CAJ | 학술논문

目的探讨职业应激与动态血压参数的关系.方法从填写了有效问卷的电冰箱厂装配线生产工人中随机选择30名无高血压等疾病史的健康男性作为研究对象,使用付出-回报失衡模式、工作内容问卷和职业应激测量工具等问卷进行职业应激测评,使用便携式动态血压监测仪进行动态血压测定.使用t检验和多元逐步回归分析职业应激相关因素对动态血压参数的影响.结果 (1)职业应激因素中,角色冲突评分高者收缩压变异性、平均动脉压变异性和班后30min心率均高于评分低者,差异有统计学意义(P<0.05).技术利用评分高者班后30min收缩压均值高于评分低者,决定自由度评分高者舒张压变异性和心率变异性均值高于评分低者,差异均有统计学意义(P<0.05).心理性工作需求评分高者收缩压变异性、舒张压变异性和平均动脉压变异性均高于评分低者,差异均有统计学意义(P<0.05).外在付出评分高者心率血压乘积和收缩压变异性均值均高于评分低者.回报评分低者心率均值和班后30 min心率均值均高于评分低者.ERI高者班后30 min舒张压和心率均值均高于ERI低者,差异均有统计学意义(P<0.05或P<0.01).其余不同职业应激因素评分组间动态血压参数的差异均无统计学意义(P>0.05).(2)个性特征中,外控性评分高者舒张压均值和平均动脉压均值均低于评分低者.忍耐性评分高者班后30 min收缩压均值低于评分低者,组织归属感评分高者班后30 min心率均值低于评分低者,差异均有统计学意义(P<0.01或P<0.05).其余不同个性特征评分组间动态血压参数的差异均无统计学意义(P>0.05).(3)应激缓解因素中,控制策略评分高者心率变异性均值低于评分低者,上级支持评分低者心率血压乘积和平均动脉压变异性均高于评分高者,差异均有统计学意义(P<0.05).其余不同缓解因素评分组间动态血压参数的差异无统计学意义(P>0.05).(4)多元逐步同归分析结果表明,部分职业应激因素和每日紧张感、抑郁症状、心理卫生、负性情感对动态血压部分参数有较大预测力(R~2>0.05).结论职业应激因素、个性特征、缓解因素和应激反应对动态血压存在影响;动态血压参数可用于现场研究中职业应激评价. 目的探討職業應激與動態血壓參數的關繫.方法從填寫瞭有效問捲的電冰箱廠裝配線生產工人中隨機選擇30名無高血壓等疾病史的健康男性作為研究對象,使用付齣-迴報失衡模式、工作內容問捲和職業應激測量工具等問捲進行職業應激測評,使用便攜式動態血壓鑑測儀進行動態血壓測定.使用t檢驗和多元逐步迴歸分析職業應激相關因素對動態血壓參數的影響.結果 (1)職業應激因素中,角色遲突評分高者收縮壓變異性、平均動脈壓變異性和班後30min心率均高于評分低者,差異有統計學意義(P<0.05).技術利用評分高者班後30min收縮壓均值高于評分低者,決定自由度評分高者舒張壓變異性和心率變異性均值高于評分低者,差異均有統計學意義(P<0.05).心理性工作需求評分高者收縮壓變異性、舒張壓變異性和平均動脈壓變異性均高于評分低者,差異均有統計學意義(P<0.05).外在付齣評分高者心率血壓乘積和收縮壓變異性均值均高于評分低者.迴報評分低者心率均值和班後30 min心率均值均高于評分低者.ERI高者班後30 min舒張壓和心率均值均高于ERI低者,差異均有統計學意義(P<0.05或P<0.01).其餘不同職業應激因素評分組間動態血壓參數的差異均無統計學意義(P>0.05).(2)箇性特徵中,外控性評分高者舒張壓均值和平均動脈壓均值均低于評分低者.忍耐性評分高者班後30 min收縮壓均值低于評分低者,組織歸屬感評分高者班後30 min心率均值低于評分低者,差異均有統計學意義(P<0.01或P<0.05).其餘不同箇性特徵評分組間動態血壓參數的差異均無統計學意義(P>0.05).(3)應激緩解因素中,控製策略評分高者心率變異性均值低于評分低者,上級支持評分低者心率血壓乘積和平均動脈壓變異性均高于評分高者,差異均有統計學意義(P<0.05).其餘不同緩解因素評分組間動態血壓參數的差異無統計學意義(P>0.05).(4)多元逐步同歸分析結果錶明,部分職業應激因素和每日緊張感、抑鬱癥狀、心理衛生、負性情感對動態血壓部分參數有較大預測力(R~2>0.05).結論職業應激因素、箇性特徵、緩解因素和應激反應對動態血壓存在影響;動態血壓參數可用于現場研究中職業應激評價.
목적 탐토직업응격여동태혈압삼수적관계.방법 종전사료유효문권적전빙상엄장배선생산공인중수궤선택30명무고혈압등질병사적건강남성작위연구대상,사용부출-회보실형모식、공작내용문권화직업응격측량공구등문권진행직업응격측평,사용편휴식동태혈압감측의진행동태혈압측정.사용t검험화다원축보회귀분석직업응격상관인소대동태혈압삼수적영향.결과 (1)직업응격인소중,각색충돌평분고자수축압변이성、평균동맥압변이성화반후30min심솔균고우평분저자,차이유통계학의의(P<0.05).기술이용평분고자반후30min수축압균치고우평분저자,결정자유도평분고자서장압변이성화심솔변이성균치고우평분저자,차이균유통계학의의(P<0.05).심이성공작수구평분고자수축압변이성、서장압변이성화평균동맥압변이성균고우평분저자,차이균유통계학의의(P<0.05).외재부출평분고자심솔혈압승적화수축압변이성균치균고우평분저자.회보평분저자심솔균치화반후30 min심솔균치균고우평분저자.ERI고자반후30 min서장압화심솔균치균고우ERI저자,차이균유통계학의의(P<0.05혹P<0.01).기여불동직업응격인소평분조간동태혈압삼수적차이균무통계학의의(P>0.05).(2)개성특정중,외공성평분고자서장압균치화평균동맥압균치균저우평분저자.인내성평분고자반후30 min수축압균치저우평분저자,조직귀속감평분고자반후30 min심솔균치저우평분저자,차이균유통계학의의(P<0.01혹P<0.05).기여불동개성특정평분조간동태혈압삼수적차이균무통계학의의(P>0.05).(3)응격완해인소중,공제책략평분고자심솔변이성균치저우평분저자,상급지지평분저자심솔혈압승적화평균동맥압변이성균고우평분고자,차이균유통계학의의(P<0.05).기여불동완해인소평분조간동태혈압삼수적차이무통계학의의(P>0.05).(4)다원축보동귀분석결과표명,부분직업응격인소화매일긴장감、억욱증상、심리위생、부성정감대동태혈압부분삼수유교대예측력(R~2>0.05).결론 직업응격인소、개성특정、완해인소화응격반응대동태혈압존재영향;동태혈압삼수가용우현장연구중직업응격평개.
Objective To explore the effect of occupational stress on ambulatory blood pressure. Methods 30 male healthy workers from the refrigerator assembly line in Henan province in China were investigated. Psychosocial work conditions were measured by using the Job Demand-control Model, the Effort-re-ward Imbalance Model questionnaires and Occupational Stress Measurement Scale. Ambulatory blood pressure (ABP) was measured by using mobile ABP monitor. The t test was utilized to analyze the difference of parameters of ABP monitoring between different groups of occupational stress and other variables scores.The stepwise regression analysis was used to analyse the effect of occupational stress factors on parameters of ABP. Results (1 )As to stressors, systolic blood pressure variability(SBPV), mean arterial blood pressure variability (MABPV) and heart rate at 30 minute after work in workers with high role conflict score were significantly higher than those in workers with low score (P<0.05). Workers with high skill utilization score had significantly lower mean systolic blood pressure (SBP) at 30 minute after work than workers with low score (P< 0.05). Diastolic blood pressure variability (DBPV) and heart rate variability (HRV) in workers with high decision latitude score were significantly higher than those in workers with low score (P<0.05). Workers with high job psychological demands score had significantly higher SBPV, DBPV and MABPV than workers with low score(P<0.05). Heart rate-pressure product (RPP) and SBPV in workers with high effort score were significantly higher than those in workers with low score (P<0.05). Workers with low rewards score had higher mean heart rate and heart rate at 30 minute after work than workers with high score(P<0.05).(2)For personalities, workers with high work locus of control score had significantly higher mean diastolic blood pressure (DBP) and mean arterial blood pressure (MABP) than workers with low score (P<0.05). Workers with high patience score had significantly lower mean SBP at 30 minute after work than workers with low score (P<0.05). Heart rate at 30 minute after work in workers with high organization commitment score was significantly lower than that in workers with low score (P<0.05).(3) Concerning buffer factors, HRV in workers with high control strategies score were significantly lower than that in workers with low score (P<0.05). Workers with low supervisor support score had higher RPP and MABPV than workers with high score(P<0.05).(4)In the mutiple step-wise regression, daily life stress affected SBPV (P~2=0.12) and MABPV (P~2=0.05), depression was related to DBPV at 30 minute after work (R~2=0.15) and SBPV (R~2=0.03), mental health was predictor of MABPV (R~2= 0.07) and negative affection was predictor of heart rate at 30 minute after work(R~2=0.24). Conclusions Occupational stressors, personality and social support have effect on parameters of ABP. Parameters of ABP monitoring could be used to evaluate occupational stress in the field research.