本文選題：賦權(quán)　切入點(diǎn)：增能　出處：《中國(guó)疾病預(yù)防控制中心》2013年博士論文　論文類型：學(xué)位論文

【摘要】：目的 健康促進(jìn)中的賦權(quán)增能是指“使人們獲得控制影響其生活和健康影響因素的能力的過程”,這已成為健康促進(jìn)領(lǐng)域公認(rèn)的核心策略。從促進(jìn)和加強(qiáng)我國(guó)職業(yè)人群健康的角度來說,引進(jìn)賦權(quán)增能理論和實(shí)踐模式是非常必要的,但在我國(guó)應(yīng)用需要考慮其跨文化的普適性和本土化的問題。本研究旨在探索和解讀基于我國(guó)社會(huì)、經(jīng)濟(jì)、文化背景的工作場(chǎng)所健康促進(jìn)領(lǐng)域中的賦權(quán)增能內(nèi)涵、要素和作用機(jī)制,構(gòu)建適合我國(guó)國(guó)情的工作場(chǎng)所健康促進(jìn)賦權(quán)增能模式,為進(jìn)一步推進(jìn)和發(fā)展我國(guó)工作場(chǎng)所健康促進(jìn)工作提供理論指導(dǎo)。 方法 本研究首先采用文獻(xiàn)法,在國(guó)內(nèi)、外相關(guān)文獻(xiàn)數(shù)據(jù)庫(kù)和網(wǎng)站查詢資料,對(duì)收集到的信息進(jìn)行查閱、鑒別、整理與分析,研究賦權(quán)增能理論的內(nèi)涵、要素和已有模式的優(yōu)缺點(diǎn)。然后采用質(zhì)性研究方法,將工作場(chǎng)所健康促進(jìn)領(lǐng)域擁有相關(guān)信息最豐富的人群作為抽樣目標(biāo)人群,通過目的抽樣、滾雪球抽樣選取20名人員進(jìn)行深度訪談,將訪談錄音轉(zhuǎn)換成文稿,提取要點(diǎn)并與受訪者確認(rèn),而后進(jìn)行訪談資料的分析和提煉,形成賦權(quán)增能模式框架。最后,在2家不同規(guī)模、不同性質(zhì)的企業(yè)中開展實(shí)證研究,采用“全國(guó)工作場(chǎng)所健康促進(jìn)試點(diǎn)企業(yè)”項(xiàng)目統(tǒng)一制訂的基本情況調(diào)查表、McLean's職業(yè)緊張調(diào)查表、Goldberg普通健康調(diào)查表、心理賦權(quán)量表和以身作則問卷,結(jié)合訪談法和觀察法,對(duì)賦權(quán)增能干預(yù)各層面結(jié)果進(jìn)行測(cè)量。通過理論構(gòu)建和實(shí)踐發(fā)展,最終形成基于我國(guó)國(guó)情現(xiàn)狀的工作場(chǎng)所健康促進(jìn)賦權(quán)-參與-增能模式。 結(jié)果 第一部分：解釋了將empowerment翻譯為“賦權(quán)增能”的理由,批判式分析了現(xiàn)有的賦權(quán)增能模式的優(yōu)缺點(diǎn),深度探討了該理論在目前中國(guó)社會(huì)經(jīng)濟(jì)轉(zhuǎn)軌時(shí)期應(yīng)用的意義和可行性,并綜合理論研究和我國(guó)國(guó)情,提出了建立自上而下外力賦權(quán)和自下而上主動(dòng)增能相結(jié)合的我國(guó)工作場(chǎng)所健康促進(jìn)賦權(quán)增能模式總體思路。 第二部分：探索和解釋了那些影響到工作場(chǎng)所健康促進(jìn)的經(jīng)濟(jì)、政治、社會(huì)和文化的因素,理解相關(guān)群體如何自我解讀工作場(chǎng)所健康促進(jìn)賦權(quán)增能的要素、優(yōu)先領(lǐng)域和職業(yè)人群應(yīng)具備的基本職業(yè)健康素養(yǎng),并結(jié)合理論研究結(jié)果,提煉出制度、文化、心理和技術(shù)作為自上而下賦權(quán)的4個(gè)領(lǐng)域：健康意識(shí)、知識(shí)、技能、自我效能、自我決定、拓展社會(huì)支持網(wǎng)絡(luò)以及通過個(gè)人或集體行動(dòng)來對(duì)他人、決策或環(huán)境產(chǎn)生影響的能力等,作為增能的內(nèi)容。初步提出了以對(duì)員工和組織進(jìn)行賦權(quán)為前提、以員工和組織增能為目標(biāo)、以員工參與為增能主要手段的工作場(chǎng)所健康促進(jìn)賦權(quán)-參與-增能模式。 第三部分：兩家企業(yè)在組織領(lǐng)導(dǎo)、健康相關(guān)部門和人員設(shè)置、經(jīng)費(fèi)場(chǎng)所保障、溝通協(xié)調(diào)機(jī)制、民主管理方式、監(jiān)督管控、信息／教育／醫(yī)療資源的提供等方面進(jìn)行制度賦權(quán)；將健康安全的理念植入企業(yè)文化,積極倡導(dǎo)并融入各項(xiàng)活動(dòng),進(jìn)行文化賦權(quán)；在內(nèi)、外部專業(yè)人員的引導(dǎo)、協(xié)調(diào)、參與和服務(wù)下,借助技術(shù)工具,進(jìn)行技術(shù)賦權(quán)；在制度、文化、技術(shù)賦權(quán)中,重視員工對(duì)賦權(quán)措施的心理體驗(yàn),使其達(dá)到一定水平的心理賦權(quán)。通過賦權(quán)和有效參與,員工掌控影響其生活和健康影響因素的能力得到了不同程度的提高。問卷調(diào)查結(jié)果顯示,兩家企業(yè)分別有98.9%和93.2%的員工能夠利用所學(xué)的健康知識(shí)應(yīng)用于生活和工作中；77.8%和59.8%的員工認(rèn)為自己獲取健康知識(shí)的能力得到了提高；56.2%和32.5%的員工在健康相關(guān)問題的處理上具備了一定的批判式思維。兩家企業(yè)員工心理賦權(quán)平均得分率分別為68.71%和65.60%,自我效能維度的平均得分率均大于74%;專業(yè)人員心理賦權(quán)平均得分率分別為77.50%和72.14%,在工作意義和自我效能兩個(gè)維度的得分率均在80%以上。干預(yù)后員工體檢異常指標(biāo)也有部分改善。企業(yè)內(nèi)部的安健環(huán)部門和醫(yī)務(wù)室,藉由整個(gè)項(xiàng)目過程的參與,轉(zhuǎn)變了服務(wù)意識(shí)、提升了服務(wù)能力,能夠主動(dòng)發(fā)掘員工的健康需求,采用了更加入性化和個(gè)體化的方式為員工提供健康服務(wù)和發(fā)展工作場(chǎng)所健康促進(jìn)項(xiàng)目。通過實(shí)證研究,認(rèn)識(shí)到社會(huì)、政治、經(jīng)濟(jì)、文化和環(huán)境的大背景對(duì)健康促進(jìn)乃至企業(yè)發(fā)展的影響,將其補(bǔ)充到質(zhì)性研究中提出的模式框架,提出最終的工作場(chǎng)所健康促進(jìn)賦權(quán)-參與-增能模式。 第四部分：對(duì)所提出的模式進(jìn)行解析和說明。 結(jié)論 工作場(chǎng)所健康促進(jìn)賦權(quán)-參與-增能模式賦予了賦權(quán)增能理論的中國(guó)特色內(nèi)涵,豐富了工作場(chǎng)所健康促進(jìn)理論,為我國(guó)工作場(chǎng)所健康促進(jìn)工作的發(fā)展和全面推進(jìn)提供了有效的理論模式和實(shí)踐范例。
[Abstract]:objective
Health promotion in empowerment refers to "make people obtain the control effect of process factors of the ability of life and health effects, which has become the core of health promotion strategy from recognized. To promote and strengthen the view of health in our country occupation population, the introduction of empowerment theory and practice mode is very necessary in our country, but need to consider the application of cross-cultural applicability and localization problems. The purpose of this study is to explore and interpret the society of our country, based on the economy, the cultural background of the workplace health promotion in the field of empowerment connotation, elements and mechanism, building suitable for China's workplace health promotion and empowerment empowerment mode, the development of China's workplace health promotion work to provide theoretical guidance for the further promotion.
Method
This paper adopts the method of literature, in the domestic and foreign literature database and web site information, the information collected for inspection, identification, collation and analysis of the connotation of empowerment by the theory, the advantages and disadvantages of existing elements and patterns. Then by using qualitative research method, the workplace health promotion areas have the most abundant information related to the sampling population as the target population, through purposive sampling, snowball sampling to select 20 staff in-depth interviews, interviews will be converted into the presentation, extraction points and with the respondents confirmed that after the interview and data analysis and extraction, the formation of empowerment framework. Finally, in 2 different scale to carry out empirical research, the different nature of the enterprise, the "unified national workplace health promotion pilot enterprises formulate the basic situation questionnaire of occupational stress questionnaire, McLean's, Goldbe RG general health questionnaire, psychological empowerment scale and by questionnaire, interviews and observation, the empowerment intervention at all levels were measured. Results through theoretical construction and practice development, and ultimately the formation of current situations of our country workplace health promotion empowerment participation empowerment based on mode.
Result
The first part: explain the empowerment translated as "empowerment" reasons, critical analysis of the existing advantages and disadvantages of empowerment model, discusses the depth of theory in the current application of social economic transition Chinese significance and feasibility, and comprehensive theoretical research and actual situation in China, put forward the establishment of top-down external empowerment and the combination of bottom-up initiative to increase to our workplace health promotion and empowerment mode of general idea.
The second part: the exploration and interpretation of the influence to economy, workplace health promotion, political, social and cultural factors, to understand how groups of self interpretation of workplace health promotion can increase the weighting factor, priority areas and occupation groups should have the basic occupation health literacy, and combined with the result of theoretical research, refine the system. 4 areas of culture, psychology and technology as top-down empowerment: health awareness, knowledge, skills, self-efficacy, self decision, expand social support network and through individual or collective action of others, or the environment influence decision-making ability, as can increase the content. Initially proposed to employees and organizations empowerment as the premise, with employees and organizations can increase as the goal, to increase the staff involved in the main means of workplace health promotion empowerment participation empowerment mode.
The third part: the two companies in the leadership of the organization, the relevant departments and personnel to set up health funds, places of security, communication and coordination mechanism, democratic management, supervision and control, to provide such information / education / medical resources system empowerment; health and safety will be implanted into the concept of corporate culture, and actively promote the integration of cultural activities. Empowerment;, external professional staff guidance, coordination, participation and service, with the tools of technology, technological empowerment; in the system, culture, technological empowerment, employee empowerment measures of psychological experience, to achieve a certain level of psychological empowerment. Through empowerment and effective participation of employees, control ability to influence factors the life and health effects is improved in different degrees. The survey results show that the two companies were 98.9% and 93.2% of the employees can use the knowledge of health Used in life and work; 77.8% and 59.8% of employees believe that their ability to gain health knowledge has been improved; 56.2% and 32.5% of the employees have a certain critical thinking in dealing with health related problems. Two employees psychological empowerment average scoring rate were 68.71% and 65.60%, the average score of self-efficacy rate are more than 74% professional personnel; psychological empowerment average scoring rate were 77.50% and 72.14%, in the two dimensions of meaning and self-efficacy scores were all above 80%. The intervention of employee medical examination indicators are also part of the modification. The internal HSE department and Clinic, through the whole project process in transition the service awareness, improve service ability, can take the initiative to explore the health needs of employees, with a more user-friendly and individualized way for employees to provide health services and development. Workplace health promotion project. Through empirical research, to realize the social, political, economic, cultural background and environmental impact on health promotion and development of the enterprise, be added to the framework proposed in qualitative research, finally put forward the workplace health promotion empowerment participation empowerment mode.
The fourth part: the analysis and explanation of the proposed model.
conclusion
The workplace health promotion empowerment participation growth mode gives the connotation of the Chinese characteristics of the empowerment growth theory, enriches the theory of workplace health promotion, and provides effective theoretical models and practical examples for the development and promotion of workplace health promotion in China.

【學(xué)位授予單位】：中國(guó)疾病預(yù)防控制中心
【學(xué)位級(jí)別】：博士
【學(xué)位授予年份】：2013
【分類號(hào)】：R13

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