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[目的]了解某机械装备密闭空间作业人员工作满意度状况,并分析付出-回报失衡对工作满意度的影响,为进一步采取有针对性的防护和干预措施奠定实践和理论依据。[方法]采用多阶段分层随机抽样,于2016年8月上旬选取新疆某机构350名机械装备密闭空间作业人员作为调查对象,应用中文版明尼苏达满意度量表(Minnesota Satisfaction Questionnaire,MSQ)和付出-回报失衡(Effort-Reward Imbalance,ERI)量表对其进行调查,收回问卷348份,剔除无效问卷,得到有效问卷332份,有效率为94.86%(332/350)。分析人口信息学特征对MSQ的影响,分别以ERI 3个分量表得分的均值及ERI指数1为界,将调查对象分为两组,比较不同组间工作满意度的得分情况,同时采用分层回归分析方法研究付出-回报失衡对工作满意度的影响。[结果]332名调查对象的内部满意度得分为43.96±6.60,外部满意度得分为29.17±5.50,总体满意度得分为73.13±11.37。按人口信息学特征,不同文化程度、入伍前身份、职位影响MSQ得分,差异有统计学意义(P<0.05);入伍前居住地、是否独生子及吸烟状况对MSQ得分的影响无统计学意义(P>0.05)。付出低得分组的内部满意度、外部满意度和总体满意度均高于高得分组,差异有统计学意义(P<0.01);回报低得分组的内部满意度、外部满意度和总体满意度均低于高得分组,差异有统计学意义(P<0.01);内在付出低得分组的外部满意度和总体满意度均高于高得分组,差异有统计学意义(P<0.01或P<0.05);ERI指数≥1组的内部满意度、外部满意度和总体满意度均低于ERI指数<1组,差异有统计学意义(P<0.01或P<0.05)。固定人口信息学特征后,对内部满意度有影响的自变量为回报,其影响为正向,b=0.198(P<0.01);对外部满意度有影响的自变量为付出和回报,付出的影响为负向,b=-0.299(P<0.01),回报的影响为正向,b=0.142(P<0.01);对总体满意度有影响的自变量为付出和回报,付出的影响为负向,b=-0.506(P<0.01),回报的影响为正向,b=0.263(P<0.01)。[结论]机械装备密闭空间作业人员的文化程度、入伍前身份及职位影响其工作满意度。付出-回报失衡影响工作满意度,付出对外部满意度和总体满意度具负向预测作用,回报对内部满意度、外部满意度和总体满意度具有正向预测作用。
[Objective] To understand the job satisfaction status of workers in a confined space of a mechanical equipment and to analyze the impact of pay-return imbalance on job satisfaction, laying a practical and theoretical basis for further taking targeted protection and intervention measures. [Methods] A multistage stratified random sampling method was used to select 350 mechanical and equipment airtight space workers in a certain agency in Xinjiang in early August 2016 as the survey subjects. The Minnesota Satisfaction Questionnaire (MSQ) Effort-Reward Imbalance (ERI) scale was used to investigate the questionnaires. 348 questionnaires were withdrawn, invalid questionnaires were excluded and 332 valid questionnaires were obtained, with an effective rate of 94.86% (332/350). The demographic characteristics of MSQ were analyzed. The ERI scores were divided into two groups according to the mean of the three ERI scores and the ERI index 1, and the scores of job satisfaction among different groups were compared. At the same time, The Impact of Payments - Return Imbalances on Job Satisfaction with Regression Analysis. [Results] 332 respondents got internal satisfaction score of 43.96 ± 6.60, external satisfaction score of 29.17 ± 5.50, and overall satisfaction score of 73.13 ± 11.37. There were significant differences in MSQ score between demographic characteristics and educational attainment, pre-enlistment status and MSQ scores (P <0.05). There was no significant difference in MSQ scores between residence before marriage, child-only child and smoking status P> 0.05). The internal satisfaction, external satisfaction and overall satisfaction of the low score group were higher than those of the high score group, the difference was statistically significant (P <0.01); the internal satisfaction, external satisfaction and overall satisfaction (P <0.01). The external satisfaction and overall satisfaction of the internal low-score group were higher than the high score group, the difference was statistically significant (P <0.01 or P <0.01 or P < 0.05). The internal satisfaction, external satisfaction and overall satisfaction of ERI index≥1 group were lower than those of ERI index <1 group, the difference was statistically significant (P <0.01 or P <0.05). After the demographic characteristics were fixed, the independent variables that affected the internal satisfaction were the returns, the impact was positive, b = 0.198 (P <0.01); the independent variables that affected the external satisfaction were the return and payoff The impact is negative, b = -0.299 (P <0.01), the impact of return is positive, b = 0.142 (P <0.01); the independent variables that affect overall satisfaction are pay and return, and the impact is negative To, b = -0.506 (P <0.01), the effect of return was positive, b = 0.263 (P <0.01). [Conclusions] The educational level of mechanized and airtight space workers, the pre-enlistment status and their positions affect their job satisfaction. Pay-return imbalance affect job satisfaction, pay to external satisfaction and overall satisfaction with a negative predictive effect, the return of internal satisfaction, external satisfaction and overall satisfaction with a positive predictive role.