中文版挑战性-阻碍性压力源量表在民营企业员工中应用的效度和信度  

Validity and reliability of the Chinese version of the Challenge-Hindrance Stressor Scale in private enterprise staff

作　　者：李巧灵[1] 李茜茜[1] 李宗波[2] 王明辉[1] 赵国祥[1] 

机构地区：[1]河南大学心理学系,河南开封475001 [2]中国矿业大学管理学院,江苏徐州221116

出　　处：《中国心理卫生杂志》2014年第7期530-534,共5页Chinese Mental Health Journal

基　　金：教育部人文社科基金项目(12YJC630206);中央高校基本科研业务费专项资金(2014WB12);河南省高校科技创新人才资助计划

摘　　要：目的:检验中文版挑战性-阻碍性压力源量表在民营企业员工中应用的效信度。方法:通过选取不同行业的民营企业员工132名,对中文版挑战性-阻碍性压力源量表的项目区分度、内部一致性信度和结构效度进行检验。再选取213名不同行业的民营企业员工,以情绪衰竭、工作满意度和离职倾向为效标,检验量表的效标效度,并验证量表的内部一致性信度和结构效度。结果:两次调查中,总量表的内部一致性α系数均为0.89,挑战性压力源分量表的内部一致性α系数均为0.88,阻碍性压力源分量表的内部一致性α系数分别为0.83、0.80。探索性因素分析呈现二维结构模型,验证性因素分析表明该模型的各项拟合指标良好(χ2/df=2.28,CFI=0.98,IFI=0.98,NNFI=0.97,RMSEA=0.08)。挑战性压力源得分与情绪衰竭得分呈正相关(r=0.20,P<0.01),与工作满意度得分(r=0.06,P>0.05)、离职倾向得分(r=0.01,P>0.05)的相关不显著;阻碍性压力源得分与情绪衰竭得分(r=0.39,P<0.001)和离职倾向得分(r=0.23,P<0.01)呈正相关,与工作满意度得分呈负相关(r=-0.23,P<0.01)。结论:中文版挑战性-阻碍性压力源量表具有较好的效度和信度,可用于测评我国民营企业员工的工作压力水平。Objective：To examine the validity and reliability of the Chinese version of the Challenge-Hindrance Stressor Scale in private enterprise in China.Methods：Item discrimination,reliability and construct validity were tested with the Chinese version of Challenge-Hindrance Stressors Scale using a sample of 132 employees from different private enterprises.Concurrent validity was tested with emotional exhaustion,job satisfaction and turnover intention as criteria using a sample of 213 participants from different industries.Results：In the two surveys,internal consistency coefficient of the scale was 0.89,and subscales＇ internal consistency α coefficients of Challenge-Hindrance Stressor were 0.88/0.88 and 0.83/0.80.Exploratory factor analysis revealed a two-dimensional structural model,and confirmatory factor analysis showed that all fit indexes of the model were good （x^2/df =2.28,CFI =0.98,IFI =0.98,NNFI =0.97,RMSEA =0.08）.Challenge stressor scores were positively correlated with the employee＇s emotional exhaustion scores （r =0.20,P 〈 0.01）,while had no correlation with the job satisfaction scores （r =0.06,P 〉0.05） and turnover intention scores （r =0.01,P 〉0.05）.Relatively,hindrance stressor scores were positively correlated with the employee＇s emotional exhaustion scores （r =0.39,P 〈 0.001） and turnover intention scores （r =0.23,P 〈0.01）,and negatively correlated with job satisfaction scores （r=-0.23,P 〈0.01）.Conclusion：It suggested that the Chinese version of the Challenge-Hindrance Stressor Scale have acceptable psychometric quality,and could be used to measure the employees＇ degree of stress in private enterprise in China.

关 键 词：挑战性压力源 阻碍性压力源 效度 信度 心理测量学 

分 类 号：B841.7[哲学宗教—基础心理学] C913.2[哲学宗教—心理学]