本研究抽取有代表性的企事业、机关单位在职人员为研究对象，对组织沟通与工作压力的关系进行了分析。整个研究包含四个部分：研究一从工作压力源的角度，探讨了组织沟通各要素与成员工作压力间的关系，并分析了被试在组织沟通变量及工作压力上的一般特点；研究二从工作压力作用效能的角度，同时从生理、心理、工作行为三个作用层面探讨分析了不同组织沟通压力源对工作压力的作用效能影响；研究三从中介作用的角度，检验并分析了员工对上级社会支持的感知以及应对方式在组织沟通与工作压力效能关系中的中介作用机制；研究四从质性研究的角度，用扎根理论的方法，较为深入地探讨分析了组织沟通压力源所包含的具体、细微的内容，以及所造成的影响和相关解决办法。本研究得到的主要结果如下：1． 经过修订后的《组织沟通问卷》和《HSE工作压力调查问卷》有较好的信度和效度。2． 对组织沟通变量一般特点的性别差异分析发现，女性被试在同事关系、信息的接收与发送方面的状况不如男性被试；单位类型差异发现，与国有企业相比，民营企业人员有更好的信息传递、沟通氛围，且管理人员的沟通主动性更强。3．组织沟通各变量与工作压力有较密切的关系：组织沟通各维度与其工作压力源中的大多数因素的相关达显著水平，组织沟通各变量分别对总体压力及不同的工作压力维度有显著的不同程度的预测作用。4．不同组织沟通压力源与工作压力三个层次效能变量的关系：1）上下级关系、同事关系、直接上司沟通不良倾向对积极心理感受和消极心理感受具有直接影响作用；它们对生理状况不具有直接影响作用，但通过心理感受（含消极心理感受和积极心理感受）对生理状况产生间接影响；另外，它们对工作行为既有直接影响作用，又通过积极心理感受对工作行为产生间接影响。2）沟通开放性、信息接收与发送、直接上司沟通主动、沟通氛围对积极心理感受具有直接影响作用；它们对生理状况不具有直接影响作用，但通过积极心理感受对生理状况产生间接影响；另外，它们对工作行为既有直接影响作用，又通过积极心理感受对工作行为产生间接影响。5．员工对上级社会支持的感知在组织沟通与工作行为之间起到部分中介作用；积极应对方式在组织沟通与工作行为之间起到部分中介作用，在组织沟通与积极心理感受之间起到完全中介作用。6．质的研究形成了九大概念类别，并根据九大类别的关系归纳出五项核心类别，组织沟通压力源、沟通压力源的影响因素、沟通因素引发的压力效能、个体疏导方法、组织层面的沟通改善。

The dissertation focuses on organizational communication and the relationships between organizational communication and Work Stress by conducting four logically precise and relatively independent researches. It adopts questionnaire and in-depth interview methods to do surveys of participants, who come from state-owned, joint-venture, private, and government organizations. This paper has four parts. The front three of four parts investigate the common characteristics of organizational communication and Work Stress and explore the relationships between organizational communication and work stress by questionnaire survey. And then, the fourth part conducts in-depth interviews with participants by using grounded theory approach. Through a series of interview, survey and analysis, this paper gets the following results:1. The revised scale of organizational communication and HSE Indicator tools for Work Stress have good validity and reliability. 2. Among the participants, sufficient gender differences are observed, the male has better information receiving and sending situation, and better relations with co-worker. A property of organization differences also exists: the person in private enterprises has better information receiving and sending, communication atmosphere than state-owned enterprises. 3. Organizational communication correlates closely with Work Stress. 4. The relationships of supervisor and co-worker, the bad communication between supervisor and co-worker have direct effect on affectivity. And they also have direct effect on work performance .But they don’t have direct effect on physiological consequences, they just have indirect effect on it. Affectivity has served as mediator between organizational communication factors and work performance, physiological consequences. The openness of the communication , initiative of direct supervisor, information receiving and sending and communication atmosphere, have direct effect on positive affectivity and work performance, and indirect effect on physiological consequences. Positive affectivity has served as mediator among organizational communication factors, work performance and physiological consequences.5．The employee’s perception of supervisory social supports and positive coping served as mediator between organizational communication and the Work-related Stress responses. 6．The qualitative research forms ten conceptual categories which, according to their relations, are reduced to five core categories, namely: organizational communication stressors, the causes of organizational communication stressors, its consequences, its solution, including individual and organization.KEY WORDS: organizational communication, Work Stress, employee’s perception of supervisory social supports，coping