健康与遗传心理学研究室知识库

银行网点员工在金融领域从事服务性工作，需要处理客户的金融需求和问题，这会带来一定的工作压力和挑战。本研究旨在评估银行网点员工的工作压力水平和职业倦怠程度，探讨工作压力与职业倦怠之间的影响机制，着重考察组织支持感和自我效能感在这一关系中的中介作用。并进一步研究了整合冥想课程干预对 工作压力和职业倦怠程度的改善作用 。

研究一：问卷法量化研究方法，研究通过某大型国有银行广州分行随机抽取1200名网点员工，使用问卷调查系统相应发放调查问卷，其中有效问卷 1102 份。采用工作压力量表、职业倦怠量表、组织支持感量表、自我效能感量表进行调查，建立了以工作压力为自变量，组织支持感和自我效能感为中介变量，职业倦怠为因变量的中介模型。使用 SPSS 软件进行描述性统计、相关分析，使用 AMOS 软件进行路径分析和中介效应检验。

结果显示：（1）银行网点员工面临的工作压力和职业倦怠问题较为突出，特别是在工作本身、组织因素和情绪衰竭方面；（2）不同人口变量在工作压力和职业倦怠上存在显著差异；（3）工作压力与职业倦怠之间存在正向关联，但工作压力与组织支持感、自我效能感之间则呈现负向关联。同时组织支持感、自我效能感还分别对职业倦怠产生了显著的负向影响；（4）组织支持感和自我效能感在工作压力与职业倦怠间起链式中介作用。

研究二：干预实验，该实验在研究一问卷的网点员工中进行招募，参与为期4 周的冥想课程，被试分为两组，分别是干预组和对照组，每组人数均为 30 人，两组基线水平没有差异。本研究采用了 2×2 混合设计，考虑了组别（干预组& 对照组）和时间（前测&后测）这两个因素。研究者使用 SPSS 软件进行双因素重复测量方差分析，用于揭示随时间推移，干预措施是否对干预组产生了与对照组不同的影响。

结果显示：（1）在进行工作压力和职业倦怠干预的前后测对比中，干预组工作压力总分及工作本身、组织因素、工作与家庭冲突等维度方面表现出显著性差异；职业倦怠总分及情绪衰竭、人格解体和低成就感等维度方面均表现出显著性差异；（2）随时间的推移，干预措施对干预组产生了不同于对照组的影响。与对照组相比，干预组在实验后测工作压力和职业倦怠总分均显示出显著差异；工作压力各维度没有显著差异，在职业倦怠三个维度：情绪衰竭、人格解体和低 成就感上均显示出显著性差异。

综上，本研究得出结论如下：

（1）银行网点员工面临较高的工作压力，并且工作压力与职业倦怠存在正向关联，即工作压力的增加可能导致职业倦怠的加剧。

（2）工作压力对职业倦怠的影响不仅可以直接体现，也可以通过组织支持感和自我效能感的链式中介作用间接体现。简言之，工作压力会引发个体对组织支持的需求感知，从而提高自我效能感，最终减轻职业倦怠的程度。

（3）整合冥想干预对工作压力和职业倦怠有改善效果，在职业倦怠总分及各个维度上观察到更显著的改善。

本研究通过分析员工的心理健康状况及其影响因素，结合冥想课程的干预效果，为金融行业提供了实际的管理建议，对该领域的研究提供了新的视角和理论支持。

This study aims to evaluate the levels of work stress and occupational burnout among bank branch employees who are engaged in service-oriented work within the financial sector, where they handle clients' financial needs and issues, which can bring about certain work pressures and challenges. The research endeavors to explore the Influence mechanisms between work stress and occupational burnout, with a particular focus on investigating the mediating roles of organizational support and self-efficacy in this relationship. Furthermore, the study investigates the effects of integrating meditation courses as an intervention to improve levels of work stress and occupational burnout.

Study 1: Quantitative research was conducted using a questionnaire method to assess the levels of work stress and occupational burnout among bank branch employees in the financial sector, who are engaged in service-oriented work dealing with clients' financial needs and issues. The study aimed to investigate the mediating role of organizational support and self-efficacy in the relationship between work stress and occupational burnout. A sample of 1102 valid responses was collected from 1200 randomly selected bank branch employees of a large state-owned bank in Guangzhou, China. The survey utilized scales for work stress, occupational burnout, organizational support, and self-efficacy. A mediation model was established with work stress as the independent variable, organizational support and self-efficacy as the mediating variables, and occupational burnout as the dependent variable. Descriptive statistics, correlation analysis, path analysis, and tests of mediation effects were conducted using SPSS and AMOS software.

Results showed that:

(1) Bank branch employees faced significant work stress and occupational burnout issues, particularly in dimensions related to job demands, organizational factors, and emotional exhaustion.(2) Significant differences in work stress and occupational burnout were found among different demographic groups.(3) Positive correlations were observed between work stress and occupational burnout, while negative associations were found between work stress and organizational support as well as self-efficacy. Organizational support and self-efficacy not only negatively correlated with work stress but also significantly reduced occupational burnout.(4) Organizational support and self-efficacy mediated the relationship between work stress and occupational burnout.

Study 2: Intervention Experiment: This experiment recruited participants from the bank branch employees who completed the questionnaire in Study 1. Participants were divided into intervention and control groups and underwent a 4-week meditation course. Each group consisted of 30 participants, with no baseline differences between groups. A 2 × 2 mixed design was employed, considering group (intervention vs. control) and time (pre-test vs. post-test) factors. Two-way repeated measures ANOVA was conducted using SPSS to examine whether the intervention had different effects on the intervention group compared to the control group over time.

Results showed that: (1) Significant differences were observed between the intervention and control groups in terms of work stress levels and various dimensions of occupational burnout post-intervention compared to pre-intervention.(2) The intervention had different effects on the intervention group compared to the control group over time. Post-intervention, significant differences were observed in work stress levels and dimensions of occupational burnout between the two groups.

In conclusion, this study reaches the following conclusions:

(1) Bank branch employees face high levels of work stress, and there is a positive correlation between work stress and occupational burnout, indicating that an increase in work stress may exacerbate occupational burnout.

(2) The impact of work stress on occupational burnout is not only directly observable but also indirectly manifested through the mediating effect of organizational support and self-efficacy. Specifically, work stress may enhance the perception of the need for organizational support, thereby increasing self-efficacy and ultimately alleviating occupational burnout.

(3) Integrating meditation intervention has a beneficial effect on reducing work stress and occupational burnout, with more significant improvements observed across various dimensions of occupational burnout.

This study, by analyzing employees' mental health status and its influencing factors, along with the intervention effects of meditation courses, offers practical management recommendations for the financial industry. It provides a new perspective and theoretical support for research in this field.