消防救援人员的心理应激反应

消防救援人员每天都会经历各种应激事件,除了日常灭火外,消防救援人员还参与洪水、泥石流、地震、台风等救援工作,这些事件都有可能造成他们的心理应激,而心理应激水平高低也会直接影响到消防救援人员的心理健康,比如产生失眠、多梦等情况。根据上述问题,本文对消防救援人员心理应激的表现和产生的原因进行分析,探究心理应激对心理健康产生的影响,最后提出了如何改善消防救援人员心理应激的对策。     

急性应激对列车驾驶员认知加工和安全驾驶的影响

为防治急性应激对列车驾驶员认知加工和安全驾驶产生的不利影响,首先,梳理现有急性应激测评指标,列出各指标的优缺点;然后,探讨急性应激对何种认知成分和绩效产生影响;最后,考虑个体差异因素在急性应激对认知加工影响过程中的调节作用,针对性地提出急性应激干预方案。结果表明：如果问卷实施简单,可在短时间内收集大量数据;事件相关电位(ERP)指标可将应激与认知成分相关联,灵敏度较高;激素等指标反馈应激较灵敏,但易受干扰;眼动指标能反馈应激状态下的注意变化;急性应激会影响注意、执行功能及其子成分和决策;性别、年龄、经验和人格特质会在急性应激对认知加工的影响中起调节作用;基于现有研究成果,提出系统的列车驾驶员急性应激干预方案。     

人为失误与应激

探讨了人机系统中人为失误与不同应激的相关性.按照模糊集理论,根据成员功能结构,提出了定义正常应激范围的方法以及过高过低应激导致的事故等不良后果.     

煤矿安全从业人员工作满意感与应激水平、自我效能感的关系

运用问卷法,以43名国有煤矿安全从业人员为研究对象,探讨了在煤矿这一特定环境下的工作人员其工作满意感、应激水平和自我效能感的关系。结果发现应激水平能负向预测工作满意感,自我效能感不仅能正向预测工作满意感,还能调节应激水平对工作满意感的影响,较高的自我效能感能使应激水平对工作满意感的负效应转为正效应。根据笔者研究结果,提出了减少工作应激刺激、提供培训提高员工自我效能感、制定合理的人员安置和促进员工发展的人事制度,以增强员工的工作满意感的建议。     

热应激与人的行为特性

在许多作业环境中，人们都要受到热应激的作用，热应激不仅能引起不良的生理反应，还会对人的行为特性有不利的影响。人们往往注重于热应激引起的生理反应及生理耐受极限，忽视了它对人的行为特征的影响。本文侧重论述热应激对人的行为影响，以加深了解热应激的作用，为存在热应激的人－机系统设计及改善人－机关系综合措施提供理论依据。     

消防员运动性疲劳监测量表的应用研究

为探索消防员训练疲劳的监测方法及评价手段,通过对《运动员训练状态监测量表》的跨行业检验,分析了消防员运动性疲劳的产生因子;编制了监测量表共42道题目,包括:情绪应激、生理疲劳、心理疲劳3个应激分量表以及自我效能、体能恢复、自我调节、睡眠质量4个恢复分量表;统计得出量表筛查参考值,提出恢复对策。研究结果表明:量表总得分＜152分为正常;152~<167分为轻度疲劳;≥167分为中重度疲劳;应激分量表＜78分为正常;78~<88分为应激过度轻度疲劳;≥88分为应激过度中重度疲劳;恢复分量表＜96分为正常;96~<103分为恢复不足轻度疲劳;≥103分为恢复不足中重度疲劳。     

矿工工作应激与对策探讨

工作应激对煤矿工人的影响是导致煤矿安全管理事故发生的主要原因,所以,煤矿工人的工作应激是一个亟待解决的问题。通过文献的搜集和访谈,与其他职业压力源的比较分析,并结合矿工这一职业的特点,第一,界定煤矿工人工作应激的概念;第二,从工作特征、组织因素、社会因素和个人特征4个大的方面来全面地分析矿工工作应激的来源;第三,依据工作应激的来源,从个人、组织和社会3个层面来探讨矿工工作应激的解决对策。为煤矿安全管理及维护矿工身心健康提供一定的依据。     

驾驶人应激反应能力强化培训方法

为提升驾驶人对突发交通状况的处理能力,预防交通事故,通过收集并整理国内典型应激场景,建立不同道路类型及天气下的三维应激场景库;综合国内外文献提出以舒尔特方格训练驾驶人注意力,选择反应仪加强驾驶人应激反应能力的心理培训与基于驾驶模拟器三维应激场景库的驾驶人技能培训相结合的应激反应能力培训方法;对20名被试进行培训,选择应激处置绩效为指标评估培训前后的应激绩效。结果表明:在83.33%的应激场景中,培训后的被试的应激处置绩效高于培训前;就单个场景而言,培训后的绩效显著提升,且趋于稳定;所开发的驾驶人应激反应能力培训方法对提升驾驶人应激反应能力和操作正确率有良好的效果。     

视屏显示终端对精神心理和神经行为的影响

本文进行了视屏显示终端(VDT)对操作人员精神心理和神经行为影响的调查研究。初步显示VDT作业可对操作人员造成情绪、感知、记忆、操作及复合功能诸多方面的不良影响。通过职业应激源的调查评价,显示VDT作业本身独特的作业性质、环境和要求形成了VDT作业的主要应激源。对从事VDT作业时间较长和作业负荷较大者则产生较高的职业性紧张度。从而说明VDT作业引起操作人员的某些心身疾患的可能性。     

补充维生素C能帮助抗病毒吗

问题1:某医生说治疗中使用维生素C对患者病情恢复有帮助,这有可能吗?答:有可能。如果一个人长期维生素C供应不足(比如有常吃盒饭、外卖、方便食品等情况),或因为生理原因增加了维生素C的消耗量(比如有感染、烧伤、应激等情况),那么,适当补充维生素制剂是合理的。新冠肺炎患者处于病毒感染状态,精神心理上也高度应激,对维生素C的生理需求量必然会加大。住院时患者处于食欲不振状态,未必能够保证膳食中得到足够的维生素C。     

某熔模铸造企业职业病危害因素调查及检测结果分析

通过开展现场卫生学调查、职业病危害因素检测和职业健康体检的方法,对熔模铸造企业职业病危害因素分布及其健康影响进行了研究。调查结果表明：该企业作业场所存在粉尘、噪声、高温、石蜡烟等多种职业病危害因素,并已对作业人员健康造成损害。其中矽尘、高温等职业病危害因素超标严重;制壳、熔炼、浇铸等岗位的职业病危害严重,需重点加以治理。     

Status inconsistency in organizations: From social hierarchy to stress

This paper adopts the concept of status inconsistency from the wider sociological literature in order to explain one of the social psychological processes possibly underlying the linkage between organizational demography and occupational stress. In doing so, we review the methodological and theoretical difficulties that arise in applying status inconsistency to an organizational setting. After explicitly discussing our assumptions, we develop out of the literature a series of propositions explicating the nature of the relationships between demography, status, status inconsistency and occupational stress. In offering these propositions we not only attempt to show how status inconsistency may be used to explain many of the empirical relations found to exist between demography and occupational stress, but also try to show the potential value of the status inconsistency concept as both an independent and dependent variable in general organizational research.     

Coping with job insecurity: How does personality make a difference?

Reversing a long-standing tradition of neglect, occupational stress researchers have recently rediscovered the importance of personality disposition in understanding the transformation of stresses into strains and strains into symptoms. Two recent studies of job insecurity in our laboratory provided a fortuitous opportunity to explore the extent of this influence and the mechanisms by which it operates. The most important of our findings is that positive personality attributes impact as strongly on mental health as does negative personality disposition, albeit in the opposite direction. Thus, personality can cushion, as well as aggravate, the impact of occupational stress.     

A graduate level course: Teaching stress management skills to occupational health physicians and practitioners

The WHO Study Group on Training and Evaluation in Occupational Medicine has recently emphasized the importance of incorporating theoretical and practical aspects of stress prevention and management in the professional training of occupational health practitioners. Such a course was developed for the Tel-Aviv University Medical School graduate program in occupational health. The course objectives are consistent with the current call for improved training in psychosocial issues in medical care. Twenty-three occupational health practitioners (physicians, nurses, hygienists and social workers) participated in a bi-semester course. The first part included a stress management and prevention program based on the RET (Rational-Emotive Training) model. The second involved developing and implementing a field project on primary and secondary prevention of stress and its outcomes. Pre-, mid-and post-course questionnaires showed significantly improved psychosocial ability and reduced irrational/dysfunctional thinking, considered a causal factor in stress and burnout. Acquiring such anti-stress resources may benefit practitioners and clients/patients, both potential victims of occupational stress alike. We recommend the inclusion of such extended courses to the professional training of occupational health practitioners.     

视屏显示终端作业的健康问题及其对策

视屏显示终端作业不仅提高了人—机—环境系统的信息传递效率。减轻了操作者的劳动负荷,也带来了若干有损健康的问题,如眼睛疲劳,职业性肌肉骨骼慢性疾患,职业性应激。对此进行讨论。提出对策,并就开展我国VDT作业健康研究阐述了看法。     

Influence of task demands on occupational stress: Gender differences

IntroductionOccupational stress is a common phenomenon in our society, and generates problems for both workers' health and the functioning of organizations. Over past decades numerous studies have examined occupational stress from the perspective of gender, offering somewhat contradictory results. Some of them found no differences and others indicated that either men or women suffer from greater amounts of occupational stress.MethodThe purpose of this study was to analyze gender differences in stress in situations that involve certain occupational demands. The data used were taken from a random sample population of 11,054 (5,917 men and 5,137 women) from the VI National Survey on Working Conditions (NSWC) which was conducted in Spain in 2007. To carry out this study, a probabilistic model was constructed using Bayesian networks, with the following variables related to task demands: working with tight deadlines, quick work, intellectually demanding work, complicated tasks, repetitive tasks, excessive work, and work demanding high attention levels.ResultsThe results of this study reveal that: the indicators studied significantly increased stress levels; women initially had higher stress levels than men; and when exposed to determined task demands, stress differences between genders tended to increase.Impact on IndustryCompanies need to consider the gender of their workers when assigning tasks in high demand/stress jobs.     

So far,so good: Up to now,the challenge–hindrance framework describes a practical and accurate distinction

There are many ways to categorize work‐related stressors, and in recent years, a common distinction in occupational health psychology is between stressors viewed as challenges versus hindrances. Is this a useful conceptualization that provides practical and theoretical implications for IO psychologists? As Kurt Lewin famously prescribed, “there is nothing so practical as a good theory,” and we discuss the challenge–hindrance framework as a developing theory that can be useful for researchers and practitioners. We note that some of the early thinking and development of the challenge–hindrance distinction relied on both resource and appraisal theories of stress. Overall, we find that the challenge–hindrance distinction can be viewed as a framework that is useful by producing interesting, valuable, and innovative research. Simply striving to find meaningful and useful categorizations of stressors can lead us to discover new insights into the occupational stress domain, and the challenge–hindrance categories have already spurred a great deal of research.     

Job control and occupational health: the moderating role of national R&D activity

Workers (n = 17 275) from 14 European Union (EU) member states provided data on job control, job dissatisfaction, perceived risk of occupational stress, and absence. For each state, level of research and development (R&D) activity was assessed. Associations between individual levels of control and occupational health were stronger where national R&D activity was higher. The moderation occurred for individuals' levels of control in relation to job dissatisfaction, perceived risk of occupational stress, and absence. The findings with job dissatisfaction and absence were replicated in a sample of workers from 10 Eastern European former Communist countries (n = 7926). Copyright © 2007 John Wiley & Sons, Ltd.     

Implementing computer-based automation in the office: A study of experienced stress

This study focuses on the impact of previous experience with automation implementations on experienced stress associated with different work aspects, following the introduction of computer-based office automation. One hundred and ninety-one full-time secretaries at a large university in Canada completed questionnaires related to stress perception and prior experience with office automation. Results indicated that those without previous experience reported higher levels of experienced stress associated with work content aspects such as task difficulty and interest in the task, whereas those with prior experience reported greater problems with contextual aspects such as training and instruction. These findings are discussed in the context of research on ‘technological change as a source of organizational and occupational stress’.