查看“Challenge/Hindrance Stressor and Appraisal Scale 挑战/阻碍压力和评估量表”的源代码

==简介==
Cavanaugh和他的同事（2000）认为，尽管存在个体差异，但工作需求可分为两大类：障碍性压力源和挑战性压力源，二者有一定的相关性，差异相关几个重要的员工成果。许多研究已经应用这个框架，学者们得出的结论是，障碍和挑战的压力和高应变相关的同时，其在各种各样的态度、情感、动机和基于绩效的结果方面有着差动效应。

Marcie A. LePine（2016）等人认为，虽然挑战-障碍压力源框架（the challenge–hindrance stressor framework）使我们对组织绩效的差异性结果有了深刻理解，但我们对评价过程的挑战和障碍的压力影响的理论认识（对个人需求的含义）远未完成。他们基于前人的验证方法(Cavanaugh et al., 2000; LePine et al., 2004)以及有关挑战和障碍压力源的分析研究(Crawford et al., 2010; LePine et al.,2005; Podsakoff et al., 2007)及压力源分类(Podsakoff, 2007)，开发了挑战/阻碍压力量表，并借鉴之前的理论和研究 (Lazarus & Folkman, 1984;LePine et al., 2005)，开发了挑战/阻碍评估量表。

==信度与效度==
Marcie A. LePine（2016）等人收集了来自美国海军陆战队的四个不同级别的数据，目前入伍海军陆战队149名人员完成了有关工作压力和评估的调查。结果表明，四因素的计量模型与数据的拟合明显优于一因素模型及双因素模型，χ<sup>2</sup>=(293, N＝149)＝171.70，p＜0.05，CFI＝0.91，RMSEA＝0.09，SRMR=0.09。挑战压力、阻碍压力、挑战评估、阻碍评估的内部一致性系数分别为0.90、0.93、0.83、0.70。

==量表==
量表1
<br>请您根据自己工作中的实际感受和体会，对下面20项描述进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下：1从不   2偶尔	3有时	4经常	5非常经常
<br>1.Having to complete a lot of work.
<br>2.Having to work very hard.
<br>3.Time pressure.
<br>4.Having to work at a rapid pace to complete all of my tasks.
<br>5.Performing complex tasks.
<br>6.Having to use a broad set of skills and abilities.
<br>7.Having to balance several projects at once.
<br>8.Having to multitask your assigned projects.
<br>9.Having high levels of responsibility.
<br>10.A high level of accountability for your work.
<br>11.Administrative hassles.
<br>12.Bureaucratic constraints to completing work (red tape).
<br>13.Conflicting instructions and expectations from your boss or bosses.
<br>14.Unclear job tasks.
<br>15.Conflicting requests from your supervisor(s).
<br>16.Inadequate resources to accomplish tasks.
<br>17.Conflict with peers.
<br>18.Disputes with coworkers.
<br>19.Office politics.
<br>20.Coworkers receiving undeserved rewards/promotions.

量表2
<br>请您再根据自己工作中的实际感受和体会，对下面6项描述进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下：1 非常不同意  2 不同意  3 不好确定   4同意  5 非常同意
<br>1.Working to fulfill the demands of my job helps to improve my personal growth and well-being.
<br>2.I feel the demands of my job challenge me to achieve personal goals and accomplishment.
<br>3.In general, I feel that my job promotes my personal accomplishment.
<br>4.Working to fulfill the demands of my job thwarts my personal growth and well-being.
<br>5.I feel the demands of my job constrain my achievement of personal goals and development.
<br>6.In general, I feel that my job hinders my personal accomplishment.

下载WORD版问卷：[[文件:CHSA.doc]]

==计分方法==
工作挑战/阻碍压力评估量表包括工作挑战与阻碍压力量表及工作挑战与阻碍评估量表两部分，可以分别计算各自量表所包括题目的总分或平均分，每部分及分量表包括的题目如下：
<br>量表1
<br>工作挑战压力:包括1-10题。
<br>工作阻碍压力:包括10-20题。

量表2
<br>工作挑战评估:包括1-3题。
<br>工作阻碍评估:包括4-6题。

==量表出处==
Ferris, D. L., Yan, M., Lim, V., Chen, Y., & Fatimah, S. (2015). An approach/avoidance framework of workplace aggression. Academy of Management Journal, 59(5). 1777-1800.

==参考文献==
Paul R. Sackett, Christopher M. Berry, Shelly A. Wiemann, & Roxanne M. Laczo. (2006). Citizenship and counterproductive behavior: clarifying relations between the two domains. Human Performance, 19(4), 441-464.
<br>Fox, S., & Spector, P. E. (1999). A model of work frustration–aggression. Journal of Organizational Behavior, 20(6), 915–931.

[[category: 研究量表]][[category: 英文量表]]