快速增加;但是過載的工作壓力則會導(dǎo)致工作效率和工作績效的下降。員工主觀心理努力的提高雖然能夠緩解下降的速度,但是并不能完全彌補(bǔ)工作壓力帶來的負(fù)面影響,工作績效的水平很難維持在固定標(biāo)準(zhǔn)。(5)長時(shí)間處于高強(qiáng)度的工作壓力下,員工的身心健康確實(shí)會受到實(shí)質(zhì)性的損害,部分腦區(qū)的功能異�？赡軙䦟�(dǎo)致日常工作過程中出現(xiàn)注意力不集中、記憶力下降、焦慮、不良的人際關(guān)系以及睡眠障礙等問題,對于維持員工的生活質(zhì)量和正常的工作效率都有嚴(yán)重影響,企業(yè)應(yīng)該對此予以真正的重視。本研究是在神經(jīng)管理學(xué)范疇內(nèi)的一次探索性研究,著重探討了期望對工作壓力的影響作用,以及這種作用能否通過客觀的生理指標(biāo)進(jìn)行表征的問題。實(shí)驗(yàn)結(jié)論有助于完善工作壓力管理的現(xiàn)狀,為實(shí)現(xiàn)工作壓力的有效管理提供新的途徑。同時(shí),研究結(jié)果豐富了現(xiàn)有的工作壓力理論,尤其是工作壓力中員工個(gè)體差異理論框架的研究。此外,嘗試從大腦層面描述員工的心理活動(dòng)和行為,實(shí)現(xiàn)了對心理變量的直接描述,探討了工作壓力的“去主觀化”問題,也為后續(xù)研究提供了腦神經(jīng)層面的證據(jù)。
[Abstract]:Work stress is not only an important psychological factor affecting work efficiency and quality of work and life, but also the core module of human resource management, such as post management, performance management, salary management, sub-health management and so on. Phenomenon: Different employees feel different subjective work pressure under the same work goal, task requirement, workload, difficulty and other work situations. The theory of work stress management summarizes this phenomenon as the same workload (objective quantity) leads to different work pressure (subjective quantity), and puts forward this relationship according to different people. There are three kinds of explanations: (1) Subjective factor dominance theory. Job stress response depends on employees'cognitive evaluation of situation and their own resources, and the difference comes from individual factors. This theory emphasizes the role of individual subjective factors. (2) Subjective and objective factors interaction theory. This view emphasizes the interaction between employees and stress events, and considers work as a job. The adaptability to individual characteristics determines the degree of job stress response. (3) Complex Constitution Theory. On the basis of the second theory, the role of mediators or moderators is proposed. It deepens the study of work stress and represents the mainstream of management science. Why does "the same workload (objective quantity) lead to different workload (subjective quantity)"? At present, the study of management science considers that the influencing factors such as employees'personality, coping style and job type play a role; some studies also point out that work stress. Expectation is related to expectation, but the descriptive explanation of the relationship between expectation and work stress is still lacking in-depth discussion and sufficient experimental verification. So far, the specific role of expectation on work stress has not been determined and consistent conclusion has not been reached. Therefore, it is necessary to make a further in-depth theoretical and Empirical Study on the relationship between expectation and work stress. This paper argues that the Nobel Prize-winning expectation theory has important theoretical significance for the study of job stress. According to the expectation theory, reference point is the starting point for people to make various subjective assessments. This means that the reference point (expectation) directly determines employees'evaluation of work load. Therefore, this paper assumes that expectation is inversely proportional to work stress (subjective quantity), that is, the higher the expectation (reference standard), the less work stress the employee feels; on the contrary, the lower the expectation, the greater the work stress the employee feels. There are two ways of thinking about the relationship between stimulation and subjective quantity. The first one is the study of psychophysics, which uses the change of stimulation to represent the change of psychological quantity. One way of thinking is just the opposite, that is, "the same stimulus, different subjects", through the experimental design between subjects, under the same experimental stimulus conditions, to observe the changes of different subjects. Tables and interviews are simple and inexpensive, but their inherent methodological flaws also pose unavoidable reliability and validity problems. Taylor, in his Principles of Scientific Management, made it clear that in order to highlight their involvement and hardship in the work, employees often appear to be subjectively group and individual. Considering the reliability and validity of the "de-subjectivism" of the measurement, we used the experimental indicators of cognitive neuroscience to realize the "de-subjectivism" representation of work stress, and used them in EEG experiments (experiment 1 and experiment 2). The first approach is to manipulate different loads and observe the same pressure response of subjects; the second approach is to observe the pressure response of different subjects (high and low pressure) under the same load (resting state) in the fMRI experiment (experiment 3). The purpose of this approach is to improve the validity and reliability of the experimental study. Using the method of repetitive experiment design, the work load (stimulus) was represented by task time, the stress (response) was represented by EEG, and the expectation was induced by small probability target stimulus. The quantitative relationship and expectation between work load (work time) and work stress (EEG) were investigated. The results showed that P300 could characterize the work stress in EEG experiment, the work stress sensation was smaller in high expectation level, the neuroelectrophysiological index could describe the regulation effect of expectation on work stress, the increase of work stress could lead to the occurrence of mental fatigue and the cognitive processing efficiency (the reaction time increased and the response time increased). In experiment 2, repetitive design was used to characterize the workload (stimulus) by task difficulty, and EEG was used to characterize the psychological stress (response) by preparing the signal. The results showed that the amplitude and latency of P300 could be used as objective indicators of work stress, and with the increase of task difficulty, work performance (reaction time and error rate) could be used as objective indicators of work stress. There was a significant downward trend; when the task was of the same difficulty, the work stress of the subjects with high expectation level was lower, that is, the expectation and work stress showed an inverse proportional relationship; the quantitative neurophysiological indicators could characterize the regulation of expectation on work stress and could be explained from the level of brain processing. The subjects were divided into high working pressure group and control group according to measuring tools and physician evaluation results. The differences of stress between two groups under resting functional magnetic resonance (fMRI) test were investigated. The results showed that long-term work stress caused part of the brain of employees. There were significant differences in regional consistency (the left posterior central gyrus and the inferior parietal marginal gyrus showed significant increases in local consistency), that is, fMRI indicators could objectively represent the differences in work stress; employees with high expectations, low levels of work stress and low expectations, and employees with high levels of work stress had significant differences in brain functional structure. The results of the above three experiments are as follows: (1) The relationship between expectation and job stress is inversely proportional. Employees'job stress is closely related to the reference standard. The stress is relative to the reference point. The reference point set by the employee's mind is usually dynamic. This means that in the actual work stress management, raising the expectation of employees is an effective way to alleviate and reduce the work stress of employees. This enriches, supplements and improves the existing theory of work stress management. (2) Expectation is the work stress. Employees'comparison based on reference points is the key link in the process of job stress evaluation. Reference points (expectations) directly determine the evaluation criteria and measurement criteria of the source of stress, and then influence the subjective judgment of employees' job stress. Capital, work environment, organizational climate and other factors are indirect factors, which play a role by influencing individual expectations. (3) Whether the amplitude of ERP components, latency or local consistency of brain function, neurophysiological indicators can characterize the level of work stress, and the regulatory role of expectation on work stress. (4) Individual pairing period. Expected events are faster and more efficient than unexpected events; high expectations can also help individuals more easily cope with the rapid increase in work stress; but overloaded work stress can lead to a decline in work efficiency and performance. Although the improvement of employee subjective mental effort can alleviate the rate of decline, it can not. Completely compensate for the negative impact of work stress, the level of work performance is difficult to maintain a fixed standard. (5) Long-term high-intensity work stress, the physical and mental health of employees will indeed be substantially damaged, some brain areas of dysfunction may lead to daily work process of inattention, memory loss. Anxiety, bad interpersonal relationships, sleep disorders and other issues have a serious impact on maintaining the quality of life and normal work efficiency of employees, which enterprises should pay real attention to. The conclusion of the experiment is helpful to improve the current situation of work stress management and provide a new way to realize effective management of work stress. In addition, this paper attempts to describe employees'psychological activities and behaviors from the brain level, realizes the direct description of psychological variables, discusses the problem of "de-subjectivization" of work stress, and provides evidence for the follow-up study at the neurological level.
【學(xué)位授予單位】：西南交通大學(xué)
【學(xué)位級別】：博士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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