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导读：本文是一篇澳洲essay，讨论了现代企业之间的竞争是人才的竞争，人才能否充分发挥其才能，直接关系到企业的生存和发展。人才作为企业发展的中坚力量，将面临巨大的压力。在巨大的压力下，一些员工开始出现身体和心理上的不适。员工压力过大直接影响企业的竞争力，因此对员工压力管理的研究是一个紧迫而重要的问题。如何对员工进行有效的压力管理，发挥内部员工综合绩效的作用，获得员工的信任和忠诚度，挖掘员工的潜能，将是现代人力资源管理应解决的重要问题（Angerer和M_ller，2015）。
联合国在一份报告中称，过大的员工压力已成为“21世纪的流感”。在美国，过大的压力正导致严重的健康、生产问题，并以每年500-1500亿美元的速度侵蚀美国人的财富，美国近一半的成年人正遭受痛苦和折磨。工作压力。每天约有1亿工人缺勤以避免压力，60%的缺勤与工作压力有关，40%的员工因压力而生病，60%-80%的工作事故是由于工作压力过大所致（Angerer和M_ller，2015；Waehrer等人，2016）。
Competition between modern enterprises is the competition for talents, and whether talents can give full play to their talents will be directly related to the survival and development of enterprises. Talents as the backbone of enterprise development will face enormous pressure. Under great stress, some employees begin to have physical and psychological discomfort. Excessive stress on employees directly undermines the competitiveness of enterprises, so the study on stress management towards employees is an urgent and important issue. How to carry out effective stress management towards staff to play the roles of comprehensive performance of internal staff and have an access to their trust and loyalty to explore their potential will be an important issue that modern human resources management should solve (Angerer and Müller, 2015).
The United Nations said in a report that too large employee stress has become "flu in 21st century." In the United States, too much pressure is causing serious health, production problems and erodes wealth of Americans’ at an annual rate of 50-150 billion dollars, nearly half of adults in the United States are going through suffering and torment of working pressure. About 100 million workers are absent every day in order to avoid stress, 60% of absenteeism is related to work stress, 40% of employees are sick due to stress, and 60% -80% of the work accident is due to too much work pressure ((Angerer and Müller, 2015; Waehrer et al., 2016).
 
(1: 50% of the employees believed that they accepted too much work stress; 2: 60% of the employees chose absenteeism for avoiding stress; 3: 40% of the employees were ill because of work stress; 60%-80% of the employees have work accidents arising from work stress.)
In 2014, "EAP and China Occupational Mental Health Forum" held in Guangzhou pointed out that currently there were employees of 60% organizations in China facing large stress, there were about 10% of employees with job burnout. Data showed that in IT companies in China, there were a large number of employees who deserted their posts, were ill and even died because of too large work pressure, the direct losses were up to several hundred million dollars.
In addition, a British study indicated that problems of mental health of employees resulted in the loss of the equivalent of 3.7 billion pounds per year. A survey on employee stress management of Japanese employees proved that one third of working-age population suffered "chronic fatigue syndrome", the patients spent months and years to feel languid state and were difficult to return to a normal state. Canadian Consultative Commission estimated that there were economic losses of 12 billion US dollars every year due to employee stress in the workplace (Mio, 2016; Waehrer et al., 2016).
(U.K.: It specifically refers to losses caused by mental problems arising from work stress.)
As it can be seen from the above data and facts that, too much staff stress is a common fact that has brought enormous challenges to the development of enterprises, many countries and organizations have recognized the existence of this problem, they have brought forward a series of policies and measures to counter it. For example, in the United States, occupational stress association is a professional organization aiming at study on pressure, they specially explore a series of social problems caused by pressure to enterprises, they also provide some guidance services for enterprises, such as provision of stress management training and psychological guidance. The stress management institution in the Netherlands was the first institution which is through the use of social support theory to deal with corporate employees stress management, they emphasize the establishment of a harmonious corporate culture and work environment to achieve the purpose of alleviate employee stress. The experience of employees stress management association of Hong Kong, China is by strengthening staff training to increase the skills of employees to reduce work stress (Angerer and Müller, 2015).
Governments and companies began to pay attention to stress management, through a series of appropriate measures to take positive effects. From the perspective of business management efficiency, employee stress management will help to reduce too heavy psychological pressure of knowledge workers’ to maintain an appropriate, optimal pressure, allowing employees to improve work efficiency to improve performance throughout the organization, thereby increasing corporate profits. Stress management can help to enhance employees’ identity for enterprises, it promotes effective communication between various departments and staff of all levels, reducing the resistance generated by normal business operation to improve operating efficiency (Angerer and Müller, 2015).
It is found through stress management towards knowledge workers that, excessive, persistent stress can lead to serious physical and mental illness of knowledge workers’, and stress management can prevent this devastating damage caused by pressure on knowledge workers to effectively safeguard and maintain a company's human resources. Reasonable and scientific stress management has great significance for maintaining staff’s physical and mental health to resolve potential business risks to improve performance of an enterprise. Stress management can help staff to realize their value and sense of achievement to reduce employees' complaining emotions towards an organization, which help the enterprise to establish a good corporate image (Angerer and Müller, 2015).
From the corporate culture point of view, stress management can help to improve employee morale, it improves organizational climate and reduce employee absenteeism, turnover to reduce operating costs and core competitiveness of enterprises. Focusing on employee stress problems can fully reflect an enterprise’s people-oriented concept, which is conducive to building a good corporate culture to enhance employee loyalty to the enterprise (Angerer and Müller, 2015).
References
Angerer, P. and Müller, A. (2015). Occupational stress management. International Encyclopedia of the Social & Behavioral Sciences, 147-152.
Mio, J.S. (2016). Employee assistance programs. Encyclopedia of Mental Health, 124-127.
Waehrer, G. M., Miller, T. R., Hendrie, D. and Galvin, D. M. (2016). Employee assistance programs, drug testing, and workplace injury. Journal of Safety Research, 57(6), 53-60.
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