With the rapid development of economy and the rapid progress of science and technology, China's social urbanization process continues to improve, social material civilization continues to enrich, social development and progress has brought great improvement to people's living standards, and the convenience and comfort of life have been greatly improved. However, behind the opportunity is the challenge, which is born with these positive factors, Social progress has also brought a series of negative effects to people's lives. The rapid pace of social life and fierce competition among people make the occupational health problems of enterprise employees more and more serious. Excessive occupational health problems not only increase the psychological and physiological burden of enterprise employees, but also lead to different degrees of bad emotions in the work of enterprise employees, reduce the work efficiency of enterprises, endanger the health of employees, and even lead to vicious competition among employees, as well as serious consequences such as personal hatred of society and suicide, which affect the stability and unity of enterprises and even the harmony and stability of the whole society.
1、 Overview of corporate culture concept and professional psychological quality
Professional psychological quality is a kind of professional quality, which specifically refers to the quality of practitioners' cognition, perception, memory, imagination, emotion, will, attitude, personality characteristics and so on. To a certain extent, the level of professional psychological quality determines the level of professional quality? {low is the key factor affecting the quality of work and the healthy development of occupation. Professional psychological quality has become a core quality that is increasingly valued. The concept of corporate culture is the core content of corporate culture, which can usually be divided into two parts: one is the core concept, mainly including mission, vision, core values, enterprise spirit, such as innovation awareness, team spirit, integrity awareness, gratitude awareness, etc.; the other is the management concept , which can be divided into marketing concept, R & D concept, safety concept, quality concept, etc. The concept of corporate culture expresses the basic position and ideal of the enterprise, and can have a certain guiding significance for the specific behavior of individuals. At present, enterprises pay more and more attention to the fit between individuals and corporate culture, which is one of the important contents of evaluating talents. More and more enterprises regard the professional psychological quality training of employees as an important part of human resource development and management.
2、 Theoretical analysis of using management psychology to solve the problem of professional psychological quality
Management psychology is a psychological science aimed at the management of employees' mental health. It refers to the psychological research based on the study of people's psychological activities and behavior laws in human resource management activities, and then apply the corresponding research results to the practice of enterprise human resource management.
The concept of "management psychology" officially began in the mid-1950s, and was first proposed in the monograph "management psychology" by Leavitt, a famous psychologist and professor of Stanford University in the United States. At the beginning, management psychology was applied to enterprise human resource management, and the focus was to improve employees' work efficiency by studying and influencing employees' psychology. In recent years, with the gradual increase of occupational psychological quality problems, the harm of occupational health has become increasingly apparent. Occupational health problems have become an important topic in modern enterprise management, and management psychology has begun to focus on relieving workers' pressure. Using management psychology to solve occupational health problems, on the one hand, through long-term positive psychological counseling, help employees face occupational health problems correctly, and take the right way to actively digest and solve occupational health problems; On the other hand, through the scientific analysis and management system, we should pay attention to the changes of the occupational psychological quality of enterprise employees, and take corresponding pressure relief and decompression measures according to the occupational psychological quality of corresponding employees, so as to carry out professional psychological counseling to varying degrees, and further purposefully help employees solve occupational health problems.
3、 Analysis on the causes of occupational psychological quality problems of enterprise workers
From the macro level of the whole society and the micro point of view of individual workers, a comprehensive investigation of the causes of the occupational psychological quality problems of Chinese enterprise workers mainly includes the following three aspects.
First, the impact of macro social environment. First, with the continuous deepening of the national reform and opening-up process and the continuous improvement of the world economic development level, many worldwide macro factors also have an impact on China in the transition period, such as the global economic crisis, inflation, the rise of unemployment rate, etc., all people, including enterprise employees, have brought certain occupational health problems; Second, under the social background of comprehensively striving for benefits and pursuing benefits, many social departments of marketing nature, including enterprises, strongly call for faster and more economic benefits. Under the influence of this idea, people will become impetuous, eager for quick success and instant benefits, and have a sense of crisis at all times in their work and life.
Secondly, the influence of enterprise organization form. First, the enterprise's own characteristics determine its high competitive pressure. The enterprise transfers the pressure to the employees, including certain requirements for the total amount of work, work quality, work speed and working hours of the employees, which brings a sense of overload to the work of the employees; Second, the enterprise itself, as an organizational form of the enterprise, has the characteristics of chasing interests, so the enterprise will inevitably select the best for the working ability of employees, which increases the competitive pressure among employees within the enterprise and further increases the occupational health problems of employees.
Finally, employees' personal factors. First, with the improvement of the quality of life in contemporary society, people generally lack the experience and consciousness of hardship in the superior material environment. When they encounter great difficulties in work tasks, they will have resistance and fear due to the lack of consciousness of hardship, thus increasing the problem of employees' personal professional psychological quality; Second, in this highly information-based society, the convenient work and life style reduces the interpersonal communication between people. When people encounter occupational health problems and inner pain, they can't be confided and eliminated in time, and then form a disgusting cycle in negative emotions.
4、 Training strategy of professional psychological quality of enterprise staff
（1） Introduce scientific occupational health management concepts into enterprises
The premise to solve the problem is to understand the problem. In order to solve the occupational health management problem of enterprise employees and effectively solve the occupational health problem of enterprise employees, it is necessary to introduce the scientific occupational health management concept into the enterprise culture and management. Add occupational health management to the corporate culture. Enterprise culture is the core content of enterprise spirit. Therefore, occupational health management should be added to the enterprise culture to help all employees establish awareness of occupational health management, let them understand and recognize the concept of occupational health management, so that employees can seek help in time when they feel that there are occupational health problems, so as to scientifically guide and solve occupational health problems in time. Secondly, the concept of occupational health management should be added to the enterprise management. The management of the enterprise undertakes the important task of occupational health management. Therefore, scientific and professional occupational health management concepts should be added to the management in order to strengthen the management's understanding of the importance and necessity of occupational health management.
（2） Increase the proportion of professional management manpower in Enterprises
Carry out professional training for existing manpower. Through sending out learning, centralized training and other methods, we can carry out professional occupational stress management training for the existing managers of the enterprise, improve the specialization of the existing manpower, and upgrade the existing management manpower to professional occupational stress management manpower, so as to improve the level of occupational stress management of the enterprise. External recruitment of professional occupational stress management manpower. By issuing clear recruitment announcements and cooperating with relevant professional colleges, we will recruit high-quality professional occupational health management personnel from the society. Through the introduction of talents, we will bring more advanced management science and management methods to the enterprise and serve the enterprise. Through internal training and external recruitment, we can improve the content of occupational health management manpower from two aspects, so as to effectively improve the management ability of occupational health management.
（3） Establish systematic occupational health management in the enterprise? C system
In order to fully realize the systematization and maturity of occupational health management in enterprises, we should establish a systematic occupational health management mechanism in enterprises, abandon the original and backward enterprise organization mode, and replace the more professional and scientific overall organizational system and rules and regulations, so as to fundamentally change the operation and management level of enterprises. Thirdly, arrange psychological courses for employees regularly. Arrange psychological courses for employees regularly, provide psychological massage and stress relief for employees, and solve occupational health problems for employees in the most direct way. Finally, pay attention to the investigation of employees' psychological status. The occupational health management department will regularly investigate the psychological situation of all employees through questionnaires, behavior observation and other scientific methods, and provide timely targeted psychological counseling to employees with abnormal performance and excessive occupational health problems, so as to help employees smoothly get out of the shadow of pressure, so as to meet the different needs of different employees for occupational health management. Not only that, enterprises should also adopt different ways to solve occupational health problems according to the different psychological maturity, life pressure and psychological quality characteristics of different employees, so as to make the work more targeted.
5、 Conclusion
To sum up, this paper focuses on the analysis of the current psychological quality problems of employees in enterprises, and discusses the occupational health problems of enterprise employees in China. By analyzing the existence and characteristics of occupational health problems of enterprise employees in China, the author puts forward a series of countermeasures to improve the psychological quality of employees, and expects that the research results of this paper can make a modest contribution to the progress of academic research and social practice.