Workplace psychological risk real-time assessment method and system

Abstract

The invention is suitable for the technical field of data analysis, and particularly relates to a workplace psychological risk real-time assessment method and system.The workplace psychological risk real-time assessment method comprises the steps that behavior performance information and psychological questionnaire information of a target employee are obtained, and data support is provided for subsequent risk assessment; evaluating the psychological state of the target employee based on the psychological questionnaire information of the target employee to obtain a psychological state prediction value of the target employee so as to know the current psychological state of the employee; according to the behavior performance information of the target employee, a psychological state reference value reflecting the psychological bearing capacity of the target employee is determined, and a basis is provided for subsequent psychological risk assessment; based on the psychological state predicted value of the target employee and the personal psychological state reference value, determining a psychological state abnormal quantity of the target employee; and obtaining a personal psychological risk information evaluation result of the target employee according to the psychological state abnormal quantity of the target employee, thereby realizing objective evaluation of the psychological risk of the employee, and improving evaluation accuracy.

Description

Technical Field

[0001] The present application belongs to the field of data analysis technology, and in particular, relates to a real-time assessment method and system for workplace psychological risks. Background Art

[0002] Workplace psychological risks refer to factors in the work environment that may have a negative impact on employees’ mental health. If these risks are not properly managed, they may lead to a range of mental health problems, such as stress, anxiety, depression, etc., and may further affect employees’ work performance and quality of life.

[0003] In the existing technology, psychological risk assessment mainly relies on having the person being assessed complete a standardized psychological scale test, which involves a series of fixed questions and scoring criteria to assess the mental health status of the person being assessed. This test is highly subjective and fixed, resulting in poor results and low accuracy in psychological risk assessment. Summary of the invention

[0004] The embodiments of the present application provide a method and system for real-time assessment of psychological risks in the workplace, which can solve the problem that psychological risk tests are highly subjective and fixed, resulting in poor results and low accuracy in psychological risk assessment.

[0005] In a first aspect, an embodiment of the present application provides a method for real-time assessment of workplace psychological risks, comprising: Obtaining personal risk information of the target employee; wherein the personal risk information includes behavioral performance information and psychological questionnaire information; Evaluate the psychological state of the target employee based on the psychological questionnaire information of the target employee to obtain a predicted value of the psychological state of the target employee; Determining a personal psychological state reference value of the target employee based on the behavioral performance information of the target employee; wherein the personal psychological state reference value is used to reflect the psychological endurance of the target employee; Determining the abnormal amount of the psychological state of the target employee based on the predicted value of the psychological state of the target employee and the personal psychological state reference value; According to the abnormal amount of the psychological state of the target employee, the personal psychological risk information assessment result of the target employee is obtained.

[0006] The real-time assessment method for workplace psychological risks provided in the embodiment of the present application provides data support for subsequent risk assessment by obtaining personal risk information of target employees including behavioral performance information and psychological questionnaire information; assesses the psychological state of the target employee based on the psychological questionnaire information of the target employee to obtain the predicted value of the psychological state of the target employee, thereby understanding the current psychological state of the employee; determines a psychological state baseline value reflecting the psychological tolerance of the target employee based on the behavioral performance information of the target employee, thereby providing a basis for subsequent psychological risk assessment; determines the abnormal amount of the target employee's psychological state based on the predicted value of the psychological state of the target employee and the personal psychological state baseline value; obtains the personal psychological risk information assessment result of the target employee based on the abnormal amount of the psychological state of the target employee, thereby achieving an objective evaluation of the employee's psychological risk and improving the accuracy of the assessment.

[0007] In a second aspect, the present application embodiment provides a real-time assessment system for workplace psychological risks, including: An acquisition unit, used to acquire personal risk information of a target employee; wherein the personal risk information includes behavioral performance information and psychological questionnaire information; A prediction unit, configured to evaluate the psychological state of the target employee based on the psychological questionnaire information of the target employee, and obtain a predicted value of the psychological state of the target employee; A benchmark unit, used to determine a personal psychological state benchmark value of the target employee based on the behavioral performance information of the target employee; wherein the personal psychological state benchmark value is used to reflect the psychological endurance of the target employee; a difference unit, configured to determine the abnormal amount of the psychological state of the target employee based on the predicted value of the psychological state of the target employee and the reference value of the individual psychological state; An evaluation unit is used to obtain an evaluation result of the personal psychological risk information of the target employee according to the abnormal amount of the psychological state of the target employee.

[0008] In a third aspect, an embodiment of the present application provides a real-time assessment device for workplace psychological risks, comprising a memory, a processor, and a computer program stored in the memory and executable on the processor, wherein when the processor executes the computer program, the method described in any one of the first aspects above is implemented.

[0009] In a fourth aspect, an embodiment of the present application provides a computer program product, which, when executed on a terminal device, enables the terminal device to execute any one of the methods described in the first aspect.

[0010] It can be understood that the beneficial effects of the second to fourth aspects mentioned above can be found in the relevant description of the first aspect mentioned above, and will not be repeated here. BRIEF DESCRIPTION OF THE DRAWINGS

[0011] In order to more clearly illustrate the technical solutions in the embodiments of the present application, the drawings required for use in the embodiments or the description of the prior art will be briefly introduced below. Obviously, the drawings described below are only some embodiments of the present application. For ordinary technicians in this field, other drawings can be obtained based on these drawings without paying any creative work.

[0012] Figure 1 It is a flowchart of a method for real-time assessment of workplace psychological risks provided by an embodiment of the present application; Figure 2 It is a flowchart of step S200 in the real-time workplace psychological risk assessment method provided by an embodiment of the present application; Figure 3 It is a flowchart of step S300 of a method for real-time assessment of workplace psychological risks provided by an embodiment of the present application; Figure 4 It is a flowchart of step S310 of a method for real-time assessment of workplace psychological risks provided by an embodiment of the present application; Figure 5 It is a flowchart of step S320 of the method for real-time assessment of workplace psychological risks provided by an embodiment of the present application; Figure 6 It is a flowchart of step S400 of a method for real-time assessment of workplace psychological risks provided by an embodiment of the present application; Figure 7 It is a flowchart of step S500 of a method for real-time assessment of workplace psychological risks provided by an embodiment of the present application; Figure 8 It is a flowchart of step S520 of the method for real-time assessment of workplace psychological risks provided by an embodiment of the present application; Fig. 9 It is a structural diagram of a real-time assessment system for workplace psychological risks provided by an embodiment of the present application; Fig.10 It is a structural schematic diagram of a real-time workplace psychological risk assessment device provided in one embodiment of the present application. DETAILED DESCRIPTION

[0013] In the following description, specific details such as specific system structures, technologies, etc. are provided for the purpose of illustration rather than limitation, so as to provide a thorough understanding of the embodiments of the present application. However, it should be clear to those skilled in the art that the present application may also be implemented in other embodiments without these specific details. In other cases, detailed descriptions of well-known systems, devices, circuits, and methods are omitted to prevent unnecessary details from obstructing the description of the present application.

[0014] It should be understood that when used in the present specification and the appended claims, the term "comprising" indicates the presence of described features, wholes, steps, operations, elements and / or components, but does not exclude the presence or addition of one or more other features, wholes, steps, operations, elements, components and / or combinations thereof.

[0015] It should also be understood that the term “and / or” used in the specification and appended claims refers to any and all possible combinations of one or more of the associated listed items, and includes these combinations.

[0016] As used in the specification of this application and the appended claims, the term "if" can be interpreted as "when" or "uponce" or "in response to determining" or "in response to detecting" depending on the context. Similarly, the phrase "if it is determined" or "if the described condition or event is detected" can be interpreted as meaning "uponce it is determined" or "in response to determining" or "uponce the described condition or event is detected" or "in response to detecting the described condition or event" depending on the context.

[0017] In addition, in the description of the present application specification and the appended claims, the terms "first", "second", "third", etc. are only used to distinguish the descriptions and cannot be understood as indicating or implying relative importance.

[0018] References to "one embodiment" or "some embodiments" etc. described in the specification of this application mean that one or more embodiments of the present application include specific features, structures or characteristics described in conjunction with the embodiment. Therefore, the statements "in one embodiment", "in some embodiments", "in some other embodiments", "in some other embodiments", etc. that appear in different places in this specification do not necessarily refer to the same embodiment, but mean "one or more but not all embodiments", unless otherwise specifically emphasized in other ways. The terms "including", "comprising", "having" and their variations all mean "including but not limited to", unless otherwise specifically emphasized in other ways.

[0019] In the existing technology, psychological risk assessment mainly relies on having the person being assessed complete a standardized psychological scale test, which involves a series of fixed questions and scoring criteria to assess the mental health status of the person being assessed. This test is highly subjective and fixed, resulting in poor results and low accuracy in psychological risk assessment.

[0020] To solve the above problems, an embodiment of the present application provides a method and system for real-time assessment of psychological risks in the workplace. In this method, by obtaining personal risk information of the target employee including behavioral performance information and psychological questionnaire information, data support is provided for subsequent risk assessment. The psychological state of the target employee is assessed based on the psychological questionnaire information of the target employee, and the predicted value of the psychological state of the target employee is obtained, so as to understand the current psychological state of the employee. Based on the behavioral performance information of the target employee, a psychological state baseline value reflecting the psychological tolerance of the target employee is determined to provide a basis for subsequent psychological risk assessment. Based on the predicted value of the psychological state of the target employee and the personal psychological state baseline value, the abnormal amount of the psychological state of the target employee is determined. According to the abnormal amount of the psychological state of the target employee, the evaluation result of the personal psychological risk information of the target employee is obtained, so as to achieve an objective evaluation of the psychological risk of the employee and improve the accuracy of the evaluation.

[0021] The real-time assessment method for workplace psychological risks provided in the embodiment of the present application can be applied to a terminal device. In this case, the terminal device is the executor of the real-time assessment method for workplace psychological risks provided in the embodiment of the present application. The embodiment of the present application does not impose any restrictions on the specific type of the terminal device.

[0022] For example, the terminal device can be a mobile phone, a tablet computer, a wearable device, a vehicle-mounted device, an augmented reality (AR) / virtual reality (VR) device, a laptop computer, an ultra-mobile personal computer (UMPC), a netbook, a personal digital assistant (PDA), a desktop computer, a smart large screen, a smart TV and other terminal devices, a handheld device with wireless communication function, a computing device or other processing device connected to a wireless modem, a vehicle-mounted device, an Internet of Vehicles terminal, a computer, a laptop computer, a handheld communication device, a handheld computing device, a satellite wireless device, etc.

[0023] In order to better understand the real-time assessment method for workplace psychological risks provided in the embodiments of the present application, the specific implementation process of the real-time assessment method for workplace psychological risks provided in the embodiments of the present application is exemplarily introduced below.

[0024] Figure 1 A schematic flow chart of a method for real-time assessment of workplace psychological risks provided by an embodiment of the present application is shown. The method for real-time assessment of workplace psychological risks includes: S100, obtaining personal risk information of the target employee; wherein the personal risk information includes behavioral performance information and psychological questionnaire information.

[0025] It is understandable that the purpose of obtaining the personal risk information of the target employee is to fully understand the employee's psychological and behavioral performance at work, so as to provide basic data for subsequent risk assessment. First of all, the acquisition of behavioral performance information can rely on the internal management system of the enterprise, especially the performance management system (PMS). In this system, the key performance indicators (KPI) of employees are usually continuously recorded and updated. The performance management system (PMS) can automatically collect data such as employee task completion rate, work efficiency, project achievement, etc. The collection process of these data can be directly obtained from various work management platforms (such as JIRA, Trello, etc.) through the API interface, and regularly synchronized to the internal database of the enterprise. In addition to automated data collection, behavioral performance information also includes some qualitative data, such as evaluations from superiors and feedback from colleagues, which are usually obtained through regular performance interviews or 360-degree evaluation systems. It can also be obtained through online forms or questionnaires, through which the superiors and colleagues of employees can submit their evaluations and feedback. After the feedback data is standardized, it will be stored together with the quantitative performance data and integrated to form a comprehensive behavioral performance information file of the employee. The acquisition of psychological questionnaire information is intended to assess the employee's stress level, mood swings, job satisfaction, etc. Psychological questionnaires can be distributed to employees through an online psychological testing platform. Employees can complete the questionnaire within a specified time period. All data will be transmitted encrypted and stored in the company's secure database, providing scientific data support for the company's risk management, thereby effectively preventing possible employee psychological problems or risky behaviors at work.

[0026] S200, evaluating the psychological state of the target employee based on the psychological questionnaire information of the target employee to obtain a predicted value of the psychological state of the target employee.

[0027] It can be understood that the evaluation of psychological questionnaire information is based on a pre-set mental health model, which can be constructed based on a large amount of research data and contains multiple psychological indicators, such as anxiety index, depression index, work stress index, etc. Each indicator corresponds to a specific questionnaire question, and the employee's answer will be converted into a numerical form, which is weighted to form a preliminary psychological state score. The psychological questionnaire information can be pre-processed. By designing a natural language processing (NLP) algorithm, sentiment analysis and emotion recognition are performed on the employee's answers. These algorithms convert unstructured data into structured scores, such as emotional scores, anxiety levels, etc. The pre-processed data is further processed by the feature extraction module, and various psychological features are converted into standardized numerical values, and weighted according to the preset mapping relationship to obtain the psychological state prediction value. The psychological state prediction value reflects the mental health trend of employees in the future, such as whether serious psychological problems may occur or whether psychological intervention is needed, providing strong support for the company's human resource management and helping to improve the mental health level and work efficiency of employees.

[0028] In one possible implementation, see Figure 2 , S200, evaluating the psychological state of the target employee based on the psychological questionnaire information of the target employee, and obtaining the predicted value of the psychological state of the target employee, including: S210, obtaining preset psychological questionnaire standard assessment information.

[0029] It can be understood that the purpose is to obtain the preset standard evaluation information of the psychological questionnaire, which will serve as the benchmark for subsequent psychological state evaluation and prediction, ensuring the scientificity and consistency of the evaluation process. The preset standard evaluation information of the psychological questionnaire usually comes from authoritative research in the field of psychology or psychological evaluation models verified by large-scale samples. These standard evaluation information includes a series of quantitative mental health indicators, which reflect the characteristic values ​​and fluctuation ranges that employees' mental states should have under normal circumstances. These indicators may cover many aspects of psychological factors such as anxiety, depression, stress, and satisfaction. Each factor corresponds to a different standard score range. For example, an anxiety score between 0-5 may be considered normal, while a score between 5-10 may indicate mild anxiety. The standard evaluation information can be converted into computable standard scores and weights and stored in the database through a data interface. The acquisition and management of standard evaluation information is an important part of the enterprise psychological evaluation system. Its effectiveness and accuracy are directly related to the reliability of the entire evaluation system and the effectiveness of employee mental health management.

[0030] S220, evaluating the psychological state of the target employee based on the psychological questionnaire information of the target employee and the preset psychological questionnaire standard evaluation information, and obtaining a predicted value of the psychological state of the target employee.

[0031] It can be understood that the psychological questionnaire information of the target employee and the preset psychological questionnaire standard evaluation information are used to evaluate the employee's psychological state and obtain the psychological state prediction value. The information can be converted into a quantitative psychological state prediction value through subjective questionnaire data and objective standard information. This prediction value will be used to identify the current and future psychological risks of employees. The psychological questionnaire information and the standard evaluation information can be matched. The matching process can be achieved through a mapping relationship or a similarity algorithm, such as a matrix-based similarity calculation algorithm, or determining a mapping relationship between the employee's answer and the standard answer. For each mental health indicator, such as anxiety, stress or satisfaction, the score of the employee's answer on the indicator will be calculated and compared with the standard score. This comparison may take many forms, such as difference calculation, ratio analysis, etc., to quantify the employee's psychological state and obtain the final psychological state prediction value.

[0032] S300, determining a personal psychological state benchmark value of the target employee based on the behavioral performance information of the target employee; wherein the personal psychological state benchmark value is used to reflect the psychological endurance of the target employee.

[0033] It can be understood that the target employee's personal psychological state baseline value can be determined by analyzing the target employee's behavioral performance information. This baseline value is a key indicator for measuring the employee's psychological tolerance, reflecting the employee's psychological stability and stress resistance when facing work pressure and challenges. Behavioral performance information includes key performance indicators (KPIs) and employee work experience, which can more objectively reflect the employee's performance at work and his response to pressure. After obtaining the behavioral performance information, the behavioral performance information can be used to calculate the employee's psychological state baseline value. According to the employee's KPI and other indicators, evaluate their performance in a high-pressure environment. For example, if an employee can still maintain an efficient working state under increased task pressure and continue to achieve excellent KPI results, this shows that their psychological tolerance is strong and the corresponding psychological state baseline value will be high. Conversely, if the employee shows a decline in performance or negative emotions under pressure, their baseline value will be low. In order to quantify this baseline value, statistical models or statistical algorithms can be used to analyze behavioral data. For example, regression analysis, cluster analysis, etc. In regression analysis, KPI and other behavioral performance indicators can be used as independent variables, and the employee's psychological state baseline value can be used as the dependent variable. The regression model can be used to calculate the baseline value of each employee. Trend analysis can be performed in combination with employees' historical behavior data, not only analyzing employees' current performance, but also focusing on their past performance trends. For example, if an employee's KPI continues to rise over a period of time, it indicates that they have strong adaptability and their ability to withstand pressure is gradually increasing; if an employee's KPI shows a fluctuating or downward trend, it may reflect a weakening of their psychological tolerance. Through this trend analysis combined with historical situations, the psychological state baseline of employees can be evaluated more dynamically. Through detailed behavioral performance data analysis, a psychological state baseline value is established for each employee. This baseline value is not only an objective reflection of the employee's psychological tolerance, but also an important reference for subsequent psychological risk prediction.

[0034] In one possible implementation, the behavioral performance information includes key performance indicators, employee work experience, see Figure 3 , S300, determining the target employee's personal psychological state benchmark value based on the target employee's behavioral performance information, including: S310, determining a preliminary baseline value of the target employee's personal psychological state based on the target employee's key performance indicators.

[0035] It is understandable that the psychological state baseline value of the target employee can be preliminarily determined by analyzing the key performance indicators (KPI) of the target employee. Key performance indicators are core data that reflect the performance and achievements of employees at work. They can directly reveal the employees' ability to cope with work pressure and challenges. By setting up a unified data interface, these KPI data can be extracted from the human resource management system or performance evaluation system and standardized to ensure that the KPIs of different positions are comparable. After collecting the KPI data, these data can be analyzed through a series of algorithms to calculate the preliminary baseline value of the employee's psychological state. The algorithms can include weighted average, linear regression, etc. For example, the performance of employees in multiple KPI dimensions can be weighted by weighted average method to obtain a comprehensive preliminary baseline value. This baseline value reflects the psychological tolerance and performance stability of employees under normal working conditions. KPI analysis helps to identify employees who perform abnormally in specific situations and provide a reference for subsequent intervention measures.

[0036] Optionally, see Figure 4 , S310, determine the preliminary benchmark value of the target employee's personal psychological state based on the target employee's key performance indicators, including: S311, determine the change trend of the key performance indicators of the target employees based on the key performance indicators of the target employees.

[0037] It can be understood that the evaluation of the target employee's psychological state baseline value can be further refined by analyzing the change trend of the target employee's key performance indicators (KPI). The KPI change trend can reveal the performance fluctuation and stability of employees at different work stages, thereby providing a more dynamic reference for evaluating their psychological tolerance and stress response. The historical KPI data of employees can be sorted and analyzed. The KPI data of all time periods within the preset period can be extracted and arranged in chronological order. For example, for a quarter's KPI data, the employee's task completion rate, production efficiency, etc. can be recorded month by month, and these data can be generated into a time series. The generation of time series is the basis of change trend analysis, which can intuitively reflect the changes of employees' KPIs in a specific time period. After obtaining the time series data, the KPI change trend can be analyzed through a series of statistical and mathematical tools. It can include linear regression analysis, moving average method, etc. For example, linear regression analysis can determine the direction and magnitude of its change by fitting the change curve of KPI. If the regression curve shows an upward trend, it means that the employee's KPI is gradually improving, which means that he or she has a strong adaptability at work and a relatively stable psychological state; if the regression curve shows a downward trend, it may suggest that the employee has certain problems in coping with work pressure and needs further attention.

[0038] S312, determining a personal psychological state baseline value of the target employee based on the change trend of the key performance indicators of the target employee.

[0039] It can be understood that the dynamic changes in the psychological state of the target employee can be deduced by analyzing the changes in the key performance indicators of the target employee over time. Key performance indicators (KPIs) are important criteria for measuring employee performance, which can reflect the employee's work efficiency, goal achievement, and work pressure in a specific time period. Therefore, the psychological state of the employee at work can be indirectly inferred through the change trend of KPIs. These KPI data can be analyzed through data processing techniques such as time series analysis or trend analysis methods. Time series analysis can identify the pattern of KPI changes over time, such as rising, falling, or fluctuating trends. Trend analysis can reveal whether the pressure or challenges faced by employees at work continue to increase, or whether there are obvious signs of improvement. By analyzing the trend of KPI changes, it is possible to identify the stress points or work bottlenecks that may exist for employees in different time periods. For example, if an employee's KPI continues to decline over a period of time, this may indicate that the employee has been under great pressure or faced challenges at work during this period, and these factors may have a negative impact on his or her psychological state. On the contrary, if the KPI shows a steady upward trend, it may mean that the employee's work status and psychological state are both at a good level. Assume that these KPI data are K1, K2, ..., K n , where n represents the number of KPI data points collected. Sum these KPI data and divide them by the number of data points n to calculate the mean of the KPI, that is: K = (K1 + K2 + ... + K n ) / nWhere K represents the target employee's KPI mean during the time period. By calculating the KPI mean, a comprehensive performance level can be obtained, which represents the overall performance of the employee in different tasks and time periods. The level of the KPI mean directly reflects the employee's work status during this period, and also indirectly reflects his or her psychological state. Generally speaking, a higher KPI mean may indicate that the employee maintains a good psychological state at work and can effectively cope with work pressure; while a lower KPI mean may indicate that the employee may have experienced greater pressure or faced challenges during this period, and the psychological state may be at a lower level. After determining the KPI mean, it can be used as a reference value for the employee's personal psychological state baseline value. In the subsequent steps, this baseline value will be compared with the employee's predicted psychological state value to assess the employee's mental health.

[0040] For example, in order to make the baseline value and the psychological state prediction value point to the same comparable dimension, the KPI data can be standardized and combined with a unified scale for calculation. This unified scale allows the KPI data and the results of the psychological questionnaire to be compared under the same evaluation system, thereby obtaining comparable psychological state baseline values ​​and psychological state prediction values. Standardize the key performance indicator (KPI) data of the target employees to convert them into values ​​on the same dimension as the results of the psychological questionnaire. Z scores can be used to standardize KPI data so that different values ​​of KPIs can be converted into relative values ​​under the same standard. The standardized calculation formula is as follows: Z K =K−μ K / σ K , Z K is the standardized KPI value. K is the original KPI mean of the target employee, μ K is the mean KPI of all employees, σ K is the standard deviation of the KPI for all employees. The result of the standardization process is to convert the KPI data into a dimensionless Z score, which reflects the degree of deviation of the employee's KPI performance from the overall employee KPI performance. After standardizing the KPI data, the Z score needs to be converted to a scale that is the same as the psychological state prediction value. For example, if the psychological questionnaire results are converted to a specific scale of 0 to 100, then the KPI Z score also needs to be converted to this scale. The conversion can be achieved by linear mapping: S K =Z K ×σ P +μ P , S K is the converted KPI benchmark value, which has been mapped to the same scale as the psychological state prediction value, σ P is the standard deviation of the psychological questionnaire results, μ P is the mean of the psychological questionnaire results. Through this mapping, the standardized KPI value is converted to the same scale as the psychological questionnaire results, thus ensuring comparability between the two. The final benchmark value S K It is on the same scale as the psychological state prediction value P, so it can be directly compared or the difference can be calculated.

[0041] S320, determining a personal psychological state baseline correction value of the target employee according to the target employee's work experience.

[0042] It can be understood that the target employee's work experience can be analyzed to determine the benchmark correction value of his or her personal psychological state. The target employee's work experience change data can be determined based on the target employee's work experience data. All important changes in the employee's career can be sorted out and quantified. The work experience change data mainly includes the employee's position changes, job transfers, job grade promotion or demotion, salary changes, job responsibilities adjustments, etc. in different periods. This information not only reflects the employee's growth and development in his or her career, but also reflects the professional pressure and challenges he or she has experienced. For example, if an employee frequently changes positions or positions in a short period of time, this may indicate that the employee is facing greater professional pressure, which may have a negative impact on his or her psychological state. Time series analysis or similar methods can be used to carefully analyze and record these change data, so as to extract key features that can reflect the employee's career development trajectory. The standard career development information of employees can be obtained, and the standard experience change data of employees can be determined based on this standard information. The standard career development information of employees is usually based on industry or company internal data. By analyzing the career development paths of most employees within a certain time range, a relatively reasonable and stable career development trajectory is obtained. This standard information can be used as a benchmark to evaluate whether the career development of the target employee is within the expected range. If the career development path of the target employee deviates greatly from these standard information, this deviation may imply that the employee has experienced unusual challenges or pressures in the process of career development, which has an impact on his or her psychological state. By comparing the target employee's work experience change data with these standard information, the employee's standard experience change data can be further determined. The target employee's employee job turnover rate can be calculated based on the target employee's work experience change data and the employee's standard experience change data. The job turnover rate is an important indicator that quantifies the degree of difference between the target employee's actual career development and the standard career development. If the turnover rate is high, it means that the employee's career development is significantly different from the standard path, which may be a sign that the employee has encountered greater challenges in his or her career. If the turnover rate is low, it indicates that the employee's career development is relatively stable and his or her psychological state may be relatively balanced. Finally, based on the target employee's job turnover rate, the personal psychological state benchmark correction value is determined. This correction value is determined to make the original psychological state benchmark value closer to the employee's actual situation. Specifically, the correction value can be weighted and adjusted according to the level of the change rate, so that the final benchmark value can more accurately reflect the employee's psychological tolerance and career stability, and finally the benchmark correction value can effectively reflect the target employee's true psychological state.

[0043] Optionally, see Figure 5 , S320, determining the target employee's personal psychological state baseline correction value based on the target employee's work experience, including: S321, determining the target employee's work experience change data according to the target employee's work experience.

[0044] It can be understood that according to the work experience data of the target employee, the work experience change data is determined. The determination of the work experience change data is the basis of the whole process because it directly affects the accuracy of subsequent calculations. All the change information of the employee in his career can be analyzed, including job changes, promotions, transfers, demotions, salary adjustments, changes in job responsibilities, etc. This information reflects the stability of the employee in his career and the occupational stress he has experienced. For example, if an employee changes positions frequently or experiences multiple promotions or demotions, these changes may have a significant impact on his psychological state. Through the analysis of these change data, we can better understand the challenges faced by employees in their careers and infer the impact of these challenges on their psychological tolerance. Including but not limited to job changes, department transfers, promotions, demotions, salary adjustments, changes in job responsibilities, etc. These experiences can provide a comprehensive view of the employee's career development. Specifically, if an employee has experienced multiple major changes in his career, such as frequent job transfers or rapid promotions, these experiences may cause greater pressure on the employee's psychological state. On the contrary, if the employee's career is relatively stable and has fewer changes, this may mean that his psychological state is less affected by job changes. These data can be organized and quantified to form "work experience change data". Work experience change data reflects the major change events and frequency experienced by employees in their careers, and is used to quantify the employee's career instability. For example, frequent job changes may be given a higher change weight, while long-term work experience in the same position may be given a lower change weight. Then, by adding up these weights, a comprehensive value representing the employee's work experience changes can be obtained.

[0045] S322, obtaining employee standard career development information, and determining employee standard experience change data based on the employee standard career development information.

[0046] It is understandable that standard career development information usually consists of the average career development path within a company or industry, reflecting the career development trajectory of most employees under similar conditions. This information provides a benchmark for subsequent analysis, which can assess whether the target employee's career development deviates from the conventional path. For example, standard career development information may show that the average length of time working in a certain position is 3 years, but if the target employee has only worked in the position for 6 months, it means that his career development path deviates greatly from the standard path. This deviation may reflect the special career pressure or challenges faced by the employee. By comparing the target employee's work experience change data with the standard experience change data, the relative stability or instability of his career development can be obtained.

[0047] S323, determining the employee job change rate of the target employee according to the target employee's job experience change data and the employee's standard job experience change data.

[0048] It can be understood that the target employee's work experience change data can be compared with the standard career development path to calculate the employee's "job turnover rate". This job turnover rate reflects the degree of deviation between the stability of the target employee's career development and the standard path. The calculation formula can be expressed as: employee job turnover rate = target employee's work experience change / data standard experience change data. When the job turnover rate value is high, it indicates that the employee's career development path deviates significantly from the standard path, which may mean that the employee has experienced more career challenges and psychological pressure has increased accordingly; on the contrary, if the turnover rate is low, it indicates that the employee's career development is relatively stable and closer to the standard path, and his psychological state may be less affected.

[0049] S324, determining a personal psychological state baseline correction value of the target employee based on the employee job turnover rate of the target employee.

[0050] It can be understood that the work experience change data can be converted into a psychological state baseline correction value. To achieve this, a proportional relationship can be defined, in which the impact of the work experience change data on the psychological state is represented by an initial proportional factor. This initial proportional factor can be determined by historical data or industry data. Assuming that this proportional factor is k, it can be determined by analyzing historical data or by expert evaluation. Assuming that in the historical data, after analysis, it is found that the impact of each unit of work experience change on the psychological state is k, then this value can be used for calculation. For example, if it is found that the impact of each position change on the psychological state is 0.2, and the impact of each promotion on the psychological state is 0.5, then the value of k can be determined by combining these impacts. For example, k can be set as a weighted average: k=total impact / total number of change events, and the psychological state baseline correction value is calculated using the above initial proportional factor: L=1+k*Y, where the psychological state baseline correction value L reflects the degree of impact of the employee's work experience change on his or her psychological state, Y is the employee's job change rate, and k is the initial proportional factor. This psychological state baseline correction value will be used to adjust the target employee's personal psychological state baseline value. The calculated psychological state baseline correction value can be applied to the psychological state baseline value to obtain a revised psychological state baseline value. This revised baseline value will take into account the impact of the employee's work experience and more accurately reflect his or her actual psychological state.

[0051] S330, determining the personal psychological state benchmark value of the target employee based on the preliminary personal psychological state benchmark value and the personal psychological state benchmark correction value of the target employee.

[0052] It can be understood that the calculated multiple benchmark values ​​and change trends can be combined to determine the comprehensive benchmark value of the target employee's personal psychological state, that is, the psychological state benchmark value. The psychological state benchmark value is a comprehensive assessment of the employee's psychological state, which can reflect the employee's overall mental health and coping ability in different situations. This benchmark value can provide an important reference for the individual management of employees, and can also provide a scientific basis for enterprises to identify and intervene in employees' potential psychological problems in organizational management.

[0053] Optionally, S330, determining the personal psychological state benchmark value of the target employee based on the preliminary personal psychological state benchmark value and the personal psychological state benchmark correction value of the target employee, includes: S331, calculating the product of the preliminary personal psychological state benchmark value and the personal psychological state benchmark correction value of the target employee, and determining the product of the preliminary personal psychological state benchmark value and the personal psychological state benchmark correction value as the personal psychological state benchmark value of the target employee.

[0054] It can be understood that the preliminary baseline value of the individual psychological state and the revised baseline value of the individual psychological state can be multiplied to obtain the final baseline value of the individual psychological state. It can be expressed by the following formula: S = S K L=L=S K (1+k*Y), S is the target employee’s personal psychological state benchmark value, S K is the preliminary psychological state benchmark value, L is the revised psychological state benchmark value, Y is the employee's job turnover rate, and k is the initial proportional factor. This calculation formula combines the impact of the employee's preliminary psychological state assessment and work experience, making the final benchmark value more personalized and accurate. The final personal psychological state benchmark value S combines the employee's preliminary psychological state assessment and the revised value based on his or her work experience. It not only takes into account the employee's work performance, but also adjusts the psychological state changes caused by changes in work experience, so that the psychological state benchmark value more accurately reflects the employee's actual psychological tolerance.

[0055] S400, determining the abnormal amount of the target employee's psychological state based on the predicted value of the target employee's psychological state and the personal psychological state reference value.

[0056] It can be understood that the abnormal amount of psychological state can be calculated by comparing the predicted value of the psychological state of the target employee with the personal psychological state benchmark value. The abnormal amount of psychological state is an important indicator for evaluating the mental health of employees. It can reflect the difference between the current psychological state of employees and their normal state, and provide timely early warning signals for enterprises. The predicted value of psychological state is obtained based on the psychological questionnaire information and other relevant data of the target employee, reflecting the current trend of the employee's psychological state. The personal psychological state benchmark value is calculated by integrating data from multiple dimensions, representing the psychological state of the employee under normal circumstances. Therefore, the calculation of the abnormal amount of psychological state is actually the quantification of the difference between the current state of the employee and his normal state. The difference between the predicted value of psychological state and the personal psychological state benchmark value can be calculated. This difference can intuitively reflect the degree of deviation between the current psychological state of the employee and his normal state. If the difference is positive, it means that the current psychological state of the employee is better than his normal state; if the difference is negative, it means that there may be a problem with the current psychological state of the employee. In order to further quantify this difference, the difference can be divided by the personal psychological state benchmark value to obtain a relative abnormal amount. This relative abnormality can eliminate the impact of baseline value differences between different employees, making the abnormalities of the psychological states of different employees comparable.

[0057] In one possible implementation, see Figure 6 , S400, based on the target employee's predicted psychological state value and the individual psychological state reference value, determining the target employee's psychological state abnormality, including: S410, calculating the difference between the predicted psychological state value of the target employee and the personal psychological state benchmark value, and obtaining the personal psychological state benchmark difference of the target employee.

[0058] It can be understood that the personal psychological state baseline difference (ΔB) is the difference between the psychological state prediction value and the personal psychological state baseline value. It can be expressed by the formula: ΔB=P−S, where P is the psychological state prediction value, S is the personal psychological state baseline value, and ΔB reflects the difference between the employee's psychological state prediction value and its baseline value. If ΔB is a positive value, it means that the psychological state prediction value is higher than the baseline value; if it is a negative value, it means that it is lower than the baseline value.

[0059] S420, taking the quotient of the target employee's personal psychological state benchmark difference and the personal psychological state benchmark value to obtain the target employee's psychological state benchmark difference ratio, and determining the psychological state benchmark difference ratio as the target employee's psychological state abnormality amount.

[0060] It can be understood that the psychological state baseline difference ratio (R) is the ratio of the individual psychological state baseline difference to the individual psychological state baseline value, which is used to quantify the abnormal amount of the employee's psychological state. It can be expressed by the formula R=ΔB / B, where R reflects the degree of deviation of the psychological state prediction value from the baseline value. This ratio can be used to evaluate whether the employee's psychological state has significantly deviated from its baseline value. The psychological state baseline difference ratio (R) can be equivalent to the psychological state abnormality (E). It can be expressed by the formula: E=R, and the psychological state abnormality E represents the degree of deviation of the target employee's psychological state between the predicted value and the baseline value. If the absolute value of E is large, it means that the employee's psychological state abnormality may be more serious. By calculating the ratio with the baseline value, the degree of deviation of the psychological state can be standardized, which can make the comparison of the psychological state between different employees more consistent.

[0061] S500, obtaining a personal psychological risk information assessment result of the target employee according to the abnormal amount of the target employee's psychological state.

[0062] It can be understood that the individual psychological risk information assessment result of the target employee can be finally determined based on the abnormal amount of the psychological state of the target employee, which can directly reflect the current mental health risk of the employee and provide a scientific basis for the enterprise to formulate targeted mental health intervention measures. The abnormal amount of psychological state reflects the degree of deviation between the current psychological state of the employee and his normal psychological state. Therefore, when assessing the psychological risk of the employee, the abnormal amount of psychological state is an important basic data. The data can be comprehensively analyzed according to the preset psychological risk assessment model to more accurately assess the current psychological risk level of the employee. The absolute value of the abnormal amount of psychological state can be preliminarily analyzed first. Generally speaking, the larger the absolute value of the abnormal amount of psychological state, the higher the psychological risk of the employee. This can be achieved by setting a threshold. If the abnormal amount of the psychological state of an employee exceeds the preset threshold, it can be marked as a high-risk employee and a special prompt can be given in the psychological risk information assessment result. In addition, the fluctuation trend and historical changes of the abnormal amount of psychological state can also be analyzed. For example, if the abnormal amount of the psychological state of an employee continues to rise over a period of time, it means that the employee's psychological state may be gradually deteriorating, which requires special attention in risk assessment. The rate of change of abnormal psychological state can be calculated from historical data and current data, and included in the risk assessment calculation. After all analysis and calculations are completed, a comprehensive psychological risk assessment result can be obtained. It can be presented in the form of a numerical value or level to intuitively represent the psychological risk status of employees. For example, the psychological risk of employees can be divided into three levels: low, medium, and high, or a scoring system from 0 to 100 can be used to indicate the level of psychological risk.

[0063] In one possible implementation, see Figure 7, S500, according to the abnormal amount of the psychological state of the target employee, obtain the personal risk information assessment result of the target employee, including: S510, obtaining the abnormal psychological state of all employees, and calculating the average value of the abnormal psychological state of all employees.

[0064] It can be understood that the abnormal mental state of all employees can be calculated, and the mean of these data can be further calculated. It provides a reference benchmark for subsequent psychological risk assessment. By analyzing the mean of the abnormal mental state of all employees, the degree of deviation of the abnormal mental state of individual employees relative to the whole can be identified, thereby providing a basis for the assessment of individual psychological risks. Data can be extracted from the generated database of abnormal mental state of employees. The abnormal mental state data of each employee reflects the difference between their current mental health and normal mental state. The abnormal mental state of all employees can be summarized and statistically analyzed. In order to obtain a more accurate mean, a weighted average method can be used for calculation. The key to weighted average is to determine the weight of the abnormal mental state of each employee, and these weights can be set according to the importance of the employee's position. For example, for employees in key positions, higher weights can be given to ensure that the calculation results can better reflect the overall mental health of the enterprise. After determining the weights, the weighted average of the abnormal mental state of all employees, that is, the mean of the abnormal mental state, can be calculated.

[0065] S520, obtaining a personal risk information assessment result of the target employee according to the abnormal psychological state of the target employee and the average abnormal psychological state of all employees.

[0066] It can be understood that the personal psychological risk information of the target employee can be further evaluated by comparing the target employee's psychological state abnormality with the mean of all employees' psychological state abnormality. Through difference analysis, the degree of deviation of the target employee's psychological state relative to all employees can be identified, so as to obtain a more accurate personal risk information evaluation result. The mean of the psychological state abnormality that has been calculated can be called and compared with the target employee's psychological state abnormality. Through this comparative analysis, it can be intuitively seen whether the target employee's psychological state deviates from the normal range and to what extent. If the target employee's psychological state abnormality is higher than the mean, it means that the employee's psychological state deviates from the normal range to a large extent and there may be a high psychological risk; conversely, if it is lower than the mean, it means that the employee's psychological state is relatively normal and the psychological risk is low.

[0067] Optionally, see Figure 8 , S520, according to the abnormal psychological state of the target employee and the average abnormal psychological state of all employees, obtain the personal risk information assessment result of the target employee, including: S521, determining the difference of the target employee's mental state abnormality according to the target employee's mental state abnormality and the average of all employees' mental state abnormalities; wherein the difference of the mental state abnormality is used to reflect the degree of deviation between the target employee's mental state abnormality and the average of all employees' mental state abnormalities.

[0068] It can be understood that a "difference in the amount of abnormal psychological state" can be determined by calculating the difference between the amount of abnormal psychological state of the target employee and the mean amount of abnormal psychological state of all employees. The difference in the amount of abnormal psychological state is used to quantify the degree of deviation of the psychological state of the target employee compared with that of all employees, and provide a basis for subsequent psychological risk assessment. In order to calculate this difference, a standardized difference calculation method can be used. The advantage of standardization is that it can eliminate the impact of different dimensions or data distribution on the results, so that the difference can be compared across employees or across time. The calculation formula of the difference can be expressed as: D=aA / σ, where a is the amount of abnormal psychological state of the target employee, A is the mean amount of abnormal psychological state of all employees, and σ is the standard deviation of the amount of abnormal psychological state of all employees. Through this standardized processing, the difference can more intuitively reflect the relative degree of abnormality of the target employee's psychological state.

[0069] S522, based on the difference in the abnormal amount of the psychological state of the target employee, obtain the personal psychological risk information score of the target employee.

[0070] It can be understood that based on the calculated difference of the target employee's mental state abnormality, the target employee's personal mental risk information score is further quantified. This score is a comprehensive indicator that can reflect the overall mental risk level of the target employee. Through this scoring method, enterprises can more intuitively assess the risk of employees and take corresponding management measures. The difference of the target employee's mental state abnormality can be used as input data, and a preset risk mapping relationship can be used to calculate the mental risk information score. The risk mapping relationship is able to accurately map the difference to the mental risk score. The core of the risk mapping relationship is a mapping function that can convert the difference into a specific score value. The mapping function can be expressed as a continuous or piecewise function, for example: R=f(D), where R represents the target employee's mental risk information score, f is the mapping function, and D is the difference of the mental state abnormality. The form of the mapping function may vary depending on the specific needs and data characteristics of the enterprise, but its goal is to convert the difference into a risk score that is easy to understand and apply. Generally, the mapping function can be designed as a monotonically increasing function. The greater the difference, the higher the risk score, thereby reflecting a higher level of mental risk. The mapping function generates a specific psychological risk information score, which is usually within a preset range, such as between 0 and 100. The higher the score, the greater the psychological risk of the target employee, and the company needs to pay more attention and support to him. Conversely, a lower score means that the psychological state is relatively stable and the risk is low.

[0071] S523, matching is performed based on the personal psychological risk information score of the target employee to obtain the personal risk information assessment result of the target employee.

[0072] It can be understood that further matching analysis can be performed based on the calculated personal psychological risk information score of the target employee to obtain the final personal risk information assessment result. The psychological risk information score of the target employee can be compared with the risk level standard preset by the enterprise. The risk level standard can be determined by the enterprise's mental health management policy or industry best practices, and reflects the enterprise's response strategy for different risk levels. For example, the enterprise can divide the psychological risk score into several levels, such as low risk, medium risk and high risk. Each level corresponds to different management measures and intervention strategies. By matching the employee's score with these levels, it is determined which risk level the employee belongs to. Matching can be performed in a variety of ways, such as direct numerical matching, interval matching, or multi-factor analysis through complex algorithms, ultimately achieving an objective evaluation of the employee's psychological risk, reducing the impact of subjectivity on the evaluation results, and improving the evaluation effect.

[0073] It should be understood that the size of the serial numbers of the steps in the above embodiments does not mean the order of execution. The execution order of each process should be determined by its function and internal logic, and should not constitute any limitation on the implementation process of the embodiments of the present application.

[0074] Corresponding to the real-time assessment method of workplace psychological risks described in the above embodiment, the embodiment of the present application also provides a real-time assessment system for workplace psychological risks, and each unit of the system can implement each step of the real-time assessment method for workplace psychological risks. Fig. 9 A structural block diagram of a real-time assessment system for workplace psychological risks provided in an embodiment of the present application is shown. For ease of explanation, only the parts related to the embodiment of the present application are shown.

[0075] Reference Fig. 9 , the workplace psychological risk real-time assessment system includes: An acquisition unit, used to acquire personal risk information of a target employee; wherein the personal risk information includes behavioral performance information and psychological questionnaire information; A prediction unit, configured to evaluate the psychological state of the target employee based on the psychological questionnaire information of the target employee, and obtain a predicted value of the psychological state of the target employee; A benchmark unit, used to determine a personal psychological state benchmark value of the target employee based on the behavioral performance information of the target employee; wherein the personal psychological state benchmark value is used to reflect the psychological endurance of the target employee; a difference unit, configured to determine the abnormal amount of the psychological state of the target employee based on the predicted value of the psychological state of the target employee and the reference value of the individual psychological state; An evaluation unit is used to obtain an evaluation result of the personal psychological risk information of the target employee according to the abnormal amount of the psychological state of the target employee.

[0076] It should be noted that the information interaction, execution process, etc. between the above-mentioned systems / units are based on the same concept as the method embodiment of the present application. Their specific functions and technical effects can be found in the method embodiment part and will not be repeated here.

[0077] The technicians in the relevant field can clearly understand that for the convenience and simplicity of description, only the division of the above-mentioned functional units and modules is used as an example for illustration. In practical applications, the above-mentioned function allocation can be completed by different functional units and modules as needed, that is, the internal structure of the system can be divided into different functional units or modules to complete all or part of the functions described above. The functional units and modules in the embodiment can be integrated in a processing unit, or each unit module can exist physically separately, or two or more unit modules can be integrated in one unit. The above-mentioned integrated unit can be implemented in the form of hardware or in the form of software functional units. In addition, the specific names of the functional units and modules are only for the convenience of distinguishing each other, and are not used to limit the scope of protection of this application. The specific working process of the units and modules in the above-mentioned system can refer to the corresponding process in the aforementioned method embodiment, which will not be repeated here.

[0078] The present application also provides a real-time workplace psychological risk assessment device. Fig.10 This is a schematic diagram of the structure of a real-time workplace psychological risk assessment device provided in one embodiment of the present application. Fig.10 As shown, the workplace psychological risk real-time assessment device 6 of this embodiment includes: at least one processor 60 ( Fig.10 Only one is shown), at least one memory 61 ( Fig.10 Only one is shown in the figure) and a computer program 62 stored in the at least one memory 61 and executable on the at least one processor 60. When the processor 60 executes the computer program 62, the real-time assessment device 6 for workplace psychological risks implements the steps in any of the above-mentioned embodiments of the real-time assessment method for workplace psychological risks, or implements the functions of the units in the above-mentioned system embodiments.

[0079] Exemplarily, the computer program 62 may be divided into one or more units, which are stored in the memory 61 and executed by the processor 60 to complete the present application. The one or more units may be a series of computer program instruction segments capable of completing specific functions, which are used to describe the execution process of the computer program 62 in the workplace psychological risk real-time assessment device 6.

[0080] The workplace psychological risk real-time assessment device 6 can be a computing device such as a desktop computer, a notebook, a PDA, and a cloud server. The workplace psychological risk real-time assessment device can include, but is not limited to, a processor 60 and a memory 61. Those skilled in the art can understand that Fig.10It is merely an example of the real-time assessment device 6 for workplace psychological risks and does not constitute a limitation on the real-time assessment device 6 for workplace psychological risks. It may include more or fewer components than shown in the figure, or a combination of certain components, or different components, for example, it may also include input and output devices, network access devices, buses, etc.

[0081] The processor 60 may be a central processing unit (CPU), or other general-purpose processors, digital signal processors (DSP), application-specific integrated circuits (ASIC), field-programmable gate arrays (FPGA) or other programmable logic devices, discrete gate or transistor logic devices, discrete hardware components, etc. A general-purpose processor may be a microprocessor or any conventional processor, etc.

[0082] In some embodiments, the memory 61 may be an internal storage unit of the workplace psychological risk real-time assessment device 6, such as a hard disk or memory of the workplace psychological risk real-time assessment device 6. In other embodiments, the memory 61 may also be an external storage device of the workplace psychological risk real-time assessment device 6, such as a plug-in hard disk, a smart memory card (Smart Media Card, SMC), a secure digital (SecureDigital, SD) card, a flash card (Flash Card), etc. equipped on the workplace psychological risk real-time assessment device 6. Further, the memory 61 may also include both the internal storage unit of the workplace psychological risk real-time assessment device 6 and an external storage device. The memory 61 is used to store an operating system, an application program, a boot loader (BootLoader), data, and other programs, such as the program code of the computer program, etc. The memory 61 may also be used to temporarily store data that has been output or is to be output.

[0083] An embodiment of the present application further provides a computer-readable storage medium, wherein the computer-readable storage medium stores a computer program, and when the computer program is executed by a processor, the steps in any of the above method embodiments are implemented.

[0084] An embodiment of the present application provides a computer program product. When the computer program product runs on a real-time assessment device for workplace psychological risks, the real-time assessment device for workplace psychological risks implements the steps in any of the above-mentioned method embodiments.

[0085] If the integrated unit is implemented in the form of a software functional unit and sold or used as an independent product, it can be stored in a computer-readable storage medium. Based on this understanding, the present application implements all or part of the processes in the above-mentioned embodiment method, which can be completed by instructing the relevant hardware through a computer program. The computer program can be stored in a computer-readable storage medium. When the computer program is executed by the processor, the steps of the above-mentioned various method embodiments can be implemented. Among them, the computer program includes computer program code, and the computer program code can be in source code form, object code form, executable file or some intermediate form. The computer-readable medium can at least include: any entity or device that can carry the computer program code to the workplace psychological risk real-time assessment device, recording medium, computer memory, read-only memory (ROM, Read-Only Memory), random access memory (RAM, Random Access Memory), electric carrier signal, telecommunication signal and software distribution medium. For example, a USB flash drive, a mobile hard disk, a magnetic disk or an optical disk. In some jurisdictions, according to legislation and patent practice, computer-readable media cannot be electric carrier signals and telecommunication signals.

[0086] In the above embodiments, the description of each embodiment has its own emphasis. For parts that are not described or recorded in detail in a certain embodiment, reference can be made to the relevant descriptions of other embodiments.

[0087] Those of ordinary skill in the art will appreciate that the units and algorithm steps of each example described in conjunction with the embodiments disclosed herein can be implemented in electronic hardware, or a combination of computer software and electronic hardware. Whether these functions are performed in hardware or software depends on the specific application and design constraints of the technical solution. Professional and technical personnel can use different methods to implement the described functions for each specific application, but such implementation should not be considered to be beyond the scope of this application.

[0088] In the embodiments provided in the present application, it should be understood that the disclosed workplace psychological risk real-time assessment system / workplace psychological risk real-time assessment device and method can be implemented in other ways. For example, the above-described workplace psychological risk real-time assessment system / workplace psychological risk real-time assessment device embodiment is only schematic. For example, the division of the units is only a logical function division. There may be other division methods in actual implementation, such as multiple units or components can be combined or integrated into another system, or some features can be ignored or not executed. Another point is that the mutual coupling or direct coupling or communication connection shown or discussed can be an indirect coupling or communication connection through some interfaces, devices or units, which can be electrical, mechanical or other forms.

[0089] The units described as separate components may or may not be physically separated, and the components shown as units may or may not be physical units, that is, they may be located in one place or distributed on multiple network units. Some or all of the units may be selected according to actual needs to achieve the purpose of the solution of this embodiment.

[0090] The embodiments described above are only used to illustrate the technical solutions of the present application, rather than to limit them. Although the present application has been described in detail with reference to the aforementioned embodiments, a person skilled in the art should understand that the technical solutions described in the aforementioned embodiments may still be modified, or some of the technical features may be replaced by equivalents. Such modifications or replacements do not deviate the essence of the corresponding technical solutions from the spirit and scope of the technical solutions of the embodiments of the present application, and should all be included in the protection scope of the present application.

Claims

1. A real-time assessment method for workplace psychological risks, characterized in that: include: Obtaining personal risk information of the target employee; wherein the personal risk information includes behavioral performance information and psychological questionnaire information; Evaluate the psychological state of the target employee based on the psychological questionnaire information of the target employee to obtain a predicted value of the psychological state of the target employee; Determining a personal psychological state reference value of the target employee based on the behavioral performance information of the target employee; wherein the personal psychological state reference value is used to reflect the psychological endurance of the target employee; Determining the abnormal amount of the psychological state of the target employee based on the predicted value of the psychological state of the target employee and the personal psychological state reference value; According to the abnormal amount of the psychological state of the target employee, the personal psychological risk information assessment result of the target employee is obtained.

2. The real-time assessment method for workplace psychological risks according to claim 1, characterized in that: The step of evaluating the psychological state of the target employee based on the psychological questionnaire information of the target employee to obtain a predicted value of the psychological state of the target employee includes: Obtaining preset psychological questionnaire standard assessment information; The psychological state of the target employee is evaluated based on the psychological questionnaire information of the target employee and the preset psychological questionnaire standard evaluation information to obtain a predicted value of the psychological state of the target employee.

3. The real-time assessment method for workplace psychological risks according to claim 1, characterized in that: The behavior performance information includes key performance indicators and employee work experience. The determination of the personal psychological state benchmark value of the target employee based on the behavior performance information of the target employee includes: Determine a preliminary baseline value of the individual psychological state of the target employee based on the key performance indicators of the target employee; Determining a personal psychological state baseline correction value of the target employee based on the employee's work experience; Based on the preliminary personal psychological state benchmark value and the personal psychological state benchmark correction value of the target employee, the personal psychological state benchmark value of the target employee is determined.

4. The real-time assessment method for workplace psychological risks according to claim 3, characterized in that: Determining the preliminary benchmark value of the individual psychological state of the target employee based on the key performance indicators of the target employee includes: Determine the change trend of the key performance indicators of the target employee based on the key performance indicators of the target employee; Based on the change trend of the key performance indicator of the target employee, a personal psychological state baseline value of the target employee is determined.

5. The real-time assessment method for workplace psychological risks according to claim 3, characterized in that: Determining the personal psychological state benchmark correction value of the target employee according to the employee work experience of the target employee includes: Determining work experience change data of the target employee according to the employee work experience of the target employee; Obtaining employee standard career development information, and determining employee standard experience change data based on the employee standard career development information; Determining the employee job change rate of the target employee according to the work experience change data of the target employee and the employee standard experience change data; Based on the employee job turnover rate of the target employee, a personal psychological state baseline correction value of the target employee is determined.

6. The real-time assessment method for workplace psychological risks according to claim 3, characterized in that: The determining the personal psychological state reference value of the target employee based on the personal psychological state preliminary reference value and the personal psychological state reference correction value of the target employee comprises: The product of the preliminary personal psychological state benchmark value and the personal psychological state benchmark correction value of the target employee is calculated, and the product of the preliminary personal psychological state benchmark value and the personal psychological state benchmark correction value is determined as the personal psychological state benchmark value of the target employee.

7. The real-time assessment method for workplace psychological risks according to claim 1, characterized in that: The determining the abnormal amount of the psychological state of the target employee based on the predicted value of the psychological state of the target employee and the personal psychological state reference value includes: Calculating the difference between the predicted psychological state value of the target employee and the personal psychological state benchmark value to obtain the personal psychological state benchmark difference of the target employee; The psychological state benchmark difference of the target employee is divided by the personal psychological state benchmark value to obtain the psychological state benchmark difference ratio of the target employee, and the psychological state benchmark difference ratio is determined as the psychological state abnormality of the target employee.

8. The real-time assessment method for workplace psychological risks according to claim 1, characterized in that: The step of obtaining the personal risk information assessment result of the target employee according to the abnormal psychological state of the target employee includes: Obtain the abnormal psychological state of all employees and calculate the average abnormal psychological state of all employees; According to the abnormal psychological state of the target employee and the average abnormal psychological state of all employees, the personal risk information assessment result of the target employee is obtained.

9. The real-time assessment method for workplace psychological risks according to claim 8, characterized in that: The step of obtaining the personal risk information assessment result of the target employee according to the abnormal psychological state of the target employee and the average abnormal psychological state of all employees includes: Determine the difference of the abnormal psychological state of the target employee according to the abnormal psychological state of the target employee and the average of the abnormal psychological state of all employees; wherein the difference of the abnormal psychological state is used to reflect the degree of deviation between the abnormal psychological state of the target employee and the average of the abnormal psychological state of all employees; Based on the difference of the abnormal amount of the psychological state of the target employee, obtaining the personal psychological risk information score of the target employee; Matching is performed based on the personal psychological risk information score of the target employee to obtain a personal risk information assessment result of the target employee.

10. A real-time assessment system for workplace psychological risks, characterized in that: include: An acquisition unit, used to acquire personal risk information of a target employee; wherein the personal risk information includes behavioral performance information and psychological questionnaire information; A prediction unit, configured to evaluate the psychological state of the target employee based on the psychological questionnaire information of the target employee, and obtain a predicted value of the psychological state of the target employee; A benchmark unit, used to determine a personal psychological state benchmark value of the target employee based on the behavioral performance information of the target employee; wherein the personal psychological state benchmark value is used to reflect the psychological endurance of the target employee; a difference unit, configured to determine the abnormal amount of the psychological state of the target employee based on the predicted value of the psychological state of the target employee and the reference value of the individual psychological state; An evaluation unit is used to obtain an evaluation result of the personal psychological risk information of the target employee according to the abnormal amount of the psychological state of the target employee.

Images