| Objectives(1)Understand the current situation of employees’ job well-being in power enterprises,,and investigate their general conditions such as different age,gender and political outlook,as well as their differences in EAP participation.(2)Investigate the current situation of employees’ physical and mental health,psychological capital and the cognition of significance of organizational change,and understand the differences of various variables in general conditions such as different age,gender,political outlook and EAP participation.(3)Explore the relationship between employees’ physical and mental health,psychological capital,cognition of the significance of organizational change and job well-being.(4)Construct intervention methods to effectively improve employees’ job well-being.Methods(1)Through the method of literature analysis,this paper systematically analyzes a large number of relevant literature on employees’ physical and mental health,psychological capital,awareness of the significance of organizational change and job well-being at home and abroad,so as to understand the development status.(2)Through cluster sampling,investigate 1054 employees of three power enterprises in a province by questionnaire to understand the current situation and influencing factors of relevant variables,and construct the influence path between variables.(3)Through SFBT group intervention method,carry out group intervention for employees’ psychological capital,test the intervention effect,and sort out and analyze the questionnaire data through SPSS 25.Results(1)The overall score of job well-being was(29.40±9.51),which was slightly higher than the theoretical median by single sample t-test;The scores of employees’ psychological capital in the dimensions of self-confidence,optimism,hope and resilience were(33.36±7.67),(33.50±7.55),(32.90±7.68),(33.89±7.58)respectively,and the total score of psychological capital was(133.64±28.95);In the physical and mental health scale,the score of mental health was(68.05±20.63),which was slightly lower than that of physical health(69.18±21.34),and the total score was(68.61±18.90).(2)The total scores of job well-being were age(F=8.144,p<0.001),marital status(F=8.443,p<0.001),political outlook(F=6.211,p<0.001),length of service(F=3.691,p<0.001),educational level(F=4.777,p<0.05),position(F=8.826,p<0.001),understanding of EAP(F=62.563,p<0.001)There were significant differences in the recognition of EAP effect(F=75.739,p<0.001),the number of EAP projects(F=36.787,p<0.001)and whether it was EAP(t=3.724,p<0.001).(3)Psychological capital psychological capital in gender(t=-5.239,p<0.001),age(F=4.756,p<0.01),marital status(F=11.421,p<0.001),political outlook(F=9.933,p<0.001),length of service(F=7.913,p<0.001),educational level(F=9.870,p<0.001),position(F=8.240,p<0.001),understanding of EAP(F=42.833,p<0.001)There were significant differences in the degree of recognition of EAP(F=30.915,p<0.001),whether they were EAP volunteers(t=2.804,p<0.001)and the number of EAP projects(F=24.584,p<0.001).(4)There are significant differences in employees’ physical health in gender(t=-6.296,p<0.001),length of service(F=2.639,p<0.05),educational level(F=9.448,p<0.001),understanding of EAP(F=14.999,p<0.001),recognition of EAP effect(F=9.116,p<0.001),and whether they are volunteers for enterprise psychological work(t=2.314,p<0.05).The psychological health of employees is in gender(t=-7.791,p<0.05),age(F=6.486,p<0.01),marital status(F=7.054,p<0.01),political outlook(F=6.260,p<0.001),length of service(F=9.601,p<0.0015),educational level(F=6.471,p<0.001),understanding of EAP(F=9.684,p<0.001),recognition of EAP effect(F=10.284,p<0.001)There was significant difference in the number of EAP projects(F=4.368,p<0.01)(5)The cognition of the significance of organizational change in marital status(F=3.217,p<0.05),educational level(F=6.344,p<0.001),position(F=7.215,p<0.001),understanding of EAP(F=52.597,p<0.001),recognition of EAP effect(F=48.018,p<0.001),whether they are EAP volunteers(t=3.355,p<0.01)There was significant difference in the number of EAP projects(F=18.414,p<0.001).(6)Correlation analysis showed that there were two correlations among physical and mental health,psychological capital,cognition of the significance of organizational change and work happiness(all p<0.001).Regression analysis showed that mental health,psychological capital and cognition of the significance of organizational change in physical and mental health could positively predict job well-being(p<0.05);Physical and mental health can positively predict the cognition of psychological capital and the significance of organizational change(p<0.05);Psychological capital can positively predict the cognition of the significance of organizational change(p<0.05).(7)The mediating effect analysis shows that psychological capital and organizational change meaning cognition play a chain mediating effect between physical and mental health and job well-being,and the chain mediating effect accounts for 11.11% of the total effect.(8)The difference test before and after the intervention showed that the job well-being of employees in the intervention group was significantly improved(p<0.01);The self-confidence,optimism,hope,resilience and total score of psychological capital were significantly improved(p<0.001,p<0.001,p<0.01,p<0.01,p<0.001),but there was no significant difference in the control group before and after the test(p>0.05);After the intervention,the self-confidence,optimism,hope,resilience and total scores of job well-being and psychological capital in the intervention group were significantly higher than those in the control group(p<0.001,p<0.001,p<0.001,p<0.010,p<0.01,p<0.001);In the test of the difference between the two groups before and after the intervention,the intervention group’s job well-being,self-confidence,optimism,hope and total scores of psychological capital were significantly higher than those of the control group(all P <0.05),and there was no significant difference in the difference of resilience between the two groups before and after the intervention(P > 0.05).Conclusions(1)The level of work well-being of employees in power enterprises is high.Female,over 35 years old,married,CPC member,longer service,higher education level,higher position,more EAP activities and more understanding and recognition of EAP,employees’ job well-being is relatively better.(2)The psychological capital of employees in power enterprises is at the medium and upper level.The four dimensions of psychological capital from high to low are: resilience,optimism,self-confidence and hope.Female,over 35 years old,married,CPC member,higher education level,higher position,more EAP activities,better understanding and recognition of EAP,employees’ psychological capital is relatively better.(3)The physical and mental health level of employees in power enterprises is high,and the score of mental health dimension is higher than that of physical health dimension.In terms of physical health,the longer the female,the higher the education level,the more understanding and recognition of EAP,the higher the score of employees.In terms of psychology,the older the female,the married,the Party member,the higher the education level,the more understanding and recognition of EAP,and the higher the score.(4)The cognitive level of the significance of organizational change of employees in power enterprises is medium and high.The higher the female,the higher the education level and the higher the position,the better the understanding and recognition of EAP,and the higher the score.(5)Physical and mental health,psychological capital and awareness of the significance of organizational change are important factors that positively affect employees’ job well-being.(6)Psychological capital and organizational change meaning cognition play a chain intermediary role between physical and mental health and job well-being.(7)The SFBT group intervention program designed in this study to improve employees’ psychological capital and job well-being can improve employees’ psychological capital and job well-being to a certain extent. |
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