Tööstuettevõtte kontoritöötajate psühhosotsiaalne töökeskkond, läbipõlemine ja kognitiivne töövõime
Laen...
Kuupäev
2025
Kättesaadav alates
10.09.2025
Autorid
Ajakirja pealkiri
Ajakirja ISSN
Köite pealkiri
Kirjastaja
Eesti Maaülikool
Abstrakt
Töötleva tööstussektori tööjõu dünaamika peegeldub otseselt tööturustatistikas. Töötukassa andmetel oli 2023. aastal töötleva tööstuse osakaal koondamise tõttu registreeritud töötutest 36,2%, mis on oluliselt kõrgem, võrreldes teiste tegevusaladega. 2025. aasta maikuu seisuga, moodustas sama sektori osakaal 26,5%. Selline majanduskeskkond on suurendanud tööintensiivsust, ajasurvet ja teabekoormust töötajate seas kõikides rollides – alates tootmisest kuni kliendisuheteni. Kiire töötempo ja juhtimistoetuse puudumine võivad nendes tingimustes põhjustada kognitiivset ülekoormust ja eelsoodumust läbipõlemiseks.
Uurimistöö eesmärk: on välja selgitada tööstusettevõtte kontoritöötajate psühhosotsiaalsed ohutegurid, läbipõlemise ja kognitiivse töövõime näitajad ning hinnata näitajate vahelisi seoseid.
Metoodika: uuritavateks olid tööstusettevõtte kontoritöötajad (n=135). Katsegrupi moodustasid neist kontoritöötajad, kes andsid nõusoleku osaleda kognitiivsetes testides. Uuringu esimeses etapis viidi läbi ankeetküsitlus rahvusvahelise valideeritud küsimustiku COPSOQ II (Copenhagen Psychosocial Questionnaire) ja MBI (Maslach Burnout Inventory) abil. Teises etapis viidi läbi kognitiivse töövõime mõõtmised tööpäeva ja töönädala jooksul (kolmel päeval nädalas E, K, R).
Tulemused: COPSOQ II ja MBI küsimustikule vastas 44 kontoritöötajat, vastamismäär 32,6%. Vastajatest kolmandikku moodustasid naised ning kaks kolmandikku mehed. Uuritavate vanus oli alla pooltel 40-49 a. ning kolmandikul 30-39 a. Vastanutest suurema osa moodustasid spetsialistid (48%), juhid (34%) ja assistendid (18%). Uuringu tulemused viitavad sellele, et üle poolte töötajatest kogevad oma töös sageli kiiret töötempot ja mõnevõrra ebaühtlast töökoormust, mis on seotud suurel määral ajapuuduse ja kõrgemate kvantitatiivsete nõudmistega. Töötajate hinnangud viitavad tugevale kollektiivitundele ja koostööle kolleegide vahel. Enamik tunneb end kollektiivi osana ning hindab koostööd kolleegidega heaks. Samas ilmneb, et tööalast panust ja toimetulekut ei tunnustata kolleegide poolt kuigi sageli. Tööga rahulolu on üldiselt kõrge ning suhted kolleegide ja otseste juhtidega valdavalt toetavad. Läbipõlemise näitajate analüüsist selgus, et töötajate suurimaks ohuteguriks on emotsionaalne kurnatus. Töötajatest ¾ esineb sageli keskmist ja 1/5 kõrget emotsionaalset kurnatust. Häirivustugevuselt oli üle poolte vastanutel keskmise ja ~42% väga tugeva emotsionaalse kurnatuse tase. Depersonaliseerumise (küünilisuse) tase oli mõõdukas kuni kõrge, mis võib viidata kasvavale eemaldumisele tööülesannetest või inimestega seotud suhtlusest. Professionaalse tulemuslikkuse (PE) hinnangud olid keskmised,vaid 1/5 hindas selle madalaks. Kuid üldine PE keskmine skoor oli madala taseme lähedal, mis võib viidata vähenenud tööalasele enesekindlusele ja toimetulekule. Töötajad, kes tajuvad kõrgemalt emotsionaalse kurnatuse, depersonaliseerumise (eemaldumise) esinemissagedust ja häirivustugevust, tajuvad läbipõlemist tugevamalt. Stressitase, töö-pereelu konflikt ja rollikonfliktid on läbipõlemise näitajatega tugevalt soetud. Töötajad, kes tunnevad kolleegide tuge, tajuvad vähem stressi ja töökoormust, kuid samal ajal tunnetavad suuremat vajadust juhtkonna toetuse, juhtimiskvaliteedi ja tunnustuse järele. Katsegrupi moodustas 11 töötajat. Kognitiivsed testid ei näidanud olulist tähelepanu, mälu ja koordinatsiooni langust tööpäeva ega töönädala jooksul. Oluline statistiline erinevus esines kontakt-koordinatsiooni testi tulemustes kolmapäeva õhtul, kui tulemus paranes. Antud uurimistöö tulemused on aluseks praktiliste soovituste väljatöötamisel psühhosotsiaalse töökeskkonna, tervise ja kognitiivse töövõime parandamiseks kontoritöötajate hulgas, mis oleks aluseks tööstressi ennetusprogrammi väljatöötamiseks ettevõttes.
The dynamics of the workforce in the manufacturing sector are directly reflected in labor market statistics. According to the Estonian Unemployment Insurance Fund, in 2023, 36.2% of registered unemployed individuals due to layoffs came from the manufacturing sector—significantly higher compared to other industries. As of May 2025, this share in the same sector was 26.5%. Such an economic environment has increased work intensity, time pressure, and information overload among employees across all roles—from production to customer relations. A fast work pace and lack of managerial support can, under these conditions, lead to cognitive overload and a predisposition to burnout. Aim: The aim of the study was to identify the psychosocial risk factors, burnout and cognitive work ability indicators among office workers in an industrial enterprise and to assess the relationships between these indicators. Method: The participants were office workers from a manufacturing company (n=135). A test group was formed of those office workers (n=11) who consented to participate in cognitive testing. In the first stage of the study, the e-survey was conducted using internationally validated questionnaires: COPSOQ II (Copenhagen Psychosocial Questionnaire) and MBI (Maslach Burnout Inventory). In the second stage, cognitive work ability was measured during the workday and workweek (on three days – Monday, Wednesday, Friday). Results: A total of 44 office workers responded to the COPSOQ II and MBI questionnaires, with a response rate of 32.6%. One third of the respondents were women and two thirds were men. Less than half of the participants were aged 40–49, and one third were aged 30–39. The majority of respondents were specialists (48%), followed by managers (34%) and assistants (18%). The results of the study indicate that more than half of the employees frequently experience a fast work pace and somewhat uneven workload, largely due to time constraints and higher quantitative demands. Employee assessments indicate a strong sense of community and collaboration among colleagues. Most feel they are part of the team and rate cooperation with colleagues positively. However, it appears that contributions and coping at work are not frequently recognized by colleagues. Job satisfaction is generally high, and relationships with colleagues and direct supervisors are mostly supportive. Analysis of burnout indicators revealed that the main risk factor for employees is emotional exhaustion. Three quarters of employees frequently experience moderate, and one fifth high, levels of emotional exhaustion. In terms of intensity, over half reported moderate and about 42% very strong emotional exhaustion. The level of depersonalization (cynicism) was moderate to high, which may indicate increasing detachment from work tasks or interactions with people. Assessments of professional efficacy (PE) were average, with only one fifth rating it as low. However, the overall average PE score was close to the low threshold, which may suggest reduced confidence and coping in work-related tasks. Employees who experience higher frequency and intensity of emotional exhaustion and depersonalization report a stronger sense of burnout. Stress levels, work-family conflict, and role conflicts are strongly linked to burnout indicators. Employees who feel supported by colleagues report lower levels of stress and workload, but at the same time perceive a greater need for support from management, better leadership quality, and more recognition. The cognitive tests did not show any significant decline in attention, memory, or coordination during the workday or throughout the workweek. A significant statistical difference was observed in the contact-coordination test on Wednesday evening, when the results improved. The research results are forming the basis for developing practical recommendations to improve the psychosocial work environment, health, and cognitive work capacity among office workers, which would serve as the foundation for creating a workplace stress prevention program in the company.
The dynamics of the workforce in the manufacturing sector are directly reflected in labor market statistics. According to the Estonian Unemployment Insurance Fund, in 2023, 36.2% of registered unemployed individuals due to layoffs came from the manufacturing sector—significantly higher compared to other industries. As of May 2025, this share in the same sector was 26.5%. Such an economic environment has increased work intensity, time pressure, and information overload among employees across all roles—from production to customer relations. A fast work pace and lack of managerial support can, under these conditions, lead to cognitive overload and a predisposition to burnout. Aim: The aim of the study was to identify the psychosocial risk factors, burnout and cognitive work ability indicators among office workers in an industrial enterprise and to assess the relationships between these indicators. Method: The participants were office workers from a manufacturing company (n=135). A test group was formed of those office workers (n=11) who consented to participate in cognitive testing. In the first stage of the study, the e-survey was conducted using internationally validated questionnaires: COPSOQ II (Copenhagen Psychosocial Questionnaire) and MBI (Maslach Burnout Inventory). In the second stage, cognitive work ability was measured during the workday and workweek (on three days – Monday, Wednesday, Friday). Results: A total of 44 office workers responded to the COPSOQ II and MBI questionnaires, with a response rate of 32.6%. One third of the respondents were women and two thirds were men. Less than half of the participants were aged 40–49, and one third were aged 30–39. The majority of respondents were specialists (48%), followed by managers (34%) and assistants (18%). The results of the study indicate that more than half of the employees frequently experience a fast work pace and somewhat uneven workload, largely due to time constraints and higher quantitative demands. Employee assessments indicate a strong sense of community and collaboration among colleagues. Most feel they are part of the team and rate cooperation with colleagues positively. However, it appears that contributions and coping at work are not frequently recognized by colleagues. Job satisfaction is generally high, and relationships with colleagues and direct supervisors are mostly supportive. Analysis of burnout indicators revealed that the main risk factor for employees is emotional exhaustion. Three quarters of employees frequently experience moderate, and one fifth high, levels of emotional exhaustion. In terms of intensity, over half reported moderate and about 42% very strong emotional exhaustion. The level of depersonalization (cynicism) was moderate to high, which may indicate increasing detachment from work tasks or interactions with people. Assessments of professional efficacy (PE) were average, with only one fifth rating it as low. However, the overall average PE score was close to the low threshold, which may suggest reduced confidence and coping in work-related tasks. Employees who experience higher frequency and intensity of emotional exhaustion and depersonalization report a stronger sense of burnout. Stress levels, work-family conflict, and role conflicts are strongly linked to burnout indicators. Employees who feel supported by colleagues report lower levels of stress and workload, but at the same time perceive a greater need for support from management, better leadership quality, and more recognition. The cognitive tests did not show any significant decline in attention, memory, or coordination during the workday or throughout the workweek. A significant statistical difference was observed in the contact-coordination test on Wednesday evening, when the results improved. The research results are forming the basis for developing practical recommendations to improve the psychosocial work environment, health, and cognitive work capacity among office workers, which would serve as the foundation for creating a workplace stress prevention program in the company.
Kirjeldus
Magistritöö
Ergonoomika õppekaval
Märksõnad
magistritööd, läbipõlemine, kognitiivne töövõime, töötempo, töötlev tööstus, tööstress, vaimne tervis