在经济下行压力加大的背景下，担保公司作为连接金融机构与实体经济的重要纽带，其员工面临着前所未有的工作压力挑战。本文以成都C担保公司为研究对象，采用深度访谈和问卷调查相结合的混合研究方法，运用定性和定量分析手段，系统剖析了员工的工作压力现状、影响因素及其内在机理。研究首先选取不同职级、不同岗位员工进行半结构化访谈，获取质性数据，并基于访谈结果设计了涵盖工作压力水平、压力源、压力反应和压力应对等多个维度的调查问卷。

研究发现：第一，本文通过深度访谈揭示了担保行业的特殊压力源，如风险控制与业务拓展的矛盾、市场竞争加剧、外部监管日益严格等，为后续问卷设计和压力管理提供了重要线索。第二，本文基于访谈结果设计的问卷调查进一步确认，工作本身、事业发展、组织管理和职业发展是影响员工工作压力的四个主要维度，其中工作本身维度的压力感受最为突出。第三，问卷分析显示，不同人口统计学变量下的压力感受存在显著差异，31~40岁年龄段、硕士及以上学历群体报告了相对更高的压力水平。第四，各压力维度之间存在显著的正相关关系，反映了工作压力的多维系统性特征。第五，在压力应对方面，多数员工倾向于采用积极、问题导向的应对策略，但仍有部分员工采用消极或逃避性的方式。

本文基于研究结果，提出了“组织—个体”二元协同的压力管理优化方案。在组织层面，提出了优化工作流程与任务设计、完善职业发展通道、创新绩效考核与薪酬制度、塑造支持性组织文化等策略。在个体层面，强调提升员工职业规划能力、加强压力管理技能培训、拓展压力应对资源等措施。同时，研究还提出了相应的配套保障机制。本文丰富了对担保行业工作压力管理的理论认识，为担保行业及金融服务业提供了实践指导。在金融行业数字化转型和竞争加剧背景下，加强员工压力管理和组织心理韧性建设，对提升担保公司核心竞争力具有重要意义。

Against the backdrop of increasing economic downturn pressure, guarantee companies, as crucial intermediaries connecting financial institutions with the real economy, face unprecedented work pressure challenges for their employees. This study focuses on Chengdu C Guarantee Company as a research subject, employing a mixed-method approach combining in-depth interviews and questionnaire surveys, utilizing both qualitative and quantitative analysis to systematically examine the current state of employee work pressure, influencing factors, and their internal mechanisms. The study first conducted semi-structured interviews with employees across different ranks and positions to obtain qualitative data, and based on the interview results, designed a comprehensive questionnaire covering multiple dimensions including work pressure levels, pressure sources, stress responses, and coping strategies.

The research findings reveal: First, through in-depth interviews, unique pressure sources in the guarantee industry were identified, such as conflicts between risk control and business expansion, intensifying market competition, and increasingly stringent external regulation, providing important insights for subsequent questionnaire design and pressure management. Second, the questionnaire survey based on interview results further confirmed that work itself, career development, organizational management, and professional development are the four main dimensions affecting employee work pressure, with work itself being the most prominent dimension. Third, questionnaire analysis showed significant differences in pressure perception across demographic variables, with the 31-40 age group and those holding master's degrees or above reporting relatively higher pressure levels. Fourth, significant positive correlations exist among various pressure dimensions, reflecting the multi-dimensional systematic nature of work pressure. Fifth, regarding pressure coping strategies, most employees tend to adopt positive, problem-oriented approaches, although some still resort to negative or avoidant methods.

Based on these findings, the study proposes a dual "organization-individual" collaborative pressure management optimization plan. At the organizational level, strategies include optimizing work processes and task design, improving career development paths, innovating performance evaluation and compensation systems, and fostering a supportive organizational culture. At the individual level, emphasis is placed on enhancing employees' career planning capabilities, strengthening stress management skills training, and expanding stress coping resources. Additionally, the study proposes corresponding supporting mechanisms. This research enriches theoretical understanding of work pressure management in the guarantee industry and provides practical guidance for both the guarantee industry and financial services sector. In the context of digital transformation and intensifying competition in the financial industry, strengthening employee pressure management and organizational psychological resilience is crucial for enhancing the core competitiveness of guarantee companies.

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