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经济全球化加剧了企业间的竞争，企业纷纷进行产业升级、技术变革以增强自身竞争力。伴随着人工智能时代的到来，企业急需通过研发新技术、拓展新渠道、深入挖掘客户需求等一系列举措来抢占市场份额。从业人员需不断加强技术学习、全面提升个人素质来应对行业内的激烈竞争。这样就无形中加剧了从业者的工作压力，从而出现员工心理问题、工作积极性不高、效率低下、员工离职等现像，这一现像已成为社会和组织关注的热点。

W公司是一家全球领先的通讯公司，于1995年开始布局海外市场，随着海外业务量的不断增加，外派的驻外员工人数也在每年递增。公司对于驻外员工的考核往往只注重业绩指标的完成情况，却往往忽视了在驻外工作时因不同环境、不同文化背景、长期远离亲朋等情景下所形成的工作压力。加之外部技术的不断革新，使驻外员工产生了负面情绪，致使工作效率下降、员工满意意降低等现象的出现。因此，重视驻外员工工作压力对企业产生的持续性影响，积极进行压力管理就显得尤为重要。

本研究首先检索整理了大量相关文献，为后续研究提供了理论基础。其次，以 W公司驻外员工为研究对象，通过问卷法和访谈法发现该公司驻外员工普遍感知到较大的压力，且当前的压力管理收效甚微。压力管理中的问题主要有以下几个方面：管理者对压力管理的认知不足、没有系统化管理举措、压力管理效果不佳。再次，根据对驻外员工的工作压力源访谈，发现该公司驻外员工工作压力源与Robbins压力管理理论较为契合。通过设计工作压力源问卷并进行调研，基于Robbins压力管理理论，发现W公司驻外员工的工作压力源主要来源于环境、组织、个人三个层面。环境因素的工作压力源为：技术革新与变革、工作环境受限、人际交往中的文化冲突；组织因素的工作压力源为：工作本身负荷大、职业发展空间受限、跨部门之间缺乏有效沟通及缺少员工关爱机制；个人因素的工作压力源为：工作家庭冲突与驻外员工个人性格造成的压力。最后，结合W公司驻外员工工作压力源分析，对驻外员工工作压力管理工作提出适切性的对策，分别从环境、组织和个人三个方面进行压力管理对策优化。环境层面的压力管理对策为外部环境应对与内部环境提升。组织层面的压力管理对策包括以下五个方面：优化工作制度、拓宽驻外员工职业发展能道、建全沟通机制、优化人力资源体系及开展组织关爱。个人层面的压力管理对策有：提升个人综合素质、减少工作家庭冲突带来的压力感、加强自我认知及掌握有效调节压力的方法。同时结合压力管理对策提出从制度、组织、人员及资金四个方面的保障措施，以保证压力管理对策的有效实施。期望本研究对W公司驻外员工工作压力管理有一定的启示作用。

Economic globalization has intensified the competition among enterprises,and enterprises have carried out industrial upgrading and technological reform to enhance their competitiveness.With the arrival of the era of artificial intelligence,enterprises are in urgent need of a series of measures to seize market share,such as developing new technologies, expanding new channels,and deeply exploring customer needs. Employees need to constantly strengthen technical learning and comprehensively improve personal quality to cope with the fierce competition in the industry.This has virtually intensified the working pressure of employees,resulting in psychological problems,low work enthusiasm,low efficiency,and employee turnover,which has become a hot topic of concern in society and organizations.

Company W,a global leading communication company that began expanding into overseas markets in 1995,has seen an increase in the number of employees sent abroad due to the growth of its international business.However,while the company often focuses on performance indicators when assessing overseas employees,it tends to overlook the work pressure caused by different environments and cultural backgrounds as well as long-term separation from family and friends during their time abroad.Furthermore,with external technology constantly evolving, negative emotions among overseas employees can lead to reduced work efficiency and employee satisfaction.Therefore,it is crucial for companies to pay attention to the lasting impact of work pressure on their overseas staff and actively implement stress management strategies.

Firstly, this study retrieved and sorted out a large number of relevant literature, providing a theoretical basis for the follow-up study.Secondly, taking the overseas employees of W Company as the research object, through questionnaire and interview method,it was found that the overseas employees of the company generally perceived greater pressure, and the current pressure management had little effect.The main problems in the pressure management are as follows:managers have insufficient cognition of pressure management,there is no systematic management measures,and the effect of pressure management is poor.Thirdly, according to the interview of the working pressure source of the overseas employees,it was found that the working pressure source of the overseas employees of the company was more consistent with Robbins's pressure management theory.Through the design of the questionnaire and investigation of the working pressure source,based on Robbins's pressure management theory,it was found that the working pressure source of the overseas employees of W Company mainly comes from three levels: environment,organization and individual.The working pressure source of environmental factors is:technological innovation and change,limited working environment,and cultural conflict in interpersonal communication; the working pressure source of organizational factors is: the work itself is heavy, the career development space is limited, the lack of effective communication between departments and the lack of employee care mechanism;the working pressure source of individual factors is:the pressure caused by work-family conflict and the personal character of the overseas employees.Finally,based on the causes of the work stress of W Company's overseas employees,the paper makes countermeasures for the work stress management of overseas employees, and optimizes the stress management countermeasures from three aspects: environment,organization and individual.The countermeasures of stress management at the environmental level include coping with external environment and improving internal environment.The stress management measures at the organizational level include five aspects:optimizing the work system,broadening the career development ability of employees stationed abroad,building a complete communication mechanism, optimizing the human resource system and carrying out organizational care.Stress management measures at the personal level:improve the overall quality of individuals,reduce the sense of pressure caused by work-family conflicts,strengthen self-cognition and master the methods of stress regulation.In order to ensure the effective implementation of pressure management countermeasures,the paper puts forward four safeguard measures from the aspects of system,organization,personnel and funds.It is expected that this study will have some enlightenment on the work stress management of W Company's expatriate employees.