Comparative Research On Work Stress Between Shanghai Local Knowledge Workers And Knowledge Workers From Other Provinces In High-Tech Organizations

Knowledge workers are the most important human resources in China's high-tech organizations, whose performance highly influences organizational performance. However, in recent years, as a series of social phenomena such as "Death from Overwork", "Burnout" and "Lack of Psychological Sense of Belonging" emerge, Work stress of knowledge workers gradually becomes the focus of academic research. Shanghai being China's important concentration of high-tech industries, diversity structure of knowledge worker led to the special nature of work stress.This paper extracts two types of representative groups—Shanghai local knowledge workers and knowledge migrants from other provinces—as our research object. On the basis of theories on work stress of knowledge workers and immigrants across provinces, and from multiple perspectives of management, psychology and sociology, the author builds a comparative model and validates the model through questionnaire surveys in the two types of special knowledge workers. With factor analysis, analysis of variance and regression analysis of data, the conclusion shows that there is no significant difference in perception of stress; however there are significant differences in four source factors --"workload" and "achievement motivation", "cultural adaptation" and "balance of work and family". Education Background and age are two important regulation variables in influencing work stress of Shanghai local knowledge workers and knowledge workers from other provinces. High pressure group in Shanghai local knowledge workers concentrated in the 21-25 age and more than 46-year-old crowds with bachelor degree and 31-35 years crowd with doctor degree; high pressure group in knowledge workers mainly consist of 31-40 age with bachelor degrees and 26-40-year-old doctoral crowd.On the basis of Comparative Research on Work Stress between Local Knowledge Workers and Knowledge workers from other provinces, the author proposes differential stress management tactics for the reference of human resources management in high-tech organizations.