[背景]烟草流行作为全球最严重的公共卫生问题之一,对人体健康危害严重,控制烟草流行迫在眉睫.公务员作为社会的表率,其行为对社会其他人群有很大的影响,做好公务员戒烟工作对控烟工作的推进有着重要的意义.[目的]了解上海市闵行区部分公务员吸烟及二手烟暴露情况,对烟草危害知识的掌握程度以及对控烟政策的态度.分析控烟相关策略和措施的成效,为干预措施及相关政策的制定或调整提供依据.[方法]选取2020年闵行区所有新创无烟机关涉及莘庄镇、吴泾镇、马桥镇、七宝镇、梅陇镇、虹桥镇、颛桥镇、江川街道、古美街道、新虹街道共10个街道镇的20家机关为研究场所,场所内的所有公务员(n=801)为研究对象,采用问卷调查的方式进行.控烟问卷调查的内容包括一般情况、吸烟及二手烟暴露情况、烟草危害知识以及对控烟政策的态度.[结果]共794名公务员参与调查,吸烟率为8.44％,吸烟组对于烟草危害相关知识知晓率均低于不吸烟组(P<0.05).男性(17.08％)、年龄≥51岁(25.61％)、离婚或丧偶(12.50％)、中专及以下文化程度(22.81％)、10年以上工作年限(11.57％)、对于室内吸烟的态度为劝阻(24.54％)、对违反单位禁烟规定的行为无惩罚或警告措施(18.37％)、家里任何地方都可以吸烟(15.38％)的公务员吸烟率相对较高.多因素logistic回归分析结果显示年龄31～40岁(OR=3.446,95％CI:1.236～9.609)、对于室内吸烟的态度为躲避(OR=3.686,95％CI:1.041～13.049)是公务员吸烟的危险因素.[结论]31～40岁且对室内有人吸烟采取有意离开或者隐藏行为的公务员为上海市闵行区控烟重点干预人群.

BackgroundJob burnout is an early mental health condition caused by job stress and contributes to many negative effects on work and life. Employees of research and development (R&D) enterprises are exposed to constant pressure from innovation, production speed and sales expansion, and they are prone to burnout symptoms if such factors are not under effective control. ObjectiveTo evaluate the current situation of job burnout among employees of R&D enterprises in Minhang District of Shanghai and explore its influencing factors. MethodsDuring November to December 2021, a cross-sectional study was developed and a convenient sampling method was used to enroll employees from 7 R&D enterprises in Minhang District of Shanghai. On the basis of voluntary participation with informed consent, a survey was conducted by using a self-made questionnaire (collecting data about general demographic characteristics, occupational characteristics, behavior and lifestyle), the Chinese version of the Concise Occupational Stress Questionnaire, and the Chinese version of the Maslach Burnout Inventory-General Survey. Occupational stress and its dimensions (job demand, job control, and social support) were divided into high, medium, and low levels according to tertiles. The positive rate of job burnout was reported according to score categorization (<1.5 refers to no job burnout, ≥1.5 refers to job burnout, where ≥1.5 and <3.5 refer to mild and moderate job burnout, and ≥3.5 refers to severe job burnout). Potential influencing factors of job burnout were evaluated by using one-way ANOVA, chi-square test, forward stepwise regression, and non-conditional binary logistic regression (α=0.05, two-sided test). ResultsA total of 3153 subjects were enrolled and 3014 samples were included in the analysis, with a valid response rate of 95.6%. Among the included subjects, 888 (29.46%) reported no job burnout, 1775 (58.89%) reported mild to moderate job burnout, and 351 (11.64%) reported severe job burnout. The mean of total job burnout score was 2.17±1.12, and the dimentional mean scores were 2.78±1.61 for emotional exhaustion, 1.60±1.60 for cynicism, and 4.05±1.57 for diminished personal accomplishment. Varied categories of sex, age, marital status, working position, sleep status, job demand, job control, and social support groups of workers resulted in significant differences in job burnout score. Compared with the low job demand group, the positive rate of job burnout was elevated in the medium and high job demand groups; the risk of job burnout in the medium job demand group was 1.42 (95%CI: 1.04-1.94) times higher, and that in the high job demand group was 2.64 (95% CI : 2.17-3.22) times higher versus the low job demand group. The risk of job burnout in the medium job control group was 1.35 (95%CI: 1.06-1.72) times higher versus the low job control group. Compared with the low social support group, job burnout was less reported in the other groups, and the OR (95%CI) values of the medium and high social support groups were 0.41 (0.31-0.53) and 0.15 (0.12-0.19) respectively. ConclusionThe rate of reporting positive job burnout in R&D enterprises is high, which deserves sufficient attention. Relieving work pressure, increasing job control and social support, and maintaining adequate sleep are helpful to reduce job burnout.

目的 分析不同工作场所健康促进状态下员工的职业紧张状况,为后续开展工作场所健康促进提供参考.方法 以上海市闵行区企事业单位职工为研究对象.采用分阶段整群随机抽样的方法,在闵行区抽取25家单位,根据用人单位总人数确定所需调查的最小样本量,按照员工工号排序后随机抽取被调查人员名单.在知情同意和自愿参与的基础上,对单位员工实施横断面调查,收集研究对象的一般人口学特征和工作场所环境,采用《简明职业紧张问卷》调查其职业紧张情况.比较不同工作场所健康促进状态下受访者职业紧张状况.结果 纳入1356人,高职业紧张检出率为43.44％,工作要求、自主程度、社会支持、工作满意度各维度均分分别为(6.32±1.42)分、(6.28±1.18)分、(7.53±1.36)分、(6.22±1.49)分.与未开展健康创建的单位员工相比,已开展健康创建的单位员工的工作要求、自主程度、社会支持和工作满意度得分均较高(P<0.001),两类受访者的工作要求与自主程度(demand/control,D/C)比值无差异,高职业紧张检出率相当(P>0.05).单位若设有职业健康安全管理部门或部门内设有专人负责该工作,员工的自主程度、社会支持和工作满意度得分均较高(P<0.001),D/C比值相对较低,高职业紧张检出率较低(P<0.05).关注单位健康促进活动/培训或参加过单位组织的职业健康安全培训的受访者对工作要求的耐受度较强,感知相对较弱,工作要求得分较低(P<0.001);而对自主程度、社会支持的感知度较强(P<0.001);工作满意度也较高(P<0.001);D/C比值相对较低,高职业紧张检出率较低(P<0.05).结论 不同工作场所健康促进状态下员工的职业紧张存在差异.用人单位可以健康单位建设为抓手,提高劳动者对工作要求的适应和控制能力,降低员工职业紧张水平.

[背景]健康城市理念在国内广泛推广,工作场所是落实健康城市战略的基本单位,提升职工健康水平与幸福感愈发受到重视.[目的]了解上海市闵行区企事业单位职工主观幸福感现状及其影响因素.[方法]2019年11—12月,采用分阶段整群随机抽样的方法,以上海市闵行区25家企事业单位职工为研究对象.在知情同意和自愿参与的基础上,对单位员工实施横断面调查,收集研究对象的一般人口学特征、职业特征、健康状况、社会经济状况、所处工作场所的健康支持性环境及其主观幸福感等资料.[结果]纳入研究对象1357人,主观幸福感平均得分为(6.55±1.56)分.不同受教育程度、户籍类型、个人平均月收入、职业、自评健康状况、慢性病患病状态、自感支付压力、自评社会地位以及健康支持性工作环境中的受访者的主观幸福感不完全相同(P<0.05).与单身者相比,已婚者的主观幸福感相对较好(OR=1.66,95％CI:1.16～2.37);与外地户籍员工相比,上海户籍员工的主观幸福感相对较好(OR=1.52,95％CI:1.08～2.15);与自评健康状况"差/非常差"受访者相比,自评"一般"者(OR=3.42,95％CI:1.48～7.90)、自评"好"者(OR=7.73,95％CI:3.28～18.18)和自评"非常好"者(OR=24.17,95％CI:8.00～73.06)的主观幸福感较好;与自感支付压力明显的受访者相比,自感"有时会有点困难"者(OR=1.69,95％CI:1.21～2.37)和自感"很少,几乎没有困难或压力"者(OR=4.76,95％CI:3.09～7.33)的主观幸福感较好;与自评社会地位低的受访者相比,自评社会地位一般(OR=1.89,95％CI:1.18～3.03)和自评社会地位高(OR=4.90,95％CI:3.18～7.57)的员工的主观幸福感较好;与非健康单位受访者相比,健康单位的员工的主观幸福感相对较好(OR=1.43,95％CI:1.07～1.92).[结论]上海市闵行区企事业单位职工主观幸福感水平较低.婚姻状况、户籍类型、自评健康状况、自感支付压力、自评社会地位、所处工作场所是否正在开展健康单位创建是本次调查在职员工主观幸福感状况的影响因素.

目的 对2018年上海市闵行区健康自我管理小组效果进行评价,为上海市闵行区完善自管小组服务提供参考依据.方法 随机抽取上海市闵行区6组健康自我管理小组的121人进行问卷调查,问卷内容为健康自我管理小组活动中强调的健康素养知识的知晓率和健康生活方式的形成.干预半年后,对干预前后的数据进行对比分析.结果 干预后,居民的社会支持中8项指标得分明显提高(均P＜0.01),健康促进生活方式部分52个选项叶1,“每天吃蔬菜”、“会在运动时,测量自己的脉搏”、“会从关怀你的亲朋好友中,得到支持”、“运动时,会达到自己的日标心率”、“会感到有某种超自然的力量在身旁”、“会用讨论和折衷的办法,来解决和别人的冲突”6个项目干预前后,差异无统计学意义(P＞0.05),其他46个项目干预前后差异均有统计学意义(均P＜0.05).结论 上海市闵行区居民健康素养知晓率和健康行为形成均有提升空间,闵行区将继续深化和细化健康教育和健康促进工作,在社区进一步推广和落实健康自我管理小组项目,以提高居民的健康意识,促进居民健康.