本文選題：現(xiàn)代服務(wù)業(yè)員工 + 心理一致感��； 參考：《環(huán)境與職業(yè)醫(yī)學(xué)》2017年04期

【摘要】：[目的]了解三家企業(yè)現(xiàn)代服務(wù)業(yè)員工的心理一致感和隱性缺勤現(xiàn)狀,探究兩者間的關(guān)聯(lián),為探尋減少工作中隱性缺勤的有效措施提供理論和實(shí)踐依據(jù)。[方法]2016年3—4月,采用橫斷面研究設(shè)計(jì),運(yùn)用內(nèi)在一致感量表和斯坦福隱性缺勤量表作為評估工具,以非隨機(jī)意愿抽樣的方法對上海三家單位1 798名在職員工進(jìn)行問卷調(diào)查,在所有調(diào)查對象知情同意基礎(chǔ)上,自主完成問卷填寫。最后通過SPSS 19.0對數(shù)據(jù)進(jìn)行趨勢卡方檢驗(yàn)和logistic回歸分析。[結(jié)果]問卷有效應(yīng)答率為40.8%。調(diào)查對象心理一致感得分為(61.47±10.47)分,不同年齡、崗位、工齡、婚姻狀況和平均月收入的現(xiàn)代服務(wù)業(yè)員工間心理一致感得分差異有統(tǒng)計(jì)學(xué)意義(P0.01)。隱性缺勤得分為(14.40±4.41)分,不同年齡、受教育程度、工作制和月收入水平的現(xiàn)代服務(wù)業(yè)員工間隱性缺勤得分的差異有統(tǒng)計(jì)學(xué)意義(P0.05)。高、中水平心理一致感是隱性缺勤的保護(hù)因素,OR分別為0.29(95%CI:0.20~0.43)和0.48(95%CI:0.33~0.70)。[結(jié)論]三家企業(yè)現(xiàn)代服務(wù)業(yè)員工的心理一致感總分和隱性缺勤得分與國外相比仍有一定差距,高水平的心理一致感有助于減少隱性缺勤的發(fā)生。
[Abstract]:[Objective] to understand the psychological consistency and Recessive Absence of attendance of three enterprises in modern service industry, and to explore the relationship between them, and to provide theoretical and practical basis for exploring effective measures to reduce Recessive Absence in the work. [methods]2016 year 3 to April, cross sectional study and design, internal consistency scale and Standford Recessive Absence amount were used. As an assessment tool, a questionnaire survey was conducted on 1798 employees in three units in three units in Shanghai by non random willingness sampling. On the basis of informed consent of all the subjects, the questionnaire was completed independently. Finally, the trend chi square test and logistic regression analysis were carried out through SPSS 19. [results] the questionnaire had an effective response rate of 40.8%. The score of psychological consistency of the subjects was (61.47 + 10.47). There was a significant difference between different age, post, work age, marital status and average monthly income of employees (P0.01). The score of recessive absenteeism was (14.40 + 4.41), not the same age, education, work system and monthly income level. There was significant difference in the score of recessive absenteeism among staff members (P0.05). High, middle level psychological consistency was a protective factor for Recessive Absence, and OR was 0.29 (95%CI:0.20~0.43) and 0.48 (95%CI:0.33~0.70) respectively. [Conclusion] the score of psychological inductive total and Recessive Absence of attendance of three enterprises in modern service industry still have a certain degree compared with that of foreign countries. A high level of psychological coherence helps to reduce the occurrence of recessive absences.
【作者單位】： 復(fù)旦大學(xué)公共衛(wèi)生學(xué)院復(fù)旦大學(xué)健康傳播研究所教育部公共衛(wèi)生安全重點(diǎn)實(shí)驗(yàn)室健康風(fēng)險(xiǎn)預(yù)警治理協(xié)同創(chuàng)新中心;
【基金】：上海市公共衛(wèi)生三年行動(編號:GWIV-5-8)
【分類號】：F272.92;R13
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本文編號：2020204