摘要
目的 分析心理咨询从业人员离职意愿的相关影响因素,为心理专业人力资源管理决策提供参考。方法 2022年9—10月,以宜昌市为例,采用分层抽样的方法,发放问卷145份,对各县市心理咨询从业人员开展调查。分别采用《压力感知量表》(perceived stress scale,PSS)、《职业倦怠量表》(Maslach burnout inventory-general survey,MBI-GS)、《心理弹性量表》(Connor-Davidson resilience scale,CD-RISC)和《离职意愿量表》(turnover intention questionnaire,TIQ)调查研究对象的压力感知、职业倦怠、心理弹性、离职意愿情况,采用logistic回归模型分析离职意愿的影响因素。结果 收回有效问卷138份,有效回收率为95.2%。调查对象心理弹性量表得分为(66.64±14.94)分。有63.0%(87人)的人员感觉中度以上的压力;27.5%(38人)的人员存在一定程度的职业倦怠;6.5%(9人)的人员离职意愿很低,37.7%(52人)的人员离职意愿较低,44.9%(62人)的人员离职意愿较高,10.9%(15人)的人员离职意愿很高。logistic回归分析结果显示:相比对薪酬满意者,对薪酬不满意者出现高离职意愿的可能性增加至2.955倍(P<0.05);职业倦怠得分每增加1分,出现高离职意愿的可能性增加至原来的1.039倍(P<0.05)。结论 心理咨询从业人员离职意愿的影响因素与很多行业不同,这可能与心理咨询行业的独特性有关。提升薪酬满意度、降低职业倦怠对稳定心理咨询从业人员队伍具有重要意义。
Objective To understand the factors related to turnover intention among psychological counseling practitioners and provide reference for human resource management decision-making in the psychological profession.Methods From September to October 2022,taking Yichang City as an example,a stratified sampling method was used to distribute 145 questionnaires to psychological counseling practitioners in various counties and cities.The perceived stress scale(PSS),the Maslach burnout inventory-general survey(MBI-GS),the Connor-Davidson resilience scale(CD-RISC),and the turnover intention questionnaire(TIQ)were used to investigate the subjects'perceived stress,occupational burnout,psychological resilience,and turnover intention,respectively.Logistic regression model was used to analyze the factors related to turnover intention.Results A total of 138 valid questionnaires were collected,with an effective recovery rate of 95.2%.The mean score of the psychological resilience scale was(66.64±14.94)points.87 people(63.0%)felt moderate or above stress;38 people(27.5%)had a certain degree or above of occupational burnout.The rates of turnover intention,in order of very low,low,high,and very high,were 6.5%(9 people),37.7%(52 people),44.9%(62 people),and 10.9%(15 people),respectively.The logistic regression analysis showed that,compared with those who were satisfied with salary,the probability of high turnover intention among those who were dissatisfied with salary increased to 2.955 times(P<0.05).For every 1-point increase in the occupational burnout score,the possibility of high turnover intention increased to 1.039 times(P<0.05).Conclusions The influencing factors of turnover intention among psychological counseling practitioners were different from those of many other industries,which may be related to the uniqueness of the psychological counseling industry.Improving salary satisfaction and reducing occupational burnout are of great significance for maintaining a stable workforce of psychological counseling practitioners.
作者
黄乾坤
尹娥
HUANG Qiankun;YIN E(Yichang Mental Health Center,Institute of Mental Health,Three Gorges University,Yichang,Hubei 443000,China)
出处
《职业卫生与应急救援》
2024年第2期216-221,共6页
Occupational Health and Emergency Rescue
基金
宜昌市2022年度社会科学研究(ysk22kt058)。
关键词
心理咨询
离职意愿
职业倦怠
心理弹性
影响因素
psychological counseling
turnover intention
occupational burnout
psychological resilience
influencing factors
