Occupational stress and stress-coping among civil servants of a public sector in central Taiwan

• Main Authors: Chiu-Lan Lin, 林秋蘭
• Other Authors: Mei-Hsueh Yang
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/48bj6g

碩士 === 嘉南藥理大學 === 醫務管理系 === 105 === Objectives: The aim of this study was to investigate the stressors, and mental and physical well-being related stressors, stress coping and relief methods of civil servants in central Taiwan. Methods: A cross-sectional study was conducted of 941 participants. Valid data were collected from 434 participants by using the Chinese version of the Occupational Stress Indicator (OSI-2). The data were analyzed using Friedman and t tests, one-way ANOVA and multiple regression. Results: On the scale for sources of stress, the highest mean score was personal responsibility 4.18(0.89), the next following was workload 4.16 (0.88), the lowest one was managerial role 3.58(0.80). Civil servants with female, junior college degree, non-managerial position, higher intention to quit and lack of exercise and stress relief perceived more occupational stress. The most common stress relieving activity conducted by government agencies was entertaining activity; however, professional development activity was considered as the most effective stress relieving activity by the participants. Of eight stressors, the workload (β= −.21, p < .05) and organizational climate (β = −.20, p < .05) were found to have significantly negative effect on mental well-being. In terms of physical well-being, only organizational climate (β= −.30, p< .05) was found to be a significant factor. The stressors of this study were less likely to be associated with coping styles adoption, except stress of the managerial role showed negative associated with support coping style. Conclusions: The major sources of occupational stress in civil servants were personal responsibility and workload. Developing training program to enhance working competency and performance of civil servants is suggested. The professional development activity arranged by the government agencies and the more positive organizational climate would be helpful to alleviate occupational stress in civil servants.