摘要
本研究通过调查分析，试图探究广州市国有企业基层员工的压力现状，并基于 JDCS
模型分析其压力成因，提出切实可行的压力管理对策，以促进广州市国有企业进行有
效的人力资源管理，认识到员工存在一定的工作压力，确保员工的工作积极性，使其
工作效率得到提升。
本论文在探究时，通过问卷的形式进行，其中还包括有观察以及采访等形式的手
段，调查了个广州市 A 企业的 300 名员工。问卷调查主要借鉴了著名的 OSI-R 量表，
在此基础上通过心理学的访谈方法进行了修正。研究结果表明，国有企业基层员工的
压力比较大，对工作前景比较灰心，对工作现状感到厌倦。追溯其压力源，主要有工
作内容的琐碎、自身工作技能的空缺和国有企业人力资源管理体系的不完善。
压力过大危害身心，而过小则会产生工作倦怠，将压力控制在一定状态下将有助
于员工的技能发挥。根据国有企业基层员工的压力特点，研究最后从三方面提出压力
的管理对策。第一，以人为本，科学用人，重视员工工作需求情况 ；第二，使员工具
有积极的工作态度，提升其职业技能，强化员工工作控制能力；第三，引入员工帮助
计划，以获得更大的社会支持。结合国有企业的特点，从企业自身管理的改善出发，
从员工自身能力的提高出发，是国企人力资源工作发展的必经之路。
关键词：国有企业；基层员工；工作压力；压力源II
ABSTRACT
By investigation and analysis, this study points out the work stress situation which the
grass-roots employees work in the state owned enterprise (SOE) under. Based on the JDCS
models, we try to analyse the cause of work stress, and put forward appropriate suggestions
to promote the HRM in state owned enterprise.
This paper studies the work stress of 300 grass-roots employees in a SOE located in
Guangzhou by methods of questionnaire survey, literature, individual interviews. The
question survey uses the classical scale—OSI-R, which contains 140 questions, in order to
test the degree of employees’ stress situation. The result proves that these 300 employees
suffer stressful days, also their job prospects is frustrated and get tired of the current state.
Tracing the pressure source, there are 3 major reasons: frivolous commands of the job
requirement, lack of professional work skills and the incomplete HRM in the enterprise.
If the work pressure is overload, that may harms the employee’s healthy. Also, if the work
pressure is not enough, the employee will be weary of. So taking a good control of work
stress is conductive to help employee giving full play of their ability and creation. According
to the characteristics of the pressure that the grass-roots staff in SOEs suffer, the paper come
up with 3 suggestions. Firstly, clear job responsibilities and increase the workload
appropriately to relieve work burnout; Secondly, strengthen skills training can improve the
ability which the basic level staffs can taking control; Thirdly, seeking much social support
by introducing EAP. Considering the characteristics of state-owned enterprises, it is the only
way to develop the management of the HR in SOEs that improving the enterprises’
management and increasing the ability of employees.
Key Words: State owned enterprise; Grass-roots staff; Work stress; StressorIII
目 录
摘要...........................................................................................................................................I
ABSTRACT.................................................................................................................................II
1 绪论....................................................................................................................................1
1.1 研究背景.......................................................................................................1
1.2 研究目的和意义...........................................................................................1
1.3 研究对象及研究成果...................................................................................2
1.3.1国外企业员工压力情况研究.............................................................. 3
1.3.2 国内企业员工压力情况研究................................................................4
1.3.3 工作压力的相关文献情况....................................................................5
1.4 JDCS(工作要求—控制—支持)模型...........................................................9
1.4.1 JDCS 模型内涵......................................................................................9
1.4.2 JDCS 模型研究....................................................................................12
1.5 研究思路和方法.........................................................................................13
1.5.1研究思路..............................................................................................13
1.5.2研究方法..............................................................................................13
1.5.3创新之处..............................................................................................14
2 基于 JDCS 模型的国有企业基层员工的压力现状及成因............................................15
2.1 广州市 A 国有企业的基本概况.................................................................15
2.1.1企业概况..............................................................................................15
2.1.2员工情况..............................................................................................15
2.2 国有企业基层员工压力现状.....................................................................15
2.2.1 工作压力来自工作内容不清晰及掣肘..............................................18
2.2.2工作压力来自无明确员工培养计划及低薪资..................................19
2.2.3 工作压力来自企业无培训及与上级关系紧张..................................20
2.3 国有企业基层员工的压力成因.................................................................21
2.3.1国有企业基层岗位的高工作需求......................................................21
2.3.2国有企业基层员工的低工作控制......................................................22
2.3.3 国有企业体制对基层员工的低社会支持..........................................23
3 国有企业基层员工的压力管理对策..............................................................................25
3.1 国有企业应重视基层员工工作需求情况.....................................................25
3.1.1合理调整基层工作负荷，保持员工适度压力..................................25IV
3.1.2做好国有企业人力资源的精细化管理..............................................26
3.2 提高基层员工积极性，加强技能培训，强化员工工作控制能力.........28
3.2.1采取有效的国有企业人才激励措施..................................................28
3.2.2探究加强国有企业基层员工培训管理的方案..................................32
3.3 引入国企基层员工帮助计划，强化社会支持系统.................................33
3.3.1国有企业基层员工帮助计划的基本内容..........................................33
3.3.2引入国有企业基层员工帮助计划的意义..........................................34
3.3.3善用国有企业基层员工帮助计划，缓解员工工作压力..................35
4 结论..................................................................................................................................37
参考文献.................................................................................................................................38
附录 1......................................................................................................................................40
附录 2......................................................................................................................................43
致谢..........................................