Analysis on mediating effect of coping style between occupational respect and occupational fatigue among clinicians in two tertiary hospitals in Suzhou City

Abstract

Abstract:

Objective To understand the mediating effect of coping style on occupational respect and occupational fatigue of clinicians，provide ideas for alleviating occupational fatigue of clinicians. Methods Using convenience sampling method，a questionnaire survey was distributed to 539 clinical physicians from two tertiary hospitals in Suzhou City from June to October 2024，the questionnaires included general information table，simple coping style scale，occupational respect scale and occupational fatigue scale，and the data were analyzed. Results The positive dimension score of coping style among 539 clinical physicians in Suzhou City was （25.85±4.56）points，the negative dimension score was （9.67±2.92）points，the occupational respect score was （93.56±7.84）points and the occupational fatigue score was （15.06±3.75）points. There were statistically significant differences in the scores of positive coping style，negative coping style and professional respect among clinical physicians with different job titles，years of service，and physical health conditions（all P<0.05）. There were statistically significant differences in the scores of occupational fatigue among clinical physicians with different professional titles，working years，night shifts and physical health status（all P<0.05）. The positive coping style of clinical physicians was positively correlated with professional respect（r=0.437，P<0.05），and negatively correlated with occupational fatigue（r=-0.526，P<0.05）. The negative coping style was negatively correlated with occupational respect（r=-0.372，P<0.05） and positively correlated with occupational fatigue（r=0.563，P<0.05）. The occupational respect was negatively correlated with occupational fatigue（r=-0.395，P<0.05）. The coping style played partial mediating role between occupational respect and occupational fatigue. The mediating effect of positive coping style was 0.143，accounting for 23.40% of the total effect. The mediating effect of negative coping style was -0.195，accounting for 33.28% of the total effect. Conclusion The coping styles of 539 clinicians in Suzhou City play partial mediating role between occupational respect and occupational fatigue，and correctly guiding clinicians to adopt positive coping style is conducive to improving occupational respect and reducing occupational fatigue.

Key words: Clinician, Coping style, Professional respect, Occupational fatigue, Mediating effect

CLC Number:

R192.3

LU Ying, LI Li, ZHANG Qin. Analysis on mediating effect of coping style between occupational respect and occupational fatigue among clinicians in two tertiary hospitals in Suzhou City. [J]OCCUPATION AND HEALTH, 2026, 42(4): 512-517.

Figures/Tables 5

References 18

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项目	条目数	理论得分	实际得分	平均得分（$\bar{x}±s$）
应对方式	20
积极维度	12	0~36	5~31	25.85±4.56
消极维度	8	0~24	3~19	9.67±2.92
职业尊重感	25	25~125	36~108	93.56±7.84
职业能力	10	10~50	13~42	36.72±3.65
自我认识	4	4~20	7~18	16.15±2.93
组织尊重	4	4~20	6~18	15.29±2.77
职业权威	4	4~20	5~17	14.86±2.38
社会信任	3	3~15	3~11	10.54±1.71
职业疲劳	25	4~28	12~24	15.06±3.75
疲劳严重程度	11	1~7	3~6	4.07±0.58
疲劳环境特异性	6	1~7	2~6	3.32±0.74
疲劳结果	4	1~7	2~6	3.49±0.82
疲劳对休息和睡眠的反应	2	1~7	3~6	4.18±1.13

项目	条目数	理论得分	实际得分	平均得分（$\bar{x}±s$）
应对方式	20
积极维度	12	0~36	5~31	25.85±4.56
消极维度	8	0~24	3~19	9.67±2.92
职业尊重感	25	25~125	36~108	93.56±7.84
职业能力	10	10~50	13~42	36.72±3.65
自我认识	4	4~20	7~18	16.15±2.93
组织尊重	4	4~20	6~18	15.29±2.77
职业权威	4	4~20	5~17	14.86±2.38
社会信任	3	3~15	3~11	10.54±1.71
职业疲劳	25	4~28	12~24	15.06±3.75
疲劳严重程度	11	1~7	3~6	4.07±0.58
疲劳环境特异性	6	1~7	2~6	3.32±0.74
疲劳结果	4	1~7	2~6	3.49±0.82
疲劳对休息和睡眠的反应	2	1~7	3~6	4.18±1.13

项目	人数	应对方式		职业尊重感	职业疲劳
项目	人数	积极维度	消极维度	职业尊重感	职业疲劳
性别
男	354	25.91±4.58	9.59±2.85	93.40±7.75	15.13±3.78
女	185	25.74±4.49	9.82±2.96	93.86±7.91	14.92±3.27
t值		0.412	0.878	0.649	0.641
P值		0.681	0.380	0.516	0.522
年龄（岁）
0~<30	108	25.15±4.31	9.98±3.13	92.56±7.42	14.85±3.62
30~<40	278	25.83±4.56	9.67±2.94	93.64±7.91	15.36±3.75
≥40	153	26.38±4.95	9.45±2.37	94.12±8.54	15.05±3.66
F值		2.243	1.109	1.232	0.851
P值		0.107	0.331	0.292	0.427
婚姻情况
已婚	383	25.93±4.57	9.57±2.81	93.91±8.24	15.09±3.76
未婚	156	25.65±4.42	9.92±3.05	92.70±7.38	14.98±3.69
t值		0.651	1.279	1.592	0.310
P值		0.515	0.201	0.112	0.756
文化水平
大专及以下	63	25.32±4.36	9.88±2.99	93.92±8.03	15.27±3.81
本科及以上	476	25.93±4.59	9.64±2.84	93.51±7.57	15.03±3.67
t值		0.997	0.626	0.401	0.486
P值		0.319	0.531	0.689	0.627
职称
初级	139	24.88±4.15	10.21±3.26	91.85±7.28	14.89±3.69
中级	285	25.92±4.83	9.74±3.05	93.66±7.79	15.57±3.82
高级	115	26.85±5.32^a	8.84±2.18^ab	95.37±8.75^ab	14.01±3.21^ab
F值		5.417	6.982	6.331	7.630
P值		0.005	0.001	0.002	0.001
工龄（年）
0~<5	96	25.02±4.38	9.98±3.18	92.17±7.41	14.73±3.82
5~<10	254	25.63±4.51	9.87±2.94	93.32±7.75	15.65±3.94
≥10	189	26.57±4.94^ab	9.24±2.65^ab	94.59±8.03^a	14.75±3.36^b
F值		4.091	3.259	3.301	3.980
P值		0.017	0.039	0.038	0.019
劳务关系
有编制	201	26.26±4.95	9.42±2.75	94.12±8.13	14.81±3.47
合同制	338	25.61±4.41	9.81±2.96	93.23±7.75	15.20±3.84
t值		1.580	1.518	1.266	1.181
P值		0.115	0.129	0.206	0.238
轮值夜班
是	365	25.77±4.63	9.54±2.83	93.26±7.88	15.67±3.95
否	174	26.02±4.87	9.93±3.05	94.19±8.07	13.78±3.31
t值		0.576	1.458	1.271	5.463
P值		0.565	0.145	0.204	0.001
是否身体健康
是	398	26.15±4.89	9.45±2.91	94.25±8.16	14.75±3.52
否	141	25.01±4.14	10.29±3.48	91.61±7.48	15.94±4.01
t值		2.472	2.793	3.372	3.323
P值		0.014	0.005	0.001	0.001

项目	人数	应对方式		职业尊重感	职业疲劳
项目	人数	积极维度	消极维度	职业尊重感	职业疲劳
性别
男	354	25.91±4.58	9.59±2.85	93.40±7.75	15.13±3.78
女	185	25.74±4.49	9.82±2.96	93.86±7.91	14.92±3.27
t值		0.412	0.878	0.649	0.641
P值		0.681	0.380	0.516	0.522
年龄（岁）
0~<30	108	25.15±4.31	9.98±3.13	92.56±7.42	14.85±3.62
30~<40	278	25.83±4.56	9.67±2.94	93.64±7.91	15.36±3.75
≥40	153	26.38±4.95	9.45±2.37	94.12±8.54	15.05±3.66
F值		2.243	1.109	1.232	0.851
P值		0.107	0.331	0.292	0.427
婚姻情况
已婚	383	25.93±4.57	9.57±2.81	93.91±8.24	15.09±3.76
未婚	156	25.65±4.42	9.92±3.05	92.70±7.38	14.98±3.69
t值		0.651	1.279	1.592	0.310
P值		0.515	0.201	0.112	0.756
文化水平
大专及以下	63	25.32±4.36	9.88±2.99	93.92±8.03	15.27±3.81
本科及以上	476	25.93±4.59	9.64±2.84	93.51±7.57	15.03±3.67
t值		0.997	0.626	0.401	0.486
P值		0.319	0.531	0.689	0.627
职称
初级	139	24.88±4.15	10.21±3.26	91.85±7.28	14.89±3.69
中级	285	25.92±4.83	9.74±3.05	93.66±7.79	15.57±3.82
高级	115	26.85±5.32^a	8.84±2.18^ab	95.37±8.75^ab	14.01±3.21^ab
F值		5.417	6.982	6.331	7.630
P值		0.005	0.001	0.002	0.001
工龄（年）
0~<5	96	25.02±4.38	9.98±3.18	92.17±7.41	14.73±3.82
5~<10	254	25.63±4.51	9.87±2.94	93.32±7.75	15.65±3.94
≥10	189	26.57±4.94^ab	9.24±2.65^ab	94.59±8.03^a	14.75±3.36^b
F值		4.091	3.259	3.301	3.980
P值		0.017	0.039	0.038	0.019
劳务关系
有编制	201	26.26±4.95	9.42±2.75	94.12±8.13	14.81±3.47
合同制	338	25.61±4.41	9.81±2.96	93.23±7.75	15.20±3.84
t值		1.580	1.518	1.266	1.181
P值		0.115	0.129	0.206	0.238
轮值夜班
是	365	25.77±4.63	9.54±2.83	93.26±7.88	15.67±3.95
否	174	26.02±4.87	9.93±3.05	94.19±8.07	13.78±3.31
t值		0.576	1.458	1.271	5.463
P值		0.565	0.145	0.204	0.001
是否身体健康
是	398	26.15±4.89	9.45±2.91	94.25±8.16	14.75±3.52
否	141	25.01±4.14	10.29±3.48	91.61±7.48	15.94±4.01
t值		2.472	2.793	3.372	3.323
P值		0.014	0.005	0.001	0.001

项目	积极维度	消极维度	职业尊重	职业能力	自我认识	组织尊重	职业权威	社会信任	职业疲劳	疲劳严重程度	疲劳环境特异性	疲劳结果	对休息和睡眠的反应
积极维度	1.000
消极维度	-0.502^a	1.000
职业尊重	0.437^a	-0.372^a	1.000
职业能力	0.598^a	-0.434^a	0.539^a	1.000
自我认识	0.393^a	-0.437^a	0.461^a	0.543^a	1.000
组织尊重	0.535^a	-0.346^a	0.354^a	0.672^a	0.518^a	1.000
职业权威	0.498^a	-0.452^a	0.398^a	0.485^a	0.567^a	0.526^a	1.000
社会信任	0.531a	-0.378^a	0.535^a	0.477^a	0.504^a	0.618^a	0.571^a	1.000
职业疲劳	-0.526^a	0.563^a	-0.395^a	-0.463^a	-0.292^a	-0.371^a	-0.305^a	-0.382^a	1.000
疲劳严重程度	-0.489^a	0.452^a	-0.406^a	-0.624^a	-0.285^a	-0.343^a	-0.418^a	-0.536^a	0.513^a	1.000
疲劳环境特异性	-0.403^a	0.375^a	-0.385^a	-0.372^a	-0.349^a	-0.479^a	-0.437^a	-0.454^a	0.507^a	0.395^a	1.000
疲劳结果	-0.466^a	0.528^a	-0.549^a	-0.346^a	-0.471^a	-0.485^a	-0.394^a	-0.418^a	0.535^a	0.526^a	0.543^a	1.000
对休息和睡眠的反应	-0.394^a	0.545^a	-0.473^a	-0.485^a	-0.503^a	-0.534^a	-0.420^a	-0.476^a	0.508^a	0.537^a	0.559^a	0.528^a	1.000