从20世纪到21世纪初,全球发展环境发生了巨大的变化,科技飞速发展,社会高

度进步,发明创造不断涌现,人类奥秘不断被探索。伴随着高速发展的节奏,人类也在

不断地改变和提高自己,学习知识技能,锻炼社会适应能力,以应对越来越激烈的社会

竞争。在这个过程中,每个个体都承受着不同程度的压力,成就越高,责任越大,压力

也就越来越大。压力对于人体产生的身心健康不利影响,如抑郁、过劳死、跳楼等,在

近几年的企业案例中已经屡见不鲜,同时带来的经济损害也比想象中厉害。英国、荷兰

等国家每年因工作压力造成的损失占国民生产总值的10%。据世界卫生组织(WHO)统

计,北美地区因压力所付出的代价每年超过2 000亿美元。1993年国际劳工组织公布的

一份调查显示:美国因工作压力而引发的经济索赔占全部职业病索赔的比例,由1980

年的5%,上升到1990年的15%。根据美国压力协会的估计,美国的工作组中由于压力

问题造成的员工缺勤、离职、旷工、劳动生产率下降、高血压、心脏病的医疗和经济索

赔,以及人员替换等方面发生的费用年均20003000亿美元,这是为工作压力所付出

的经济代价。这一数字超过了美国500家大公司税后利润的5倍。自2008年金融危机

以后,经济发展不乐观,对各大经济体也带来较大范围的打击,在此环境下员工压力进

一步加大,对员工压力的深入研究有利于降低外部环境给个人和组织带来的损失,以谋

求企业在不利市场经济因素下的生存和发展。

本文以G印刷公司为个案研究,在研读大量文献资料知识和历史研究基础上,论述

企业组织变革——人员精简后员工压力的研究,从组织和个人层面阐述离职倾向的两个

变量——沉默行为和工作压力的实证关联研究。通过使用SPSS16.0统计分析软件分析

自变量沉默行为——工作压力——离职倾向的模型的相关关系。调查发现(1)沉默行

为对离职倾向有显著影响;(2)沉默行为对工作压力有显著影响;(3)工作压力对离

职倾向有显著影响;(4)工作压力在沉默行为和离职倾向之间的影响中起到中介作用。

基于理论与文献研究、调研分析、案例调研等,提出四方面的对策,即从组织管理

层面重视员工沉默行为,采取措施缓解员工工作压力,在组织内部营造公平氛围以及提

高员工的心理资本。

关键词:工作压力;组织变革;沉默行为;离职倾向

第II页
华东理工大学硕士学位论文

Reach of Staff Pressure after Personnel Streamline in the Printing

Company G

Abstract

From the early 20th century to the 21 century, the global development environment has

undergone tremendous changes, technological has been developing rapidly,social has been

progressing height, inventions continue to emerge, the mystery of human continued to be

explored. With the rhythm of this rapid development, humans are constantly changing and

improving their own, they learn knowledge and skills, exercise social adaptability to cope

with increasingly fierce social competition. In this process,each individual are under varying

degrees of pressure, and the greater of the achievement, the responsibility, the pressure will

increase. It isn't rare for adverse effects to human health from pressure in recent years, such

as depression, death from overwork,jumping, etc,while the economic damage is also severe

than expected. In Britain, the Netherlands and other countries, the loss caused by. work

pressure accounted 10% of GDP every year. According to World Health Organization^WHO)

statistics, the cost in North America due to pressure paid more than 200$billion annually. In

1993,the international Labor Organization released a survey: in United States,the total

proportion of the economic claims caused by work pressure accounted for occupational

disease claims as 5% by 1980, rising to 15% in 1990's. According to estimates of the

American Association for the pressure, the total economic fees contained the costs incurred as

hypertension and heart disease cause by pressure problems such as turnover, absenteeism,

decreased productivity, as well as annual staff replacing costs are 20003000billion every

year, It is the great economic cost paid for the work pressure, which exceeds five times about

afler-tax profits of 500 large companies in the United States. Since the 2008 financial crisis,

the situation of economic development is not optimistic,it also brings a wide range of combat

to major economic entities. Under this environment of further increase employee stress, a

stress-depth study of employees is good for reducing loss caused by external environment and

for survival and development of business under adverse market and economic factors.

This paper introduce G Printing Company as a study case, and discusses the staff stress

from organizational change-after streamlined, as well as empirical association between two

variables of turnover intention-silence study and work pressures from both organizational and

individual level, on the basis of a large number of knowledge and historical research literature.

By using statistical analysis software SPSS 16.0 to test the correlation between independent

variables silence behavior, working pressure and turnover intention,we found that (1) Silence

behavior has a significant impact on turnover intention; (2) Silence behavior has a significant

impact on the working pressure; (3) Working pressure has a significant impact on turnover

intention; (4) Working pressure played an intermediary role in the influence between silence

behavior and separations.

We proposed measures in four areas, based on literature theory,research and analysis,

and specific case,studies, etc” namely, pay attention to staff silence behavior from the

organization management level,take actions to alleviate the work pressure on employees,

create a fair atmosphere and increase employee psychological capital within the organization.

Keywords: work pressure; organizational change; silence behavior; turnover intention