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有研究人员采用自编一般情况调查表、心理一社会压力调查表和自编工作生活满意度问卷,对某市599名电力企业员工进行了调查,结果显示:电力企业的一线员工(一线组)压力反应总分(70.95±27.81),显著高于管理岗位员工(管理组)的得分(61.28±22.56)(P<0.001),更高于社会常模(59.65±21.78)(P<0.001);一线员工工作生活满意度总分(76.7±16.94)低于管理组(81.58±15.41)(P<0.01)。结论就是电力企业一线员工心理压力反应水平明显高于管理人员,也高于社会常模,其工作生活满意度低于管理人员。提高电力企业员工生活满意度及降低员工压力,在提高员工自身素质、提升企业绩效及对企业的长远、可持续发展显得尤为重要。EPA(Employee Assistance Program)即员工帮
Researchers using self-compiled general situation questionnaire, psycho-social stress questionnaire and self-designed questionnaire on life satisfaction, conducted a survey of 599 employees in a city power company, the results showed that: front-line employees (front-line group) The score of stress response was 70.95 ± 27.81, significantly higher than that of management staff (61.28 ± 22.56) (P <0.001) and higher than that of social norm (59.65 ± 21.78) (P <0.001). The total score of job satisfaction of frontline staff (76.7 ± 16.94) was lower than that of management (81.58 ± 15.41) (P <0.01). The conclusion is that the psychological stress response level of frontline employees in power enterprises is obviously higher than that of managers and also higher than that of social norm. Their satisfaction with working life is lower than that of managers. To improve the life satisfaction of employees in power enterprises and reduce the pressure on employees, it is especially important to improve their own quality, enhance their performance and their long-term and sustainable development. EPA (Employee Assistance Program) that staff help