了解我国人体器官捐献协调员(简称协调员)的工作压力现状并探究其影响因素，为今后实施可行的减压干预提供理论依据。

整群随机抽取2016年全国范围已登记的专职或兼职协调员182名，采用问卷调查法(包括人口社会学资料调查表和工作压力量表)进行调查。采用两独立样本t检验、单因素方差分析比较年龄、性别等人口社会学因素不同的协调员工作压力量表及各维度得分；采用多元线性回归分析年龄、性别等指标对工作压力的影响。P<0.05为差异有统计学意义。

共发放问卷182份，回收率100%，有效率100%。182名协调员工作压力量表得分平均为(68±12)分(26～92分)。正式工或人事代理、合同制调查员得分分别为(67±13)、(66±12)分，均低于其他(含临时工)调查员得分[(72±9)分]，差异均有统计学意义(P均<0.05)。18～30岁组协调员工作本身压力维度得分低于其他两组，≥36岁组协调员自身发展压力维度得分高于18～30岁组，差异均有统计学意义(P<0.05)。高中及以下(含中专)协调员角色认知压力维度得分为(3.0±1.0)分，高于本科(含大专)、硕士及以上协调员[(2.5±1.0)、(2.3±1.0)分]，差异有统计学意义(P<0.05)。来自医院、红十字会的协调员，其人际关系压力和职业发展压力维度得分均低于来自其他工作单位的协调员，差异均有统计学意义(P均<0.05)。既往职业为医师、护师的协调员，其人际关系压力维度得分均低于其他组，差异均有统计学意义(P均<0.05)。既往职业为护师的协调员角色认知压力维度得分高于其他两组，差异有统计学意义(P<0.05)。聘用方式为正式工或人事代理、合同制的协调员，其工作背景和氛围压力维度得分分别为(3.4±0.8)、(3.3±0.8)分，均低于其他(含临时工)的协调员得分[(3.7±0.6)分]，差异均有统计学意义(P均<0.05)。多元线性回归结果显示，协调员年龄越大，工作压力得分越高。

协调员工作压力水平整体较高，今后的研究应围绕开展有针对性地降低协调员工作压力的干预项目进行。同时医院管理者应采取有效措施，最大程度降低协调员工作压力，提高工作满意度，从而提升工作质量。

To understand the current situation of the work pressure of the human organ donation coordinator (referred to as coordinator) and explore its influencing factors, and provide a theoretical basis for the implementation of feasible decompression interventions in the future.

A total of 182 full-time or part-time coordinators registered nationwide in 2016 were randomly selected and surveyed using questionnaires, including general demographic sociology data and work stress scales. Two independent sample t-tests and one-way ANOVA were used to compare the coordinator′s work stress scale and the scores of different dimensions of sociology factors such as age and gender. Multivariate linear regression was used to analyze the influence of age, gender and other indicators on work stress. P<0.05 was considered statistically significant.

A total of 182 questionnaires were distributed, with a recovery rate of 100% and effective rate is 100%. The average score of 182 coordinator work stress scales was (68±12) points (26-92 points). The scores of formal workers or personnel agents and contract investigators were (67±13) and (66±12) points respectively, which were lower than those of other (including temporary workers) (72±9) points, and the differences were statistically significant (P<0.05). The 18 to 30-year-old coordinator had the lowest stress dimension score, which was lower than the other two groups; the 36-year-old coordinator had a higher developmental stress dimension than the 18- to 30-year-old group, and the difference was statistically significant (P<0.05). The high school and below (including secondary school) coordinator role cognitive pressure dimension score is (3.0±1.0), higher than the undergraduate (including junior college), master′s degree and above coordinator [(2.5±1.0), (2.3±1.0) points], the difference is statistical significance (P<0.05). The coordinators from the hospital and the Red Cross had lower scores on interpersonal relationship pressure and career development stress than those from other work units, and the differences were statistically significant (P<0.05). In the past occupations, the coordinators of physicians and nurses had lower scores of interpersonal relationship stress than other groups, and the differences were statistically significant (P<0.05). The cognitive stress dimension of the coordinator′s role as a nurse was higher than that of the other two groups, and the difference was statistically significant (P<0.05). Other groups and formal workers or hiring methods are personnel agents and contract system coordinators. Their work background and atmosphere pressure dimension scores are (3.4±0.8) and (3.3±0.8) points respectively, which are lower than other (including temporary workers) coordination. The scores were (3.7±0.6) points, and the differences were statistically significant (P<0.05). Multiple linear regression results showed that the older the coordinator, the higher the work stress score they have.

The coordinator′s work stress level is generally high, and future research should focus on intervention projects that aim to reduce the coordinator′s work pressure. At the same time, hospital administrators should take effective measures to minimize their work pressure and improve job satisfaction, thus improving the quality of work.