Background：With the development and transformation of economy, the company employees are faced with increasing occupational stress as job demand became higher and more complex in China.
Objective: To develop the Occupational Stressors Scale (OSS) under the new era and examine its reliability and validity.
Methods: The structure and items for the draft scale were established based on the literature review of occupational stress-related theories and major assessment instruments, in-depth interview with various employees, and expert evaluation. Totally 635 samples data were collected from 12 provinces in China through a convenient sampling method of web-based survey, with sample 1 (n=295) for the pretest and sample 2 (n=340) for the test of final scale, and among which 30 samples were selected for the re-test reliability examination. SPSS 22.0 was used for the analyses of internal consistency reliability, re-test reliability and item analysis, and the structural validity analysis for the final scale was evaluated by Lisrel 6.0.Job Stress Survey (JSS) was used as a criterion scale to test criterion validity of OSS.
Result: The result of confirmatory factor analysis showed that the three-factor model (Demand-ability, DA; Efforts-rewards, ER; Organizational climate, OC) had good fitness (χ 2 /df=3.02，RMSEA=0.077, CFI=0.95, IFI=0.95), with each factor loading ranging from 0.46 to 0.87. The total score of OSS showed positive correlation with JSS (r=0.671, P<0.001) in the criterion test. The internal consistency analysis showed that the Cronbach’s α=0.912 for the whole scale and each dimension’s Cronbach α ranged0.866-0.879, indicating its good reliability in inner consistency. The Intraclass Correlative Coefficient (ICC)value was 0.65 for the whole scale and values for each dimension ranged 0.59-0.74. Occupational stress is a kind of stress state, which might be affected both by stable personality traits and the changing environment. OSS scores analysis by demographics showed that the single male employees got higher scores than others; scores of the ER were higher than other dimensions, especially for the young single person with bachelor degree and low salary in third-tier city or below areas; the male employees got higher scores than the female in the dimensions of DA and OC, and the single people got higher scores than the married in OC. Difference of all above result showed statistically significance in ANOVA.

[背景]伴随经济的发展与转型，我国当前在职人员面临更高、更复杂的工作要求，职业压力水平日益增高。 [目的]整合经典职业压力理论及测量工具，编制我国职业压力源量表，并检验该量表的信度和效度。 [方法]通过广泛查阅国内外关于职业压力相关理论及测量工具的文献，结合深度访谈和专家评定，确定量表的维度和条目，形成初始量表。采用网络问卷形式2批次抽取来自全国12个省份的635名在职人员为研究对象，样本1（n = 295）用于初始量表的预测试，样本2（n = 340）用于正式量表施测，并将有效样本数据用于信度、效度分析，抽取其中30人进行重测信度检验；使用SPSS 22.0进行条目分析、探索性因子分析、内部一致性信度和重测信度分析；使用Lisrel 6.0进行结构效度分析；使用Job Stress Survey(JSS)量表作为校标进行校标效度分析。 [结果]验证性因子分析结果显示本量表的三因子结构模型:要求与能力、付出与回报、组织氛围三个维度，分别包含9、8、9个条目，整体模型拟合度良好（χ~(2)/df = 3.02、CFI= 0.95、IFI= 0.95、RMSEA= 0.077），各因子载荷在0.46～0.87之间。将职业压力源量表的得分与校标JSS量表进行相关性分析，两量表的总分呈正相关（r = 0.671，P