The Analysis Of Occupational Stress In Telecom Corporations: The Perspective Of Organizational Support

"Stress events" has spread to Telecom Industry. Not only around the world, but the stress problem of China's telecom corporations is the subject that can not be ignored. An important reason which led to stress is organizational factor. And organizational factors are more sensitive to telecom operator corporations where the reorganization is frequent, and changes are common. At the same time as a "two-edged sword", organizational factors may also play a mitigation role in certain degree with the employee stress. In this paper, China's telecom companies employees are seen as research subjects, on the basis of the general stress model, the old theory to be verified in the field of new research and application, on the one hand, the main stress sources of employees in China's telecom operator corporations are explored and systematically summarized; On the other hand, from the perspective of the organization shall proceed, the mechanism of organizational support factors in China's telecom operator corporations employees in stress coping is identified.First of all, the main source of the pressure of employees in China's telecom operator corporations is divided into five dimensions, as Organizational Policies, Prospects for Career Development, Interpersonal Relationships, Work Itself and Family-Work Conflict. And based on the demographic Statistics variables, it is found that: for employees in different telecom operator corporations, employees in China Mobile feel the maximum pressure, and employees in China Unicom feel the minimum pressure; employees in front-end and back-end feel more pressure than employees in controlling section; male employees feel less pressure than female employees; for employees of different ages, employees from 36-year-old to 45-year-old feel the maximum pressure, employees that over 46-year-old feel the minimum pressure; married and unmarried employees feel less pressure than employees who choose the other options; and there is not too significant difference among employees of different levels of education in feeling of pressure.Finally, the intermediary role of organizational support in the model is verified in this paper. The conclusion is that the organizations support plays a partial mediating role in most dimensions of the source of pressure. That is organizational support can cushion pressure from Organizational Policies, Prospects for Career Development, Interpersonal Relationships, and Family-Work Conflict. For pressure from the Work Itself, the role of organizational support is not obvious.In this regard, there should be a stable, healthy industry environment maintained; great importance should be given to the role of the Organization, more concern should be paid to the employees' perceived organizational support; and more attention should be paid to individual differences, and the stress management ability of employees should be improved.