认知评价在工作压力过程模式中的作用研究

【作者】 李旭培；

【导师】 田宝；

【作者基本信息】 首都师范大学 ， 发展与教育心理学， 2008， 硕士

【摘要】 目前,关于工作压力的大多数研究侧重于以静态的视角考察几个变量(或变量的几个水平之间)的关系,以过程论的视角考察变量之间关系或变量作用的研究较少,特别是对那些与情境存在交互作用的变量所进行的研究还很不足。本研究以拉扎勒斯的认知评价理论为基础,对认知评价在工作压力过程模式中的作用进行了探索和分析。研究包含两个部分。研究一为压力源认知评价问卷的编制,首先以内蒙古某公司员工237人为被试,施测自编的压力源认知评价问卷,经过项目分析和探索性因素分析,对问卷进行了修改和增删;然后,以北京、河南两公司员工303人为被试施测修改后的问卷,对正式问卷的结构效度进行了验证,并考察了问卷的信度指标。结果发现,自编的压力源认知评价问卷包括挑战评价、心理威胁评价、身体威胁评价、不可控评价和可控评价五个维度,该问卷结构效度较好,总体问卷和问卷各维度的信度系数介于.702～.885之间。结果表明,问卷具有较好的信效度,可用于后续研究。研究二选取北京、河南两公司员工303人为被试,施测压力源评价问卷、应对策略问卷、应对策略评价问卷、压力反应问卷、社会支持问卷、社会支持评价问卷、工作倦怠问卷和工作满意度问卷,运用分层回归分析、路径分析等统计方法,探讨了认知评价的直接效应、调节效应和中介效应。研究结果表明:(1)不可控评价对情绪中心应对有显著正向预测作用,可控评价对问题中心应对有显著正向预测作用;(2)重要性评价、身体威胁评价和不可控评价对生理反应有显著正向预测作用,身体威胁评价和不可控评价对心理反应有显著正向预测作用,心理威胁评价对心理反应有显著负向预测作用,身体威胁评价对行为反应有显著正向预测作用;(3)应对有效性对工作满意度有正向预测作用;(4)支持易得性对工作满意度有显著正向预测作用;(5)不可控评价对情绪中心应对与生理反应、情绪中心应对与行为反应之间的关系有显著负向调节作用,可控评价对情绪应对与生理反应之间的关系有显著正向调节作用;(6)应对的适当性对情绪中心应对与心理反应、情绪中心应对与行为反应之间的关系均有负向调节作用;(7)支持易得性在社会支持与心理反应、社会支持与工作满意度间具有中介作用,支持充分性和支持有效性在社会支持与心理反应、社会支持与行为反应间具有中介作用。研究结果表明,认知评价在工作压力过程模式中具有重要作用。更多还原

【Abstract】 Although researchers and ordinary people have pay more and more attentions to job stress,little attentions have been paid to job stress process,especially the role of variables which were impacted by situation in job stress process. This study based on Lazarus’Cognitive Transactional Model,explored and analyzed the role of cognitive appraisals in job stress process model.The study contains two sub-studies. In study 1, Stressor Cognitive Appraisal Questionnaire was administrated for 540 employees to test the construct of stess appraisals raised by Lazarus and to develop a tool for study. Reseachers in this study found that, stressor appraisals includes five dimensions of challenge appraisal,psychological threat appraisal,physical threat appraisal ,uncontrol appraisal and in-control appraisal, Stressor Cognitive Appraisal Questionnaire developed in the study, possess good reliability and validity.In study 2, a composite questionnaire was administrated for 303 employees to analyze roles of cognitive appraisals in job stress process model. by means of regression analysis and structure model,this study found that,(1) uncontrol appraisal is an effective predictive index of emotion-focused coping; in-control appraisal is an effective predictive indexes of question-focused coping; (2) importance appraisal, physical threat appraisal, uncontrol appraisal are effective predictive indexes of physical reaction; psychological threat appraisal,physical threat appraisal and uncontrol appraisal are effective predictive indexes of psychological reaction; physical threat appraisal is an effective predictive index of behavior reaction;(3)appraisal of effectiveness of coping strategy is an effective predictive index of job satisfaction;(4) appraisal of facileness of social support is an effective predictive index of job satisfaction;(5) uncontrol appraisal and in-control appraisal have moderator effects in relations between emotion-focused coping and physical reaction,as well as emotion-focused coping and behavior reaction; (6) appraisals suitability of coping has moderator effect in relations between emotion-focused coping and psychological reaction,as well as emotion-focused coping and behavior reaction;(7) appraisals of facileness of social support has mediation effect in relation between social support and psychological reaction,as well as social support and job satisfaction; appraisals of sufficiency and effectiveness of social support have mediation effects in relation between social support and psychological reaction,ans well as social support and behavior reaction.更多还原