在全球经济都面临着愈加严峻的挑战的今天，企业想要在竞争激烈的市场上获得一席 之地，就必须要提高其核心竞争力。而员工是企业提升核心竞争力的关键要素。因此，企 业的竞争压力也会传导到员工个人身上。随着 2015 年我国正式进入“互联网+”的时代， 互联网企业员工必须不断进行自我知识技能的更新迭代才能避免被企业淘汰，而互联网行 业中的人力资源从业人员，由于其极特殊的岗位属性，此类人群的压力程度进而可想而知。
 基于上述研究问题的提出，本文选取了互联网企业的人力资源从业人员作为研究对象， 对工作压力现状及压力源构成进行研究。 首先，设计访谈调查，对 12 名互联网企业人力资源从业人员进行了访谈调查。被访谈 者的压力程度总体偏高，压力感给被调查者带来了包括心理、生理、行为等方面的一系列 症状；工作压力主要来自于工作自身因素、职业发展因素、角色压力因素等。访谈调查的 结论将用于与问卷调查的结论相对应，检验问卷结果，并为压力管理策略的提出提供依据。
 之后，参考 Cooper.C.L 的工作压力源研究成果，其压力源构成模型包括工作条件、角 色压力、人际关系、职业发展、组织结构、家庭工作因素六个维度，最终确定了压力现状 量表和压力源构成两个量表。问卷回收样本 210 份，通过 SPSS.20 进行数据统计分析。结 果显示互联网企业人力资源从业人员这一群体的压力感是普遍存在的，压力水平得分为 3.71，处于较高水平。压力的表现程度按照心理症状、生理症状和行为症状依次递减，工 作压力水平受年龄、学历、从业年限、收入水平几个因素所影响呈现出不同的压力值。 通过对压力源调查数据进行 Pearson 相关分析后发现，压力现状与工作条件、角色压 力、人际关系、组织结构、工作家庭冲突这几个维度的压力源的显著性值均小于 0.05 且 Pearson 相关性系数均小于 0。其中工作条件维度的工作压力造成的负相关性影响最大， 其次依次是工作家庭因素、人际关系因素、角色压力因素和组织结构因素。从不同特征从 业人员的压力水平差异性结果来看，男性较女性相比更易受工作家庭因素的影响而产生压 力；具有 10-15 年工作经验的从业者更易受角色压力、人际关系的影响而产生压力；离异 的从业者相较于其他婚姻状况的更受工作家庭因素影响而产生压力。 对压力现状和压力源进行回归分析发现，工作条件和工作家庭因素对工作压力的影响 是负向的；职业发展对工作压力的影响是正向的；而角色压力、人际关系和组织结构对工作压力没有直接影响。 最后，针对以上的分析结果，从企业和人力资源从业人员两方面为压力管理工作提供 针对性的策略建议，并总结研究中存在的不足。 

Nowadays, the global economy is facing more and more severe challenges. In the face of fierce competition in domestic and foreign markets, if an enterprise wants to survive and develop in order to gain a place in the market, it must improve its core competitiveness, and the key factor to enhance the core competitiveness is employees. Therefore, the competitive pressure of enterprises will also be transmitted to employees. With China's Internet plus entry in 2015, employees of Internet companies must constantly update their knowledge and skills to avoid being eliminated by enterprises. The human resources practitioners in the Internet industry, because of their special job attributes, can be imagined as can be imagined. Based on the above research questions, this paper selects the human resource practitioners of Internet enterprises as the research object, and studies the current situation of work pressure and the composition of pressure sources. First of all, an interview survey was designed to investigate 12 Internet enterprise human resource practitioners. The interviewee's stress level is generally on the high side, and the sense of stress brings a series of symptoms to the interviewee, including psychological, physiological, behavioral and other aspects; the work stress mainly comes from the factors of work itself, career development, role stress and so on. The conclusion of the interview survey will be used to test the results of the questionnaire and provide the basis for the pressure management strategy. Then, referring to the research results of Cooper. C.L's work stressor, its stressor model includes six dimensions: working conditions, role stressors, interpersonal relationships, career development, organizational structure, and family work factors. Finally, two scales of stressor status and stressor composition are determined. 210 samples were collected and analyzed by spss.20. The results show that the pressure of the Internet enterprise human resources practitioners is widespread, and the score of the pressure level is 3.71, which is at a high level. The degree of stress decreased in turn according to psychological symptoms, physiological symptoms and behavioral symptoms. The level of work stress was affected by age, education background, years of employment and income level. Through the Pearson correlation analysis of the survey data of stressors, it is found that the significant values of stressors in the dimensions of working conditions, role stress, interpersonal relationship, organizational structure and work family conflict are less than 0.05, and the Pearson correlation coefficient is less than 0. The specific result is that the work stress of working condition dimension has the greatest negative correlation, followed by work family factor, interpersonal relationship factor, role stress factor and organizational structure factor. According to the results of the differences in stress levels of employees with different characteristics, men are more likely to be affected by work and family factors than women; employees with 10-15 years of work experience are more likely to be affected by role pressure and interpersonal relationship; divorced employees are more affected by work and family factors than other marital situations. Regression analysis of stress status and stressors shows that working conditions and family factors have negative effects on work stress; career development has positive effects on work stress; role stress, interpersonal relationship and organizational structure have no direct effects on work stress. Finally, in view of the above analysis results, from the two aspects of enterprises and human resources practitioners, this paper provides targeted strategic suggestions for stress management, and summarizes the shortcomings of the research.