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Aust B, Leduc C, Cresswell-Smith J, O'Brien C, Rugulies R, Leduc M, Dhalaigh DN, Dushaj A, Fanaj N, Guinart D, Maxwell M, Reich H, Ross V, Sadath A, Schnitzspahn K, Tóth MD, van Audenhove C, van Weeghel J, Wahlbeck K, Arensman E, Greiner BA. The effects of different types of organisational workplace mental health interventions on mental health and wellbeing in healthcare workers: a systematic review. Int Arch Occup Environ Health 2024; 97:485-522. [PMID: 38695906 PMCID: PMC11130054 DOI: 10.1007/s00420-024-02065-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/20/2023] [Accepted: 04/02/2024] [Indexed: 05/28/2024]
Abstract
OBJECTIVE To determine if and which types of organisational interventions conducted in small and medium size enterprises (SMEs) in healthcare are effective on mental health and wellbeing. METHODS Following PRISMA guidelines, we searched six scientific databases, assessed the methodological quality of eligible studies using QATQS and grouped them into six organisational intervention types for narrative synthesis. Only controlled studies with at least one follow-up were eligible. RESULTS We identified 22 studies (23 articles) mainly conducted in hospitals with 16 studies rated of strong or moderate methodological quality. More than two thirds (68%) of the studies reported improvements in at least one primary outcome (mental wellbeing, burnout, stress, symptoms of depression or anxiety), most consistently in burnout with eleven out of thirteen studies. We found a strong level of evidence for the intervention type "Job and task modifications" and a moderate level of evidence for the types "Flexible work and scheduling" and "Changes in the physical work environment". For all other types, the level of evidence was insufficient. We found no studies conducted with an independent SME, however five studies with SMEs attached to a larger organisational structure. The effectiveness of workplace mental health interventions in these SMEs was mixed. CONCLUSION Organisational interventions in healthcare workers can be effective in improving mental health, especially in reducing burnout. Intervention types where the change in the work environment constitutes the intervention had the highest level of evidence. More research is needed for SMEs and for healthcare workers other than hospital-based physicians and nurses.
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Affiliation(s)
- Birgit Aust
- National Research Centre for the Working Environment, Copenhagen, Denmark.
| | - Caleb Leduc
- School of Public Health, University College Cork, Cork, Ireland
| | | | - Clíodhna O'Brien
- National Suicide Research Foundation, University College Cork, Cork, Ireland
| | - Reiner Rugulies
- National Research Centre for the Working Environment, Copenhagen, Denmark
- Section of Epidemiology, Department of Public Health, University of Copenhagen, Copenhagen, Denmark
| | - Mallorie Leduc
- National Suicide Research Foundation, University College Cork, Cork, Ireland
| | | | - Arilda Dushaj
- Community Centre for Health and Wellbeing, Tirana, Albania
| | - Naim Fanaj
- Per Mendje Te Shendoshe (PMSH), Prizren, Kosovo
- Alma Mater Europaea Campus Rezonanca, Pristina, Kosovo
| | - Daniel Guinart
- CIBERSAM, Hospital del Mar Research Institute, Barcelona, Spain
- Institut de Salut Mental, Hospital del Mar, Barcelona, Spain
- The Donald and Barbara Zucker School of Medicine at Hofstra/Northwell, Hempstead, USA
| | - Margaret Maxwell
- Nursing, Midwifery and Allied Health Professionals Research Unit, University of Stirling, Stirling, Scotland
| | - Hanna Reich
- German Foundation for Depression and Suicide Prevention, Leipzig, Germany
- Depression Research Centre of the German Depression Foundation, Department of Psychiatry, Psychosomatic Medicine and Psychotherapy, University Hospital, Goethe University, Frankfurt, Germany
| | - Victoria Ross
- Australian Institute for Suicide Research and Prevention, WHO Collaborating Centre for Research and Training in Suicide Prevention, School of Applied Psychology, Griffith University, Brisbane, Australia
| | - Anvar Sadath
- National Suicide Research Foundation, University College Cork, Cork, Ireland
| | | | - Mónika Ditta Tóth
- Institute of Behavioural Sciences, Semmelweis University, Budapest, Hungary
| | - Chantal van Audenhove
- KU Leuven, Louvain, Belgium
- Center for Care Research and Consultancy, LUCAS, Louvain, Belgium
| | - Jaap van Weeghel
- Tranzo Scientific Center for Care and Wellbeing, Tilburg University, Tilburg, The Netherlands
| | | | - Ella Arensman
- School of Public Health, University College Cork, Cork, Ireland
- National Suicide Research Foundation, University College Cork, Cork, Ireland
- Australian Institute for Suicide Research and Prevention, WHO Collaborating Centre for Research and Training in Suicide Prevention, School of Applied Psychology, Griffith University, Brisbane, Australia
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Paterson C, Leduc C, Maxwell M, Aust B, Strachan H, O'Connor A, Tsantila F, Cresswell-Smith J, Purebl G, Winter L, Fanaj N, Doukani A, Hogg B, Corcoran P, D'Alessandro L, Mathieu S, Hegerl U, Arensman E, Greiner BA. Barriers and facilitators to implementing workplace interventions to promote mental health: qualitative evidence synthesis. Syst Rev 2024; 13:152. [PMID: 38849924 PMCID: PMC11157821 DOI: 10.1186/s13643-024-02569-2] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/08/2023] [Accepted: 05/17/2024] [Indexed: 06/09/2024] Open
Abstract
BACKGROUND Despite growing interest in workplace mental health interventions, evidence of their effectiveness is mixed. Implementation science offers a valuable lens to investigate the factors influencing successful implementation. However, evidence synthesis is lacking, especially for small-to-medium-sized enterprises (SMEs) and for specific work sectors. The objectives of this review are to establish the scope of research with explicit analysis of implementation aspects of workplace mental health interventions and to identify barriers and facilitators to implementation in general and within SMEs and selected sectors. METHODS A systematic scoping review and meta-synthesis of mixed methods process evaluation research from 11 databases, with the evaluation of methodological quality (MMAT) and confidence in findings (CERQual), was conducted. We selected information-rich studies and synthesised them using domains within the Nielsen and Randall implementation framework: context, intervention activities, implementation; and mental models. RESULTS We included 43 studies published between 2009 and 2022, of which 22 were rated as information-rich to be analysed for barriers and facilitators. Most studies were conducted in healthcare. Facilitators reflecting 'high confidence' included: relevant and tailored content, continuous and pro-active leadership buy-in and support, internal or external change agents/champions, assistance from managers and peers, resources, and senior-level experience and awareness of mental health issues. Healthcare sector-specific facilitators included: easy accessibility with time provided, fostering relationships, clear communication, and perceptions of the intervention. Stigma and confidentiality issues were reported as barriers overall. Due to the small number of studies within SMEs reported findings did not reach 'high confidence'. A lack of studies in construction and Information and Communication Technology meant separate analyses were not possible. CONCLUSIONS There is dependable evidence of key factors for the implementation of workplace mental health interventions which should be used to improve implementation. However, there is a lack of studies in SMEs and in a larger variety of sectors. SYSTEMATIC REVIEW REGISTRATION Research Registry ( reviewregistry897 ).
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Affiliation(s)
- Charlotte Paterson
- Nursing, Midwifery and Allied Health Professional Research Unit, University of Stirling, Pathfoot Building, Stirling, FK9 4LA, Scotland, UK
| | - Caleb Leduc
- School of Public Health, University College Cork, Western Gateway Building, Cork, Ireland
- National Suicide Research Foundation, Western Gateway Building, Cork, Ireland
| | - Margaret Maxwell
- Nursing, Midwifery and Allied Health Professional Research Unit, University of Stirling, Pathfoot Building, Stirling, FK9 4LA, Scotland, UK.
| | - Birgit Aust
- National Research Centre for the Working Environment, Lersø Parkallé 105, Copenhagen, 2100, Denmark
| | - Heather Strachan
- Nursing, Midwifery and Allied Health Professional Research Unit, University of Stirling, Pathfoot Building, Stirling, FK9 4LA, Scotland, UK
| | | | - Fotini Tsantila
- LUCAS, Centre for Care Research and Consultancy, KU Leuven, Louvain, 3000, Belgium
| | - Johanna Cresswell-Smith
- Finnish Institute for Health and Welfare (THL) Equality Unit-Mental Health Team, Helsinki, Finland
| | - Gyorgy Purebl
- Institute of Behavioural Sciences, Semmelweis University, Budapest, Hungary
| | - Lars Winter
- Phrenos Center of Expertise for Severe Mental Illnesses, Utrecht, the Netherlands
| | - Naim Fanaj
- Mental Health Center Prizren, Prizren, Kosovo
- Almae Mater Europaea Campus College Rezonanca, Prishtina, Kosovo
| | - Asmae Doukani
- Centre for Global Mental Health, Department of Population Health, London School of Hygiene & Tropical Medicine, Keppel Street, London, WC1E 7HT, UK
| | - Bridget Hogg
- Centre Fòrum Research Unit, Institute of Mental Health, Hospital del Mar Barcelona, Barcelona, SpainHospital del Mar Research Institute, Barcelona, Spain
- Centro de Investigación Biomédica en Red de Salud Mental (CIBERSAM), Instituto Carlos III, Madrid, Spain
| | - Paul Corcoran
- School of Public Health, University College Cork, Western Gateway Building, Cork, Ireland
- National Suicide Research Foundation, Western Gateway Building, Cork, Ireland
| | - Luigia D'Alessandro
- International Association for Suicide Prevention (IASP), 5221 Wisconsin Avenue NW, Washington, DC, 20015, USA
| | - Sharna Mathieu
- Australian Institute for Suicide Research and Prevention, World Health Organization Collaborating Centre for Research and Training in Suicide Prevention, Brisbane, Australia
- School of Applied Psychology, Griffith University, Mt. Gravatt Campus, Brisbane, QLD, 4122, Australia
| | - Ulrich Hegerl
- European Alliance Against Depression E.V., Leipzig, 04109, Germany
- Department of Psychiatry, Psychosomatic Medicine and Psychotherapy, University Hospital, Goethe University, Frankfurt Am Main, 60528, Germany
| | - Ella Arensman
- School of Public Health, University College Cork, Western Gateway Building, Cork, Ireland
- National Suicide Research Foundation, Western Gateway Building, Cork, Ireland
- Australian Institute for Suicide Research and Prevention, School of Applied Psychology, Griffith University, Brisbane, Australia
| | - Birgit A Greiner
- School of Public Health, University College Cork, Western Gateway Building, Cork, Ireland
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Lundmark R, Agrell A, Abildgaard JS, Wahlström J, Tafvelin S. A joint training of healthcare line managers and health and safety representatives in facilitating occupational health interventions: a feasibility study protocol for the Co-pilot project. Front Psychol 2024; 15:1340279. [PMID: 38860038 PMCID: PMC11163036 DOI: 10.3389/fpsyg.2024.1340279] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/17/2023] [Accepted: 05/13/2024] [Indexed: 06/12/2024] Open
Abstract
Healthcare employees are experiencing poor wellbeing at an increasing rate. The healthcare workforce is exposed to challenging tasks and a high work pace, a situation that worsened during and after the COVID-19 pandemic. In turn, exposure to these high demands contributes to poor health, increased turnover, reduced job satisfaction, reduced efficacy, and reduced patient satisfaction and safety. Therefore, it is imperative that we identify measures to mitigate this crisis. One piece of this puzzle is how to implement sustainable tools and processes to improve the work environment of healthcare organizations. In this paper, we present the study protocol for the outlining and piloting of a joint training for pairs of healthcare line managers and their associated health and safety representatives in a Swedish healthcare organization. The objective of the training is to aid and advance the implementation of interventions to improve the work environment at the unit level. Following recommendations in the literature, the training is based on a stepwise approach that considers the specific context and focuses on the involvement of employees in creating interventions based on their needs. A central component of the training is the development of the pairs' collaboration in prioritizing, developing, implementing, and evaluating the interventions. The training is based on an on-the-job train-the-trainer approach in which participants are progressively trained during four workshops in the steps of a participatory intervention process. Between these workshops, the pairs follow the same progressive steps together with their employees to develop and implement interventions at their unit. The pilot will involve four pairs (i.e., eight participants) representing different parts and functions of the organization and will be conducted over a period of three months. We will use a mixed method design to evaluate preconditions, the process, and proximal transfer and implementation outcome factors of the training. The overall aim of the pilot is to appraise its feasibility and be able to adjust the training before a potential scale-up.
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Affiliation(s)
- Robert Lundmark
- Department of Psychology, Umeå University, Umeå, Sweden
- Department of Health, Education and Technology, Luleå University of Technology, Luleå, Sweden
| | - Alexander Agrell
- Department of Psychology, Umeå University, Umeå, Sweden
- Industrial Doctoral School for Research and Innovation, Umeå University, Umeå, Sweden
| | - Johan Simonsen Abildgaard
- Department of Organization, Copenhagen Business School, Copenhagen, Denmark
- The National Research Center for the Working Environment, Copenhagen, Denmark
| | - Jens Wahlström
- Section of Sustainable Health, Department of Public Health and Clinical Medicine, Umeå University, Umeå, Sweden
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Boets I, Luyten S, Vandenbroeck S, Godderis L. Success rate and predictors of return to work after implementation of a formal return-to-work trajectory: A retrospective cohort study. Work 2024:WOR230412. [PMID: 38759085 DOI: 10.3233/wor-230412] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 05/19/2024] Open
Abstract
BACKGROUND Long term sick leave (SL) is increasing in Europe, several countries have legislative initiatives to reduce long-term absenteeism. OBJECTIVE We evaluated the impact of a legally defined return-to-work (RTW) trajectory on the RTW of employees on sick leave in Belgium. METHODS This was a retrospective register-based cohort study of employees (n = 1416) who followed an RTW trajectory in 2017. We linked workers' data from a prevention service with social security data. By multinomial logistic regression, we analysed which characteristics predicted the RTW with the same or another employer. RESULTS One year after their RTW trajectory, 69.2% of the 1416 employees did not RTW; 10.7% returned to work with the same employer and 20.1% with a new employer. Duration of SL was an important predictor for the RTW with both the same employer and another employer. The odds of RTW were lower when the SL duration was > 6 months compared to < 6 months. Marital status, organization-size, and the occupational physician decision had a significant impact on the RTW with the same employer. Age and who initiated the RTW-trajectory were important predictors on the RTW with another employer. CONCLUSIONS Overall, 30.8% of employees returned to work after their RTW trajectory. A one-size-fits-all approach is not recommended. A stepped approach with an early, informal start of the RTW process is advised. When employees or employers fail to initiate the RTW on their own, a legally defined RTW trajectory could be useful. In particular, RTW with another employer seemed a positive effect of the RTW-trajectory.
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Affiliation(s)
- Isabelle Boets
- Centre for Environment and Health, KU Leuven, University of Leuven, Leuven, Belgium
- Group IDEWE, External Service for Prevention and Protection at Work, Heverlee, Belgium
| | - Steven Luyten
- Student at Department of Public Health and Primary Care, KU Leuven, University of Leuven, Leuven, Belgium
| | - Sofie Vandenbroeck
- Centre for Environment and Health, KU Leuven, University of Leuven, Leuven, Belgium
- Group IDEWE, External Service for Prevention and Protection at Work, Heverlee, Belgium
| | - Lode Godderis
- Centre for Environment and Health, KU Leuven, University of Leuven, Leuven, Belgium
- Group IDEWE, External Service for Prevention and Protection at Work, Heverlee, Belgium
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Girardi D, Dal Corso L, Arcucci E, Yıldırım M, Pividori I, Prandi A, Falco A. Hair dehydroepiandrosterone sulfate as biomarker of employees' well-being? A longitudinal investigation of support, resilience, and work engagement during COVID-19 pandemic. Front Psychol 2024; 15:1337839. [PMID: 38572210 PMCID: PMC10987734 DOI: 10.3389/fpsyg.2024.1337839] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/13/2023] [Accepted: 03/06/2024] [Indexed: 04/05/2024] Open
Abstract
Introduction Building on the motivational process of the job demands-resources (JD-R) theory, in the current research we investigated the longitudinal association between supervisor support/resilience as job/personal resources, work engagement (WE) and hair dehydroepiandrosterone sulfate, or DHEA(S), as a possible biomarker of employees' well-being. Methods In the context of the COVID-19 pandemic, 122 workers completed two self-report questionnaires (i.e., psychological data): the former at Time 1 (T1) and the latter three months afterwards, at Time 2 (T2). Participants also collected a strand of hair (i.e., biological data) at T2. Results Results from path analysis showed that both SS and resilience at T1 were positively related to WE at T2, which, in its turn, was positively related to hair DHEA(S) at T2. Both SS and resilience at T1 had a positive indirect effect on hair DHEA(S) at T2 through WE at T2, which fully mediated the association between job/personal resources and hair DHEA(S). Discussion Overall, results are consistent with the motivational process of the JD-R. Furthermore, this study provides preliminary evidence for the role of hair DHEA(S) as a biomarker of WE, a type of work-related subjective well-being that plays a central role in the motivational process of the JD-R, leading to favorable personal and organizational outcomes. Finally, the article outlines practical implications for organizations and professionals to foster WE within the workplace.
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Affiliation(s)
- Damiano Girardi
- FISPPA Section of Applied Psychology, University of Padua, Padua, Italy
| | - Laura Dal Corso
- FISPPA Section of Applied Psychology, University of Padua, Padua, Italy
| | - Elvira Arcucci
- FISPPA Section of Applied Psychology, University of Padua, Padua, Italy
| | - Murat Yıldırım
- Department of Psychology, Agri Ibrahim Cecen University, Ağrı, Türkiye
- Department of Psychology, Nottingham Trent University, Nottingham, United Kingdom
- Department of Social and Educational Sciences, Lebanese American University, Beirut, Lebanon
| | - Isabella Pividori
- Department of Agricultural, Environmental and Animal Sciences, University of Udine, Udine, Italy
| | - Alberto Prandi
- Department of Agricultural, Environmental and Animal Sciences, University of Udine, Udine, Italy
| | - Alessandra Falco
- FISPPA Section of Applied Psychology, University of Padua, Padua, Italy
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Lewis I, Houdmont J. "I'm pulling through because of you": injured workers' perspective of workplace factors supporting return to work under the Saskatchewan Workers' Compensation Board scheme. FRONTIERS IN REHABILITATION SCIENCES 2024; 5:1373888. [PMID: 38560027 PMCID: PMC10978658 DOI: 10.3389/fresc.2024.1373888] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 01/20/2024] [Accepted: 02/29/2024] [Indexed: 04/04/2024]
Abstract
Background Research demonstrates sustained return to work (RTW) by individuals on medical leave is influenced by personal and job resources and job demands. Relatively few studies have been conducted in the workers' compensation context that is known to have longer absence durations for RTW. Aims This study sought to illuminate workers' experience as they returned to work following a work injury that was either psychological in nature or involved more than 50 days of disability, with a focus on the co-worker, supervisor, and employer actions that supported their return. Methods Workers in Saskatchewan, Canada, with a work-related psychological or musculoskeletal injury, subsequent disability, and who returned to work in the last three years, were invited to complete an online survey comprising of free-text questions. Thematic analysis was used to explore participants' experiences. Results Responses from 93 individuals were analysed. These revealed that persistent pain, emotional distress, and loss of normal abilities were present during and beyond returning to work. Almost two-thirds indicated that the supervisors' and co-workers' support was critical to a sustained return to work: their needs were recognized and they received autonomy and support to manage work demands. By contrast, one-third indicated that the support they expected and needed from supervisors and employers was lacking. Conclusions Workers returning to work lacked personal resources but co-workers' and supervisors' support helped improve confidence in their ability to RTW. Supervisors and employers should acknowledge workers' experiences and offer support and autonomy. Likewise, workers can expect challenges when returning to work and may benefit from cultivating supportive relationships with co-workers and supervisors.
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Affiliation(s)
- Ian Lewis
- Lewis Health Management Consulting Inc., Regina, SK, Canada
| | - Jonathan Houdmont
- School of Medicine, University of Nottingham, Nottingham, United Kingdom
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Roberge C, Meunier S. Development and Initial Validation of a Questionnaire Measuring Self-management Strategies that Promote Psychological Health at Work. JOURNAL OF OCCUPATIONAL REHABILITATION 2024; 34:238-250. [PMID: 37584756 DOI: 10.1007/s10926-023-10131-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 07/12/2023] [Indexed: 08/17/2023]
Abstract
BACKGROUND Self-management strategies have been identified as a promising avenue to promote mental health and functioning at work. However, the absence of a validated questionnaire to assess the use of strategies that can be adopted in the workplace has limited empirical research on this topic. This study seeks to develop and validate a questionnaire measuring mental health self-management strategies used by workers to promote their mental health and functioning at work: the Workplace Mental Health Self-Management Questionnaire (WMHSQ). METHODS An initial list of 72 self-management strategies was generated from the content of 25 interviews conducted with workers experiencing depressive or anxiety symptoms. Content experts on mental health at work identified the 47 most relevant items. To validate the WMHSQ, 365 workers completed the WMHSQ and criterion-related measures (depressive and anxiety symptoms, work functioning, self-management and coping). Two weeks later, 235 participants completed the WMHSQ once again. RESULTS Principal component analysis revealed a four-factor solution composed of 21 self-management strategies: Managing Thoughts and Emotions, Managing Recovery, Managing Relationships and Managing Tasks. The WMHSQ shows adequate internal consistency and test-retest reliability. Correlational analyses support convergent and concurrent validity. LIMITATIONS Since this is an initial psychometric validation of the WMHSQ, only an exploratory factor analysis was performed. It will therefore be important to validate the structure of this new psychometric tool through confirmatory factor analysis in a subsequent study. CONCLUSIONS The strategies identified in the WMHSQ can form the basis for developing practical tools and interventions to promote mental health self-management at work.
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Affiliation(s)
- Camille Roberge
- Department of Psychology, Université du Québec à Montréal, 100 Sherbrooke West, Montreal, H2X 3P2, Canada.
| | - Sophie Meunier
- Department of Psychology, Université du Québec à Montréal, 100 Sherbrooke West, Montreal, H2X 3P2, Canada
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Irvine A, Haggar T. Conceptualising the social in mental health and work capability: implications of medicalised framing in the UK welfare system. Soc Psychiatry Psychiatr Epidemiol 2024; 59:455-465. [PMID: 36912993 PMCID: PMC10944406 DOI: 10.1007/s00127-023-02449-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/12/2022] [Accepted: 02/27/2023] [Indexed: 03/14/2023]
Abstract
PURPOSE This paper asks whether the separation of mental health from its wider social context during the UK benefits assessment processes is a contributing factor to widely recognised systemic difficulties, including intrinsically damaging effects and relatively ineffective welfare-to-work outcomes. METHODS Drawing on multiple sources of evidence, we ask whether placing mental health-specifically a biomedical conceptualisation of mental illness or condition as a discrete agent-at the core of the benefits eligibility assessment process presents obstacles to (i) accurately understanding a claimant's lived experience of distress (ii) meaningfully establishing the specific ways it affects their capacity for work, and (iii) identifying the multifaceted range of barriers (and related support needs) that a person may have in relation to moving into employment. RESULTS We suggest that a more holistic assessment of work capacity, a different kind of conversation that considers not only the (fluctuating) effects of psychological distress but also the range of personal, social and economic circumstances that affect a person's capacity to gain and sustain employment, would offer a less distressing and ultimately more productive approach to understanding work capability. CONCLUSION Such a shift would reduce the need to focus on a state of medicalised incapacity and open up space in encounters for more a more empowering focus on capacity, capabilities, aspirations, and what types of work are (or might be) possible, given the right kinds of contextualised and personalised support.
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Affiliation(s)
- Annie Irvine
- ESRC Centre for Society and Mental Health, King's College London, London, UK.
| | - Tianne Haggar
- The Policy Institute, King's College London, London, UK
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Rutherford K, Hiseler L, O'Hagan F. Help! I Need Somebody: Help-Seeking Among Workers with Self-Reported Work-Related Mental Disorders. JOURNAL OF OCCUPATIONAL REHABILITATION 2024; 34:197-215. [PMID: 37639211 DOI: 10.1007/s10926-023-10123-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 06/06/2023] [Indexed: 08/29/2023]
Abstract
PURPOSE Worker mental health has emerged as one of the most significant challenges in contemporary workplaces. Knowing what intervention is effective is important to help workers adapt to mental health disorders but connecting workers to helpful resources is just as important and perhaps more of a challenge. With the multiple stakeholders involved, mental health disorders arising in the workplace pose specific challenges to help-seeking. The present study sought to explore the lived experience of workers and the personal and contextual influences on help-seeking among workers with work-related mental health disorders. METHODS A qualitative methodology was employed utilizing purposive sampling to conduct semi-structured interviews with individuals (n = 12) from various occupational backgrounds who had experienced a work-related (self-declared) mental health disorder. A Critical Theory approach was used to inform study design and analysis. Interpretative phenomenological analysis and thematic content analysis were combined to analyze the data. RESULTS Three main themes emerged including: (1) self-preservation through injury concealment and distancing themselves from workplace stressors to minimize/avoid internal and external stigma; (2) fatigue relating to complex help-seeking pathways, accumulation of stressors, eroding the worker's ability to make independent decisions regarding supports; and (3) (mis)trust contributed to resources accessed by participants. CONCLUSIONS Along with internalized stigma, findings point to the important role of social identity and trust and how these are influenced by relationships and organizational contexts. Findings indicate the need to educate workplace parties such as supervisors on mental health and pathways to help, simplifying pathways to service and removing barriers to help seeking including stigmatizing behaviours. Future quantitative research and intervention development directed at workplace mental health should integrate models and frameworks emphasizing relational and organizational dimensions in help-seeking.
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Affiliation(s)
- Kara Rutherford
- Department of Psychology, Trent University, Peterborough, ON, Canada
| | - Lara Hiseler
- Department of Psychology, Trent University, Peterborough, ON, Canada
| | - Fergal O'Hagan
- Department of Psychology, Trent University, Peterborough, ON, Canada.
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Holmlund L, Ljungberg HT, Bültmann U, Brämberg EB. Navigating work and life- a qualitative exploration of managers' and employees' views of return-to-work after sick leave due to common mental disorders. BMC Public Health 2024; 24:372. [PMID: 38317150 PMCID: PMC10840186 DOI: 10.1186/s12889-024-17765-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/28/2023] [Accepted: 01/13/2024] [Indexed: 02/07/2024] Open
Abstract
BACKGROUND Incorporating multiple perspectives and contexts in knowledge mobilisation for return-to-work after sick leave due to common mental disorders can promote interprofessional and organisational strategies for facilitating the return-to-work process. This study aimed to explore the facilitators of and barriers to return-to-work after common mental disorders. This exploration considered the perspectives of employees and managers and the realms of work and private life. METHODS A qualitative approach was used with data from 27 semi-structured telephone interviews. The strategic sample consisted of employees who returned to work after sick leave due to common mental disorders (n = 17) and managers responsible for their return-to-work process (n = 10). Thematic analysis conducted in a six-step process was used to generate themes in the interview data. RESULTS The analysis generated three main themes with subthemes, illustrating experiences of barriers to and facilitators of return-to-work positioned in the employees' private and work contexts: (1) Getting along: managing personal difficulties in everyday life; (2) Belonging: experiencing social connectedness and support in work and private life; and (3) Organisational support: fostering a supportive work environment. The results contribute to a comprehensive understanding of the return-to-work process, including the challenges individuals face at work and in private life. CONCLUSIONS The study suggests that return-to-work after sick leave due to CMDs is a dynamic and ongoing process embedded in social, organisational, and societal environments. The results highlight avenues for an interprofessional approach and organisational learning to support employees and managers, including space for the employee to recover during the workday. TRIAL REGISTRATION This study recruited employees from a two-armed cluster-randomised controlled trial evaluating a problem-solving intervention for reducing sick leave among employees sick-listed due to common mental disorders (reg. NCT3346395).
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Affiliation(s)
- Lisa Holmlund
- Institute of Environmental Medicine, Unit of Intervention and Implementation Research for Worker Health, Karolinska Institutet, SE-171 77, Stockholm, Box 210, Sweden.
- Department of Neurobiology, Care Sciences and Society, Division of Occupational Therapy, Karolinska Institutet, Fack 23 200, SE-141 83, Stockholm, Huddinge, Sweden.
| | - Helena Tinnerholm Ljungberg
- Institute of Environmental Medicine, Unit of Intervention and Implementation Research for Worker Health, Karolinska Institutet, SE-171 77, Stockholm, Box 210, Sweden
| | - Ute Bültmann
- Department of Health Sciences, Community and Occupational Medicine, University of Groningen, University Medical Center Groningen, Hanzeplein 1, 9700 RB, Groningen, The Netherlands
| | - Elisabeth Björk Brämberg
- Institute of Environmental Medicine, Unit of Intervention and Implementation Research for Worker Health, Karolinska Institutet, SE-171 77, Stockholm, Box 210, Sweden
- School of Public Health and Community Medicine, Institute of Medicine, University of Gothenburg, SE-405 30, Gothenburg, Box 100, Sweden
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Davis O, Dawson J, Degerdon L, Delgadillo J, Kadam U, Nielsen K, Sinclair A, Yarker J, Munir F. Protocol for a pilot cluster randomised controlled trial of a multicomponent sustainable return to work IGLOo intervention. Pilot Feasibility Stud 2024; 10:23. [PMID: 38308380 PMCID: PMC10837924 DOI: 10.1186/s40814-023-01439-3] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/17/2023] [Accepted: 12/21/2023] [Indexed: 02/04/2024] Open
Abstract
BACKGROUND Long-term sickness costs businesses in the United Kingdom (UK) approximately £7 billion per annum. Most long-term sickness absences are attributed to common mental health conditions, which are also highly prevalent in people with acute or musculoskeletal health conditions. This study will pilot the IGLOo (Individual, Group, Leaders, Organisation, overarching context) intervention which aims to support workers in returning to and remaining in work following long-term sickness absence. The potential impact of the intervention is a timely return to work (main trial primary outcome) and prevention of a further episode of long-term sick leave. The intervention will be piloted in a randomised controlled trial (RCT) to examine the feasibility of the intervention (pilot trial primary outcome) and to inform a fully powered definitive trial to evaluate sustainable return to work (RTW) in people with primary or secondary mental ill-health who go on long-term sick leave. METHODS AND DESIGN A two-arm feasibility randomised controlled trial (with a 30-month study period including 12-month follow-up) of the IGLOo intervention will be conducted in large organisations (≥ 600 workers) from the Yorkshire and Humberside regions, in the UK. Eight consenting organisations will be recruited and randomised to the intervention or control arms of the study (1:1 ratio), with a minimum recruitment target of 13 workers eligible to participate from each. Organisations assigned to the control group will continue with their usual practice. Feasibility data will include data collected on recruitment, retention and attrition of participants; completion of research outcome measures; and intervention compliance. Measurements of mental health, RTW, work outcomes, quality-of-life, workplace support and communication and other demographic data will be taken at baseline, 3, 6, 9 and 12 months in all participants. Qualitative interviews and survey data with all participants will explore the experiences of participants, acceptability of the intervention components and evaluation measures. Exploratory economic evaluation will be conducted to further inform a definitive trial. DISCUSSION The findings from this pilot study will help to inform the development of a definitive cluster RCT designed to examine the efficacy of this intervention on health and work-related outcomes in UK workers on long-term sick leave. TRIAL REGISTRATION ISRCTN11788559 (prospectively registered, date registered 6 October 2022).
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Affiliation(s)
- Oliver Davis
- Grounded Research Team, Rotherham Doncaster and South Humber NHS Trust, Doncaster, UK
| | - Jeremy Dawson
- Sheffield University Management School, University of Sheffield, Sheffield, UK
| | - Lizzie Degerdon
- Grounded Research Team, Rotherham Doncaster and South Humber NHS Trust, Doncaster, UK
| | - Jaime Delgadillo
- Grounded Research Team, Rotherham Doncaster and South Humber NHS Trust, Doncaster, UK
- Department of Psychology, University of Sheffield, Sheffield, UK
| | - Umesh Kadam
- Department of Health and Community Sciences, University of Exeter, Exeter, UK
| | - Karina Nielsen
- Institute of Work Psychology, University of Sheffield, Sheffield, UK
| | - Alice Sinclair
- School of Sport, Health and Exercise Science, Loughborough University, Loughborough, UK
| | | | - Fehmidah Munir
- School of Sport, Health and Exercise Science, Loughborough University, Loughborough, UK.
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12
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Gilbert MH, Dextras-Gauthier J, Boulet M, Auclair I, Dima J, Boucher F. Leading well and staying psychologically healthy: the role of resources and constraints for managers in the healthcare sector. J Health Organ Manag 2023; ahead-of-print. [PMID: 38001565 DOI: 10.1108/jhom-12-2021-0442] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2023]
Abstract
PURPOSE Maintaining a healthy and productive workforce is a challenge for most organizations. This is even truer for health organization, facing staff shortages and work overload. The aim of this study is to identify the resources and constraints that influence managers' mental health and better understand how they are affected by them. DESIGN/METHODOLOGY/APPROACH A qualitative approach was chosen to document the resources, the constraints as well as their consequences on managers in their day-to-day realities. The sample included executive-, intermediate- and first-level managers from a Canadian healthcare facility. A total of 62 semi-structured interviews were conducted. The coding process was based on the IGLOO model of Nielsen et al. (2018) to which an employee-related level was added (IGELOO). FINDINGS Results highlight the importance of considering both resources as well as constraints in examining managers' mental health. Overarching context, organizational constraints and the management of difficult employees played important roles in the stress experienced by managers. PRACTICAL IMPLICATIONS The results offer a better understanding of the importance of intervening at different levels to promote better organizational health. Results also highlight the importance of setting up organizational resources and act on the various constraints to reduce them. Different individual strategies used by managers to deal with the various constraints and maintain their mental health also emerge from those results. ORIGINALITY/VALUE In addition to addressing the reality of healthcare managers, this study supplements a theoretical model and suggests avenues for interventions promoting more sustainable organizational health.
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Affiliation(s)
| | | | - Maude Boulet
- École nationale d'administration publique, Montreal, Canada
| | | | - Justine Dima
- School of Management and Engineering Vaud, Yverdon-les-Bains, Switzerland
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Kyndi M, Willert MV, Vestergaard JM, Andersen JH, Christiansen DH, Dalgaard VL. Long-term follow-up study of work status among patients with work-related mental disorders referred to departments of occupational medicine in Denmark. BMJ Open 2023; 13:e072217. [PMID: 37935518 PMCID: PMC10632875 DOI: 10.1136/bmjopen-2023-072217] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/20/2023] [Accepted: 10/09/2023] [Indexed: 11/09/2023] Open
Abstract
OBJECTIVES To describe the 5 year work status in patients referred for suspected work-related common mental disorders. To develop a prognostic model. DESIGN Register-based nationwide longitudinal follow-up study. SETTING All departments of occupational medicine in Denmark. PARTICIPANTS 17 822 patients aged 18-67 years, seen for the first time at a Department of Occupational Medicine in Denmark from 2000 to 2013 and diagnosed with stress, depression, post-traumatic stress disorder, anxiety or other mental disorders. INTERVENTIONS All patients were seen for diagnostic assessment and causal evaluation of the work-relatedness of their disorders. Some departments offered patients with stress disorders psychological treatment, which, however, was not organised according to patient selection or type of treatment. PRIMARY AND SECONDARY OUTCOME MEASURES Register data were collected for 5 year periods before and after the patients' first assessment at a department. Weekly percentages of patients are presented according to work status. The outcome in the prognostic model was a high Work Participation Score (ie, working>75% of potential work weeks/year) at 5 year follow-up. RESULTS For all subgroups of patients, a high proportion were working (>75%) 1-5 years before assessment, and all experienced a large reduction in work status at time of assessment. At 1 year follow-up, almost 60% of patients with stress were working, whereas in the other patient subgroups, less than 40% were working. In the following years, practically no increase was observed in the percentage of patients working in any of the subgroups. Based on these 5 year follow-up data, we developed a work participation model with only moderate discrimination and calibration. CONCLUSIONS In Denmark, not all return to previous work status 5 years after a referral due to a suspected work-related common mental disorder. We developed a prognostic model with only moderate discrimination and calibration for long-term work participation after suggested work-related common mental disorders.
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Affiliation(s)
- Marianne Kyndi
- Department of Occupational Medicine, University Clinic, Gødstrup Regional Hospital, Herning, Denmark
- Department of Occupational and Environmental Medicine, Aalborg University Hospital, Aalborg, Denmark
- Department of Occupational Medicine, Aarhus University Hospital, Aarhus, Denmark
| | - Morten Vejs Willert
- Department of Occupational Medicine, Aarhus University Hospital, Aarhus, Denmark
| | - Jesper Medom Vestergaard
- Department of Occupational Medicine, University Clinic, Gødstrup Regional Hospital, Herning, Denmark
- Department of Occupational Medicine, Aarhus University Hospital, Aarhus, Denmark
| | - Johan Hviid Andersen
- Department of Occupational Medicine, University Clinic, Gødstrup Regional Hospital, Herning, Denmark
| | - David Høyrup Christiansen
- Centre for Research in Health and Nursing, Research, Regional Hospital Central Jutland, Viborg, Denmark
- Department of Clinical Medicine, Health, Aarhus University, Aarhus, Denmark
- Elective surgery centre, Silkeborg Regional Hospital, Silkeborg, Denmark
| | - Vita Ligaya Dalgaard
- Department of Occupational Medicine, University Clinic, Gødstrup Regional Hospital, Herning, Denmark
- Department of Psychology and Behavioural Sciences, Aarhus University, Aarhus, Denmark
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Brulin E, Lidwall U, Seing I, Nyberg A, Landstad B, Sjöström M, Bååthe F, Nilsen P. Healthcare in distress: A survey of mental health problems and the role of gender among nurses and physicians in Sweden. J Affect Disord 2023; 339:104-110. [PMID: 37433382 DOI: 10.1016/j.jad.2023.07.042] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/19/2023] [Revised: 06/16/2023] [Accepted: 07/08/2023] [Indexed: 07/13/2023]
Abstract
INTRODUCTION The present article aimed to investigate 1) if mental health problems (depression and burnout including the dimensions; emotional exhaustion, mental distance and cognitive and emotional impairment) differed between nurses and physicians in Sweden, 2) if any differences were explained by differences in sex compositions, and 3) if any sex differences were larger within either of the two professions. METHOD Data were derived from a representative sample of nurses (n = 2903) and physicians (n = 2712) in 2022. Two scales were used to assess burnout (KEDS and BAT) and one to assess depression (SCL-6). The BAT scale has four sub-dimensions. Descriptive statistics and logistic regression were used to analyse each scale and dimension separately. RESULTS Results showed that 16-28 % of nurses and physicians reported moderate to severe symptoms of burnout. The prevalence differed between occupations across the scales and dimensions used. Nurses reported higher scores on KEDS while physicians reported higher scores on BAT including the four dimensions. Also, 7 % of nurses' and 6 % of physicians' scores were above the cut-off for major depression. The inclusion of sex in the models changed the odds ratios of differences between doctors and nurses in all mental health dimensions except mental distance and cognitive impairment. LIMITATIONS This study was based on cross-sectional survey data which has some limitations. CONCLUSION Our study suggests that the prevalence of mental health problems is prominent among nurses and physicians in Sweden. Sex plays an important role in the difference in the prevalence of mental health problems between the two professions.
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Affiliation(s)
- Emma Brulin
- Unit of Occupational Medicine, Institute of Environmental Medicine, Karolinska Institutet, Sweden.
| | - Ulrik Lidwall
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, Sweden; Department for Analysis, Swedish Social Insurance Agency, Stockholm, Sweden
| | - Ida Seing
- Department of Behavioural Sciences and Learning, Linköping University, Sweden
| | - Anna Nyberg
- Department of Public Health and Caring Sciences, Uppsala University, Uppsala, Sweden
| | - Bodil Landstad
- Faculty of Human Sciences, Mid Sweden University, Sweden; Unit of Research, Education and Development, Östersund Hospital, Sweden
| | - Malin Sjöström
- Department of Public Health and Clinical Medicine, Umeå University, Umeå, Sweden
| | - Fredrik Bååthe
- Institute for Studies of the Medical Profession, LEFO, Oslo, Norway; Institute of Stress Medicine at Region Västra Götaland, Gothenburg, Sweden; Institute of Health and Care Sciences, Sahlgrenska Academy at Gothenburg University, Gothenburg, Sweden
| | - Per Nilsen
- Department of Health, Medicine and Caring Sciences, Linköping University, Sweden
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Varela-Mato V, Blake H, Yarker J, Godfree K, Daly G, Hassard J, Meyer C, Kershaw C, Marwaha S, Newman K, Russell S, Thomson L, Munir F. Using intervention mapping to develop evidence-based toolkits that support workers on long-term sick leave and their managers. BMC Health Serv Res 2023; 23:942. [PMID: 37660008 PMCID: PMC10474744 DOI: 10.1186/s12913-023-09952-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/02/2023] [Accepted: 08/22/2023] [Indexed: 09/04/2023] Open
Abstract
BACKGROUND Managing long-term sickness absence is challenging in countries where employers and managers have the main responsibility to provide return to work support, particularly for workers with poor mental health. Whilst long-term sick leave and return to work frameworks and guidance exist for employers, there are currently no structured return to work protocols for employers or for their workers encompassing best practice strategies to support a positive and timely return to work outcome. PURPOSE To utilise the intervention mapping (IM) protocol as a framework to develop return to work toolkits that are underpinned by relevant behaviour change theory targeting mental health to promote a positive return to work experiensce for workers on long-term sick leave. METHODS This paper provides a worked example of intervention mapping (IM) to develop an intervention through a six-step process to combine theory and evidence in the development of two toolkits - one designed for managers and one to be used by workers on long-term sick leave. As part of this process, collaborative planning techniques were used to develop the intervention. A planning group was set up, through which researchers would work alongside employer, worker, and mental health professional representatives to develop the toolkits. Additionally, feedback on the toolkits were sought from the target populations of workers and managers and from wider employer stakeholders (e.g., human resource specialists). The implementation and evaluation of the toolkits as a workplace intervention were also planned. RESULTS Two toolkits were designed following the six steps of intervention mapping. Feedback from the planning group (n = 5; psychologist, psychiatrist, person with previous experience of poor mental health, employer and charity worker) and participants (n = 14; employers = 3, wellbeing director = 1; human resources = 2, managers = 2, employees with previous experience of poor mental health = 5) target populations indicated that the toolkits were acceptable and much needed. CONCLUSIONS Using IM allowed the development of an evidence-based practical intervention, whilst incorporating the views of all the impacted stakeholder groups. The feasibility and acceptability of the toolkits and their supporting intervention components, implementation process and methods of assessment will be evaluated in a feasibility pilot randomised controlled trial.
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Affiliation(s)
- Veronica Varela-Mato
- School of Sport, Exercise and Health Sciences, Loughborough University, Loughborough, UK
| | - Holly Blake
- School of Health Sciences, University of Nottingham, Nottingham, UK
- NIHR Nottingham Biomedical Research Centre, Nottingham, UK
| | - Joanna Yarker
- Affinity Health at Work, London, UK
- Birkbeck, University of London, London, UK
| | - Kate Godfree
- School of Sport, Exercise and Health Sciences, Loughborough University, Loughborough, UK
| | - Guy Daly
- Office of the Provost, The British University in Egypt, El Sherouk City 11837, Cairo, Egypt
| | - Juliet Hassard
- School of Medicine, University of Nottingham, Nottingham, UK
| | - Caroline Meyer
- Executive Office, Warwick University, Coventry, CV4 7AL, UK
| | | | - Steven Marwaha
- Institute for Mental Health, School of Psychology, University of Birmingham, Birmingham, UK
| | - Kristina Newman
- Psychology Department, Nottingham Trent University, Nottingham, UK
| | - Sean Russell
- Faculty of Health and Life Sciences, Coventry University, Coventry, UK
| | - Louise Thomson
- School of Medicine, University of Nottingham, Nottingham, UK
| | - Fehmidah Munir
- School of Sport, Exercise and Health Sciences, Loughborough University, Loughborough, UK.
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16
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Corbière M, Charette-Dussault É, Larivière N. Recognition During the Return-to-Work Process in Workers with Common Mental Disorders. JOURNAL OF OCCUPATIONAL REHABILITATION 2023; 33:486-505. [PMID: 36462069 DOI: 10.1007/s10926-022-10087-y] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 11/18/2022] [Indexed: 06/17/2023]
Abstract
Purpose Considering worker's perspective, the purpose of this study was twofold: (1) to document the meaning of the experience of recognition in the return to work (RTW) process of work after a sick leave due to a common mental disorder (CMD) and (2) to investigate the phenomenon of recognition for workers in the process of RTW after a sick leave due to a CMD, by evaluating the presence or absence of marks of recognition from salient RTW stakeholders stemming from different systems. Methods The Relational Caring Inquiry phenomenological method was used to explore the meaning of recognition during the return-to-work process and marks of recognition in a group of 20 workers who returned to their employment after a sick leave due to a CMD. In depth individual interviews were conducted with each participant. Results The definition of recognition that emerged from workers experiencing the RTW process is related to the behaviours and attitudes of various stakeholders, stemming from the work, health, insurance and social systems that allow them to feel appreciated, valued and respected, throughout the RTW process. Recognition was most often described as showing support, trust, respect for recovery and pace, and providing positive feedback. Conclusion The findings from this study could serve as guidelines in organizations regarding the RTW process, and in particular clarifying the roles and actions that different stakeholders could take in the workplace to stimulate expressions of meaningful recognition.
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Affiliation(s)
- Marc Corbière
- Department of Education and Pedagogy - Career Counseling, Université du Québec à Montréal, Montreal, QC, Canada.
- Research Center of the Institut, Universitaire en Santé Mentale de Montréal, Montreal, QC, Canada.
| | - Élyse Charette-Dussault
- Research Center of the Institut, Universitaire en Santé Mentale de Montréal, Montreal, QC, Canada
- Department of Psychology, Université du Québec à Montréal, Montreal, QC, Canada
| | - Nadine Larivière
- Research Center of the Institut, Universitaire en Santé Mentale de Montréal, Montreal, QC, Canada
- School of Rehabilitation, Faculty of Medicine and Health Sciences, Université de Sherbrooke, Sherbrooke, QC, Canada
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Meling HM, Ruths S, Baste V, Hensing G, Haukenes I. Level of education and sustainable return to work among long-term sick-listed workers with depression: a register-based cohort study (The Norwegian GP-DEP Study). BMJ Open 2023; 13:e072051. [PMID: 37500268 PMCID: PMC10387658 DOI: 10.1136/bmjopen-2023-072051] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 07/29/2023] Open
Abstract
OBJECTIVES Sick-listed workers with depression are at higher risk of long-term, recurrent sickness absence and work disability, suggesting reduced likelihood of sustainable return to work (SRTW). Though likelihood of RTW has been associated with education level, less is known about the association over time, post-RTW. We aimed to investigate associations between educational level and SRTW among long-term sick-listed workers with depression. METHODS Nationwide cohort study, based on linked data from Norwegian health and population registries, including all inhabitants of Norway aged 20-64 years on long-term sick leave with a depression diagnosis given in general practice between 1 January 2009 and 10 April 2011 (n=13.624, 63.7% women). Exposure was the highest attained education level (five groups). Three outcome measures for SRTW were used, with 0 days, ≤30 days and ≤90 days of accumulated sickness absence post-RTW during a 2-year follow-up. Associations between exposure and outcomes were estimated in gender-stratified generalised linear models, adjusting for sociodemographic factors and duration of sick leave. RESULTS Higher-educated workers had a higher likelihood of SRTW 0, SRTW ≤30 and SRTW ≤90 than the lowest-educated groups in the crude models. Among men, this association was mainly explained when adjusting for occupation. Among women, the highest educated group had a higher likelihood of SRTW 0 (RR=1.45, 95% CI 1.23 to 1.71) and SRTW ≤30 and SRTW ≤90 in the fully adjusted models. CONCLUSIONS An educational gradient in SRTW was mainly explained by occupation among men but not among women. These findings suggest gendered differences in associations between education level and SRTW, which could inform interventions aiming to promote equal opportunities for SRTW.
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Affiliation(s)
- Heidi Marie Meling
- Research Unit for General Practice, NORCE Norwegian Research Centre AS, Bergen, Norway
- Department of Global Public Health and Primary Care, University of Bergen, Bergen, Norway
| | - Sabine Ruths
- Research Unit for General Practice, NORCE Norwegian Research Centre AS, Bergen, Norway
- Department of Global Public Health and Primary Care, University of Bergen, Bergen, Norway
| | - Valborg Baste
- Research Unit for General Practice, NORCE Norwegian Research Centre AS, Bergen, Norway
- National Centre for Emergency Primary Health Care, NORCE Norwegian Research Centre AS, Bergen, Norway
| | - Gunnel Hensing
- School of Public Health and Community Medicine, University of Gothenburg, Gothenburg, Sweden
| | - Inger Haukenes
- Research Unit for General Practice, NORCE Norwegian Research Centre AS, Bergen, Norway
- Department of Global Public Health and Primary Care, University of Bergen, Bergen, Norway
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Starke F, Sikora A, Stegmann R, Knebel L, Buntrock C, de Rijk A, Houkes I, Szycik GR, Unger HP, Schumacher JO, Stark H, Hauth I, Holzapfel C, Borgolte A, Schneller C, Unterschemmann SL, Paetow W, Jung AL, Berking M, Zimmermann J, Wegewitz U. Evaluating a multimodal, clinical and work-directed intervention (RTW-PIA) to support sustainable return to work among employees with mental disorders: study protocol of a multicentre, randomised controlled trial. BMC Psychiatry 2023; 23:380. [PMID: 37254157 DOI: 10.1186/s12888-023-04753-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/17/2023] [Accepted: 04/05/2023] [Indexed: 06/01/2023] Open
Abstract
BACKGROUND Mental disorders (MDs) are one of the leading causes for workforce sickness absence and disability worldwide. The burden, costs and challenges are enormous for the individuals concerned, employers and society at large. Although most MDs are characterised by a high risk of relapse after treatment or by chronic courses, interventions that link medical-psychotherapeutic approaches with work-directed components to facilitate a sustainable return to work (RTW) are rare. This protocol describes the design of a study to evaluate the (cost-)effectiveness and implementation process of a multimodal, clinical and work-directed intervention, called RTW-PIA, aimed at employees with MDs to achieve sustainable RTW in Germany. METHODS The study consists of an effectiveness, a health-economic and a process evaluation, designed as a two-armed, multicentre, randomised controlled trial, conducted in German psychiatric outpatient clinics. Sick-listed employees with MDs will receive either the 18-month RTW-PIA treatment in conjunction with care as usual, or care as usual only. RTW-PIA consists of a face-to-face individual RTW support, RTW aftercare group meetings, and web-based aftercare. Assessments will be conducted at baseline and 6, 12, 18 and 24 months after completion of baseline survey. The primary outcome is the employees´ achievement of sustainable RTW, defined as reporting less than six weeks of working days missed out due to sickness absence within 12 months after first RTW. Secondary outcomes include health-related quality of life, mental functioning, RTW self-efficacy, overall job satisfaction, severity of mental illness and work ability. The health-economic evaluation will be conducted from a societal and public health care perspective, as well as from the employer's perspective in a cost-benefit analysis. The design will be supplemented by a qualitative effect evaluation using pre- and post-interviews, and a multimethod process evaluation examining various predefined key process indicators from different stakeholder perspectives. DISCUSSION By applying a comprehensive, multimethodological evaluation design, this study captures various facets of RTW-PIA. In case of promising results for sustainable RTW, RTW-PIA may be integrated into standard care within German psychiatric outpatient clinics. TRIAL REGISTRATION The study was prospectively registered with the German Clinical Trials Register ( DRKS00026232 , 1 September 2021).
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Affiliation(s)
- Fiona Starke
- Division 3 Work and Health, Unit 3.5 Evidence-based Occupational Health, Workplace Health Management, Federal Institute for Occupational Safety and Health (BAuA), Nöldnerstr. 40-42, Berlin, 10317, Germany.
- Department of Social Medicine, Faculty of Health, Medicine and Life Sciences, CAPHRI Care and Public Health Research Institute, Maastricht University, P.O. Box 616, Maastricht, 6200 MD, The Netherlands.
| | - Alexandra Sikora
- Division 3 Work and Health, Unit 3.5 Evidence-based Occupational Health, Workplace Health Management, Federal Institute for Occupational Safety and Health (BAuA), Nöldnerstr. 40-42, Berlin, 10317, Germany
| | - Ralf Stegmann
- Division 3 Work and Health, Unit 3.5 Evidence-based Occupational Health, Workplace Health Management, Federal Institute for Occupational Safety and Health (BAuA), Nöldnerstr. 40-42, Berlin, 10317, Germany
| | - Leonie Knebel
- Division 3 Work and Health, Unit 3.5 Evidence-based Occupational Health, Workplace Health Management, Federal Institute for Occupational Safety and Health (BAuA), Nöldnerstr. 40-42, Berlin, 10317, Germany
| | - Claudia Buntrock
- Institute of Social Medicine and Health Systems Research, Faculty of Medicine, Otto-Von-Guericke University Magdeburg (OVGU), Leipziger Str. 44, 39120, Magdeburg, Germany
- Department of Clinical Psychology and Psychotherapy, Institute of Psychology, Friedrich-Alexander-Universität Erlangen-Nürnberg (FAU), Nägelsbachstr. 25a, 91052, Erlangen, Germany
| | - Angelique de Rijk
- Department of Social Medicine, Faculty of Health, Medicine and Life Sciences, CAPHRI Care and Public Health Research Institute, Maastricht University, P.O. Box 616, Maastricht, 6200 MD, The Netherlands
| | - Inge Houkes
- Department of Social Medicine, Faculty of Health, Medicine and Life Sciences, CAPHRI Care and Public Health Research Institute, Maastricht University, P.O. Box 616, Maastricht, 6200 MD, The Netherlands
| | - Gregor R Szycik
- Department of Psychiatry, Social Psychiatry and Psychotherapy, Hanover Medical School, Podbielskistr. 162, Hanover, OE7110, Germany
| | - Hans-Peter Unger
- Department of Psychiatry, Psychotherapy and Psychosomatics, Centre for Mental Health, Asklepios Clinic Harburg, Eißendorfer Pferdeweg 52, Hamburg, 21075, Germany
| | - Jan Ole Schumacher
- Department of Psychiatry, Psychotherapy and Psychosomatics, Centre for Mental Health, Asklepios Clinic Harburg, Eißendorfer Pferdeweg 52, Hamburg, 21075, Germany
| | - Heiko Stark
- Department of Psychiatry, Burghof-Clinic, Ritterstr. 19, 31737, Rinteln, Germany
| | - Iris Hauth
- Department of Psychiatry, Psychotherapy and Psychosomatics, Alexian St. Joseph-Hospital Berlin-Weissensee, Gartenstr. 1, 13088, Berlin, Germany
| | | | - Anna Borgolte
- Department of Psychiatry, Social Psychiatry and Psychotherapy, Hanover Medical School, Podbielskistr. 162, Hanover, OE7110, Germany
| | - Carlotta Schneller
- Department of Psychiatry, Psychotherapy and Psychosomatics, Alexian St. Joseph-Hospital Berlin-Weissensee, Gartenstr. 1, 13088, Berlin, Germany
| | | | - Wiebke Paetow
- Department of Psychiatry, Psychotherapy and Psychosomatics, Centre for Mental Health, Asklepios Clinic Harburg, Eißendorfer Pferdeweg 52, Hamburg, 21075, Germany
| | - Anna Lena Jung
- Clinic Wittgenstein, Sählingsstr. 60, 57319, Bad Berleburg, Germany
| | - Matthias Berking
- Department of Clinical Psychology and Psychotherapy, Institute of Psychology, Friedrich-Alexander-Universität Erlangen-Nürnberg (FAU), Nägelsbachstr. 25a, 91052, Erlangen, Germany
| | - Johannes Zimmermann
- Department of Psychology, University of Kassel, Holländische Str. 36-38, 34127, Kassel, Germany
| | - Uta Wegewitz
- Division 3 Work and Health, Unit 3.5 Evidence-based Occupational Health, Workplace Health Management, Federal Institute for Occupational Safety and Health (BAuA), Nöldnerstr. 40-42, Berlin, 10317, Germany
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Holmlund L, Bültmann U, Bergström G, Warnqvist A, Björk Brämberg E. Are psychosocial work factors and work-home interference associated with time to first full return-to-work after sick leave due to common mental disorders? Int Arch Occup Environ Health 2023; 96:747-755. [PMID: 36964790 DOI: 10.1007/s00420-023-01970-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/27/2022] [Accepted: 03/11/2023] [Indexed: 03/26/2023]
Abstract
OBJECTIVE To (1) examine the time to first full return-to-work (RTW), and (2) investigate whether psychosocial work factors and work-home interference are associated with time to first full RTW after sick leave due to common mental disorders (CMDs). METHODS The cohort study comprised 162 employees on sick leave due to CMDs participating in a two-armed cluster-randomised controlled trial in Sweden. Baseline data consisted of a web-based questionnaire and follow-up data of repeated text messages every fourth week for 12 months. The time to first full RTW was estimated using the Kaplan-Meier Estimator. Parametric Weibull survival models with interval-censored outcomes were used to determine associations between psychosocial work factors and work-home interference with time to first full RTW. In a post hoc analysis, time-interval differences in associations for 0- ≤ 6- versus > 6-12 months were tested. RESULTS During the 12-month follow-up, n = 131 (80.9%) reported a first full RTW. The median time to this RTW was 16 weeks (95% CI 12; 20). High psychological job demands, high emotional job demands, high work-to-home interference (WHI), and low social job support were independently associated with a longer time to first full RTW. Time-interval differences were found for job control and emotional job demands. CONCLUSIONS Psychosocial work demands and WHI are associated with a longer time to RTW after sick leave due to CMDs. Work organisations and rehabilitation practices should include accommodations for high psychological and emotional job demands during RTW, as well as pay attention to the risk of spill-over of high job demands into employees' private lives.
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Affiliation(s)
- Lisa Holmlund
- Institute of Environmental Medicine, Unit of Intervention and Implementation Research for Worker Health, Karolinska Institutet, P.O.Box 210, 171 77, Stockholm, Sweden.
| | - Ute Bültmann
- Department of Health Sciences, Community and Occupational Medicine, University of Groningen, University Medical Center Groningen, Groningen, The Netherlands
| | - Gunnar Bergström
- Institute of Environmental Medicine, Unit of Intervention and Implementation Research for Worker Health, Karolinska Institutet, P.O.Box 210, 171 77, Stockholm, Sweden
- Department of Occupational Health Sciences and Psychology, Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden
| | - Anna Warnqvist
- Institute of Environmental Medicine, Division of Biostatistics, Karolinska Institutet, Stockholm, Sweden
| | - Elisabeth Björk Brämberg
- Institute of Environmental Medicine, Unit of Intervention and Implementation Research for Worker Health, Karolinska Institutet, P.O.Box 210, 171 77, Stockholm, Sweden
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20
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Popa AE, Akgüç M, Amir Z. Return to work following long term sickness absence: a comparative analysis of stakeholders' views and experiences in six European countries. JOURNAL OF OCCUPATIONAL REHABILITATION 2023; 33:213-225. [PMID: 36103064 DOI: 10.1007/s10926-022-10066-3] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 08/05/2022] [Indexed: 06/15/2023]
Abstract
Purpose Return to work is a complex and challenging process which takes various forms in different contexts. The aim of this study is to explore and compare cross-country differences in stakeholders' experiences and views on actors, policies and practices relevant for return to work after long-term sickness absence. The comparative exploration is done in six countries with various legislative backgrounds, welfare and social dialogue systems. Methods Using a purposive sample, six multidisciplinary stakeholders group discussions were conducted in six countries: Belgium, Estonia, Ireland, Italy, Romania and Slovakia. A total of 51 individuals comprised of social partners, policymakers or representatives of public bodies and patient associations participated. An interpretative phenomenological analysis was employed to derive the most important themes in the discussions. Results Five major themes emerged from the group discussions. A graphic model is proposed to emphasize the variety of frameworks and processes across countries. Conclusions The core part of the return to work process is the dynamic relation between legislation, stakeholders and practices, which is influenced by broader national and societal factors. The cross-country variation in legislations, stakeholders and practices can be understood as a continuum, from low to high structuring, development and comprehensiveness. Although social dialogue appears to have a role in return to work process with variation across countries, it is not always on top of the agenda of social partners.
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Affiliation(s)
- Adela Elena Popa
- Faculty of Social Sciences and Humanities, Lucian Blaga University of Sibiu, Bdul Victoriei, 10, 550024, Sibiu, Romania.
| | - Mehtap Akgüç
- European Trade Union Institute (ETUI), Boulevard Roi Albert II 5, 1210, Brussels, Belgium
- Institute for Labor Economics (IZA), Schaumburg-Lippe-Stra?e 5-9, 53113, Bonn, Germany
| | - Ziv Amir
- Beth Johnson Foundation, 64 Princes Road Parkfield House Hartshill, Stoke-on-Trent Staffordshire, ST4 7JL, Stoke-on-Trent, England
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21
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Herttuala N, Konu A, Kokkinen L. Working as a nurse manager and being in the middle of one’s career is connected to lower work well-being. INTERNATIONAL JOURNAL OF HEALTHCARE MANAGEMENT 2023. [DOI: 10.1080/20479700.2023.2173831] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/11/2023]
Affiliation(s)
- Niina Herttuala
- Faculty of Social Sciences, Tampere University, Tampere, Finland
| | - A. Konu
- Faculty of Social Sciences, Tampere University, Tampere, Finland
| | - L. Kokkinen
- Faculty of Social Sciences, Tampere University, Tampere, Finland
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22
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Six Dijkstra MW, Soer R, Bieleman HJ, Gross DP, Reneman MF. Predictive value of Heart Rate Variability measurements and the Brief Resilience Scale for workability and vitality. Work 2023; 76:1007-1017. [PMID: 37154192 PMCID: PMC10657665 DOI: 10.3233/wor-220366] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/17/2022] [Accepted: 03/02/2023] [Indexed: 05/10/2023] Open
Abstract
BACKGROUND Sustainable employability is increasingly important with current socio-economic challenges. Screening for resilience could contribute to early detection of either a risk, or a protector for sustainable employability, the latter being operationalized as workability and vitality. OBJECTIVE To study the predictive value of Heart Rate Variability (HRV) measurements and the Brief Resilience Scale (BRS) for worker self-reported workability and vitality after 2-4 years. METHODS Prospective observational cohort study with mean follow-up period of 38 months. 1,624 workers (18-65 years old) in moderate and large companies participated. Resilience was measured by HRV (one-minute paced deep breathing protocol) and the BRS at baseline. Workability Index (WAI), and the Vitality dimension of the Utrecht Work Engagement Scale-9 (UWES-9-vitality) were the outcome measures. Backward stepwise multiple regression analysis (p < 0.05) was performed to evaluate the predictive value of resilience for workability and vitality, adjusted for body mass index, age and gender. RESULTS N = 428 workers met inclusion criteria after follow-up. The contribution of resilience, measured with the BRS, was modest but statistically significant for the prediction of vitality (R2 = 7.3%) and workability (R2 = 9.2%). HRV did not contribute to prediction of workability or vitality. Age was the only significant covariate in the WAI model. CONCLUSION Self-reported resilience modestly predicted workability and vitality after 2-4 years. Self-reported resilience may provide early insight into the ability of workers to stay at work, although caution must be applied because explained variance was modest. HRV was not predictive.
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Affiliation(s)
- Marianne W.M.C. Six Dijkstra
- Research Group Smart Health, Saxion University of Applied Sciences, Enschede, The Netherlands
- Department of Rehabilitation Medicine, University Medical Center Groningen, University of Groningen, Groningen, The Netherlands
| | - Remko Soer
- Research Group Smart Health, Saxion University of Applied Sciences, Enschede, The Netherlands
- Department of Anaesthesiology and Pain Center, University Medical Center Groningen, University of Groningen, Groningen, The Netherlands
| | - Hendrik J. Bieleman
- Research Group Smart Health, Saxion University of Applied Sciences, Enschede, The Netherlands
| | - Douglas P. Gross
- Department of Physical Therapy, University of Alberta, Edmonton, Canada
| | - Michiel F. Reneman
- Department of Rehabilitation Medicine, University Medical Center Groningen, University of Groningen, Groningen, The Netherlands
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23
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Holmlund L, Tinnerholm Ljungberg H, Bültmann U, Holmgren K, Björk Brämberg E. Exploring reasons for sick leave due to common mental disorders from the perspective of employees and managers – what has gender got to do with it? Int J Qual Stud Health Well-being 2022; 17:2054081. [PMID: 35341475 PMCID: PMC8959517 DOI: 10.1080/17482631.2022.2054081] [Citation(s) in RCA: 7] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/04/2022] Open
Abstract
Purpose The purpose of this study was to explore the employee and the managerial experience of reasons for sick leave due to CMDs in relation to work and private life, through the lens of a transactional perspective of everyday life occupation and gender norms. Methods Semi-structured interviews were conducted with 17 employees on sick leave due to CMDs and 11 managers. By using transactional and gender perspectives in a reflexive thematic analysis, themes were generated in a constant comparative process. Findings Four themes were identified: a) struggling to keep up with work pressure and worker norms; b) struggling with insecurity in an unsupportive work environment; c) managing private responsibilities through flexible work schedules, and d) managing emotions alongside unfavourable working conditions. Conclusion Sick leave due to CMDs was understood as related to experiences of accumulated events situated in different social, cultural, and societal contexts of everyday life. Practices and policies should encourage an open dialogue about work and private life and health between employees and managers. To build healthy and sustainable work environments practices should also aim for increased awareness of social norms. A better understanding may facilitate the identification of situations in work and private life that are problematic for the employee.
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Affiliation(s)
- Lisa Holmlund
- Institute of Environmental Medicine, Unit of Intervention and Implementation Research for Worker Health, Karolinska Institutet, Stockholm, Sweden
| | - Helena Tinnerholm Ljungberg
- Institute of Environmental Medicine, Unit of Intervention and Implementation Research for Worker Health, Karolinska Institutet, Stockholm, Sweden
| | - Ute Bültmann
- Department of Health Sciences, Community and Occupational Medicine, University of Groningen, University Medical Center Groningen, Groningen, The Netherlands
| | - Kristina Holmgren
- Institute of Neuroscience and Physiology, Department of Health and Rehabilitation, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden
| | - Elisabeth Björk Brämberg
- Institute of Environmental Medicine, Unit of Intervention and Implementation Research for Worker Health, Karolinska Institutet, Stockholm, Sweden
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24
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Nielsen K, Yarker J. Employees’ experience of supervisor behaviour – a support or a hindrance on their return-to-work journey with a CMD? A qualitative study. WORK AND STRESS 2022. [DOI: 10.1080/02678373.2022.2145622] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Affiliation(s)
- Karina Nielsen
- Sheffield University Management School, Institute for Work Psychology, University of Sheffield, Sheffield, UK
| | - Jo Yarker
- Department of Organizational Psychology, Birkbeck, University of London, London, UK
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25
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Toscano F, Tommasi F, Giusino D. Burnout in Intensive Care Nurses during the COVID-19 Pandemic: A Scoping Review on Its Prevalence and Risk and Protective Factors. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:12914. [PMID: 36232211 PMCID: PMC9564773 DOI: 10.3390/ijerph191912914] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/18/2022] [Revised: 10/04/2022] [Accepted: 10/05/2022] [Indexed: 05/27/2023]
Abstract
BACKGROUND The COVID-19 pandemic has strained hospitals and healthcare workers engaged in combating the virus with limited knowledge and resources. Intensive care unit (ICU) nurses are among the healthcare workers most affected by the pandemic and are at risk for developing burnout syndrome. OBJECTIVE The present study aims to explore burnout symptoms prevalence among ICU nurses and to identify the individual, organizational, and contextual risk, and protective factors of burnout in ICU nurses during the COVID-19 pandemic. METHODS A scoping review was conducted by searching PubMed, Scopus, and Web of Science. Only papers with empirical data and referred to ICU nurses were included. A total of 350 initial results were yielded, and 40 full texts were screened. Twelve papers constituted the final sample in the analysis. RESULTS High levels of symptoms of burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment) were registered among ICU nurses during the COVID-19 pandemic. Increased workload, lack of equipment, social stigma, and fear of contagion emerged as key risk factors. Social support from leaders and colleagues, professional recognition, use of personal protective tools, and witnessing patients' successful recovery emerged as major protective factors. CONCLUSIONS The results may inform the development of timely actions to counter burnout in ICU nurses during this COVID-19 pandemic and in a post-COVID-19 scenario.
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Affiliation(s)
| | - Francesco Tommasi
- Department of Human Sciences, University of Verona, 37129 Verona, Italy
| | - Davide Giusino
- Department of Psychology, University of Bologna, 40127 Bologna, Italy
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26
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Armaou M, Araviaki E, Dutta S, Konstantinidis S, Blake H. Effectiveness of Digital Interventions for Deficit-Oriented and Asset-Oriented Psychological Outcomes in the Workplace: A Systematic Review and Narrative Synthesis. Eur J Investig Health Psychol Educ 2022; 12:1471-1497. [PMID: 36286087 PMCID: PMC9601105 DOI: 10.3390/ejihpe12100102] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/12/2022] [Revised: 09/13/2022] [Accepted: 09/15/2022] [Indexed: 06/04/2023] Open
Abstract
BACKGROUND Digital psychological interventions can target deficit-oriented and asset-oriented psychological outcomes in the workplace. This review examined: (a) the effectiveness of digital interventions for psychological well-being at work, (b) associations with workplace outcomes, and (c) associations between interventions' effectiveness and their theory-base. METHODS six electronic databases were searched for randomised controlled trials (RCT) and quasi-experimental studies. The methodological quality of studies that used randomisation was conducted with the "Cochrane Collaboration's Risk of Bias" tool, while the "JBI Critical Appraisal Checklist" was used for non-randomised studies. Studies' theory-base was evaluated using an adaptation of the "theory coding scheme" (TSC). Due to heterogeneity, narrative synthesis was performed. RESULTS 51 studies were included in a synthesis describing four clusters of digital interventions: (a) cognitive behavioural therapy, (b) stress-management interventions and workplace well-being promotion, (c) meditation training and mindfulness-based interventions, and (d) self-help interventions. Studies demonstrated a high risk of contamination effects and high attrition bias. Theory-informed interventions demonstrated greater effectiveness. Cognitive behavioural therapy demonstrated the most robust evidence for reducing depression symptoms among healthy employees. With the exception of the Headspace application, there was weak evidence for meditation training apps, while relaxation training was a key component of effective stress-management interventions.
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Affiliation(s)
- Maria Armaou
- School of Health Sciences, University of Nottingham, Nottingham NG7 2HA, UK
| | | | - Snigdha Dutta
- Cambridge Centre for Teaching and Learning, University of Cambridge, Cambridge CB2 3PT, UK
| | | | - Holly Blake
- School of Health Sciences, University of Nottingham, Nottingham NG7 2HA, UK
- National Institute for Health Research (NIHR), Nottingham Biomedical Research Centre, Nottingham NG7 2UH, UK
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27
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Varela-Mato V, Godfree K, Adem A, Blake H, Bartle C, Daly G, Hassard J, Kneller R, Meyer C, Russell S, Marwaha S, Kershaw C, Newman K, Yarker J, Thomson L, Munir F. Protocol for a feasibility randomised controlled study of a multicomponent intervention to promote a sustainable return to work of workers on long-term sick leave — PROWORK: PROmoting a Sustainable and Healthy Return to WORK. Pilot Feasibility Stud 2022; 8:188. [PMID: 35986424 PMCID: PMC9389507 DOI: 10.1186/s40814-022-01143-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/28/2022] [Accepted: 08/01/2022] [Indexed: 11/10/2022] Open
Abstract
Abstract
Background
The cost of sickness absence has major social, psychological and financial implications for individuals and organisations. Return-to-work (RTW) interventions that support good quality communication and contact with the workplace can reduce the length of sickness absence by between 15 and 30 days. However, initiatives promoting a sustainable return to work for workers with poor mental health on long-term sickness absence across small, medium and large enterprises (SMEs and LEs) are limited. This paper describes the protocol of a pilot randomised controlled trial (RCT) to test the feasibility of implementing a RTW intervention across SMEs and LEs across all sectors.
Methods and design
A two-arm feasibility RCT with a 4-month intervention will be conducted in SMEs and LE enterprises from the Midlands region, UK. At least 8 organisations (4 controls and interventions), and at least 60 workers and/or managers, will be recruited and randomised into the intervention and control group (30 interventions, 30 controls). Workers on long-term sickness absence (LTSA) (between 8 and 50 days) and managers with a worker on LTSA will be eligible to participate. The intervention is a behavioural change programme, including a managers and workers RTW toolkit, focused on supporting sickness absence and RTW through the provision of knowledge, problem-solving, action planning, goal setting and positive communication that leads to a sustainable RTW. Organisations assigned to the control group will continue with their usual practice. Measurements of mental health, RTW, work outcomes, quality-of-life, workplace support and communication and other demographic data will be taken at baseline, 2 months and 4 months. Feasibility will be assessed based on recruitment, retention, attrition, completion of measures and intervention compliance for which specific process and research outcomes have been established. A process evaluation will explore the experiences and acceptability of the intervention components and evaluation measures. Exploratory economic evaluation will be conducted to further inform a definitive trial.
Discussion
This is a novel intervention using a worker-manager approach to promote a sustainable return to work of workers on long-term sick leave due to poor mental wellbeing. If this intervention is shown to be feasible, the outcomes will inform a larger scale randomised control trial.
Trial registration
ISRCTN90032009 (retrospectively registered, date registered 15th December 2020)
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28
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de Rijk A, Carrasco-Negüe K, Houkes I. The Cross-Country Comparison Model for Labor Participation (CCC Model for LP) of Persons with Chronic Diseases. JOURNAL OF OCCUPATIONAL REHABILITATION 2022; 32:225-240. [PMID: 35723804 PMCID: PMC9232459 DOI: 10.1007/s10926-022-10041-y] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 04/04/2022] [Indexed: 06/15/2023]
Abstract
Purpose To design a model based on the three pillars of new institutional theory (NIT), that facilitates cross-country comparison of labor participation (LP) of people with chronic diseases. This model should support getting a comprehensive overview of factors representing country differences, understanding these differences and should support estimating cross-country transferability of policies and interventions in the context of Work Disability Prevention. Methods Based on NIT, a draft model was designed by means of (1) a literature review of empirical studies; (2) theoretical books and articles; (3) a focus group with six expert researchers. This draft model was (4) adapted in the context of academic education. Literature was searched on Web of Science and EBSCO host. Feedback on (use of) the model was received from the focus group, four different academic courses at 28 occasions and two international conferences. Results The cross-country comparison model for labor participation (CCC model for LP) of persons with chronic diseases is proposed consisting of five factors: (1) Legislation; (2) Norms & values in practice; (3) Culture; (4) Organization of WDP in practice; (5) Labor market characteristics. Within these factors and based on (in)direct empirical evidence, subfactors are distinguished. The feedback received led to renaming (sub) factors, improved visual representation and a tool for estimating transferability. Conclusions The CCC model for LP of persons with chronic diseases allows for a comprehensive understanding of country differences and cross-country transferability of policies and interventions. The CCC model can be used for other populations when population-specific subfactors are included.
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Affiliation(s)
- Angelique de Rijk
- Department of Social Medicine, Care and Public Health Research Institute CAPHRI, Faculty of Health, Medicine and Life Sciences, Maastricht University, P.O. Box 616, Maastricht, 6200, MD, the Netherlands.
| | - Karina Carrasco-Negüe
- Department of Obstetrics, School of Medicine, Pontificia Universidad Católica de Chile, Santiago, Chile
| | - Inge Houkes
- Department of Social Medicine, Care and Public Health Research Institute CAPHRI, Faculty of Health, Medicine and Life Sciences, Maastricht University, P.O. Box 616, Maastricht, 6200, MD, the Netherlands
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29
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Attoe C, Matei R, Thompson L, Teoh K, Cross S, Cox T. Returning to clinical work and doctors' personal, social and organisational needs: a systematic review. BMJ Open 2022; 12:e053798. [PMID: 35641015 PMCID: PMC9157349 DOI: 10.1136/bmjopen-2021-053798] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/20/2022] Open
Abstract
OBJECTIVE This systematic review aims to synthesise existing evidence on doctors' personal, social and organisational needs when returning to clinical work after an absence. DESIGN Systematic review using Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. DATA SOURCES AMED, BNI, CINAHL, EMBASE, EMCARE, HMIC, Medline, PsycINFO and PubMed were searched up to 4 June 2020. Non-database searches included references and citations of identified articles and pages 1-10 of Google and Google Scholar. ELIGIBILITY CRITERIA Included studies presented quantitative or qualitative data collected from doctors returning to work, with findings relating to personal, social or organisational needs. DATA EXTRACTION AND SYNTHESIS Data were extracted using a piloted template. Risk of bias assessment used the Medical Education Research Study Quality Instrument or Critical Appraisal Skills Programme Qualitative Checklist. Data were not suitable for meta-analyses and underwent narrative synthesis due to varied study designs and mixed methods. RESULTS Twenty-four included studies (14 quantitative, 10 qualitative) presented data from 92 692 doctors in the UK (n=13), US (n=4), Norway (n=3), Japan (n=2), Spain (n=1), Canada (n=1). All studies identified personal needs, categorised as work-life balance, emotional regulation, self-perception and identity, and engagement with return process. Seventeen studies highlighted social needs relating to professional culture, personal and professional relationships, and illness stigma. Organisational needs found in 22 studies were flexibility and job control, work design, Occupational Health services and organisational culture. Emerging resources and recommendations were highlighted. Variable quality and high risk of biases in data collection and analysis suggest cautious interpretation. CONCLUSIONS This review posits a foundational framework of returning doctors' needs, requiring further developed through methodologically robust studies that assess the impact of length and reason for absence, before developing and evaluating tailored interventions. Organisations, training programmes and professional bodies should refine support for returning doctors based on evidence.
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Affiliation(s)
- Chris Attoe
- Maudsley Learning, South London and Maudsley NHS Foundation Trust, London, UK
- Centre for Sustainable Working Life, Birkbeck University of London, London, UK
- Psychiatry Psychology and Neuroscience, King's College London Institute, London, UK
| | - Raluca Matei
- Centre for Sustainable Working Life, Birkbeck University of London, London, UK
| | - Laura Thompson
- Centre for Sustainable Working Life, Birkbeck University of London, London, UK
| | - Kevin Teoh
- Department of Organizational Psychology, Birkbeck University of London, London, UK
| | - Sean Cross
- Maudsley Learning, South London and Maudsley NHS Foundation Trust, London, UK
- Psychiatry Psychology and Neuroscience, King's College London Institute, London, UK
| | - Tom Cox
- Centre for Sustainable Working Life, Birkbeck University of London, London, UK
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30
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van Hees SGM, Carlier BE, Blonk RWB, Oomens S. Promoting Factors to Stay at Work Among Employees With Common Mental Health Problems: A Multiple-Stakeholder Concept Mapping Study. Front Psychol 2022; 13:815604. [PMID: 35619783 PMCID: PMC9128844 DOI: 10.3389/fpsyg.2022.815604] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/15/2021] [Accepted: 04/08/2022] [Indexed: 11/17/2022] Open
Abstract
Most individuals affected by common mental health problems are employed and actually working. To promote stay at work by workplace interventions, it is crucial to understand the factors perceived by various workplace stakeholders, and its relative importance. This concept mapping study therefore explores perspectives of employees with common mental health problems (n = 18), supervisors (n = 17), and occupational health professionals (n = 14). Per stakeholder group, participants were interviewed to generate statements. Next, each participant sorted these statements on relatedness and importance. For each group, a concept map was created, using cluster analysis. Finally, focus group discussions were held to refine the maps. The three concept maps resulted in several clustered ideas that stakeholders had in common, grouped by thematic analysis into the following meta-clusters: (A) Employee’s experience of autonomy in work (employee’s responsibility, freedom to exert control, meaningful work), (B) Supervisor support (being proactive, connected, and involved), (C) Ways to match employee’s capacities to work (job accommodations), (D) Safe social climate in workplace (transparent organizational culture, collective responsibility in teams, collegial support), and (E) professional and organizational support, including collaboration with occupational health professionals. Promoting stay at work is a dynamic process that requires joined efforts by workplace stakeholders, in which more attention is needed to the interpersonal dynamics between employer and employee. Above all, a safe and trustful work environment, in which employee’s autonomy, capacities, and needs are addressed by the supervisor, forms a fundamental base to stay at work.
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Affiliation(s)
- Suzanne G M van Hees
- Occupation and Health Research Group, HAN University of Applied Sciences, Nijmegen, Netherlands.,Tilburg School of Social and Behavioral Sciences, Tilburg University, Tilburg, Netherlands
| | - Bouwine E Carlier
- Occupation and Health Research Group, HAN University of Applied Sciences, Nijmegen, Netherlands
| | - Roland W B Blonk
- Tilburg School of Social and Behavioral Sciences, Tilburg University, Tilburg, Netherlands.,TNO, Leiden, Netherlands.,Optentia, North West University, Vanderbijlpark, South Africa
| | - Shirley Oomens
- Occupation and Health Research Group, HAN University of Applied Sciences, Nijmegen, Netherlands.,Department of Primary and Community Care, Nijmegen School of Occupational Health, Radboudumc, Nijmegen, Netherlands
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31
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Giusino D, De Angelis M, Mazzetti G, Christensen M, Innstrand ST, Faiulo IR, Chiesa R. "We All Held Our Own": Job Demands and Resources at Individual, Leader, Group, and Organizational Levels During COVID-19 Outbreak in Health Care. A Multi-Source Qualitative Study. Workplace Health Saf 2022; 70:6-16. [PMID: 34617474 PMCID: PMC8503930 DOI: 10.1177/21650799211038499] [Citation(s) in RCA: 12] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/23/2022]
Abstract
BACKGROUND Interventions tackling COVID-19 impact on health care workers' mental health would benefit from being informed by validated and integrated assessment frameworks. This study aimed to explore the fitness of integrating the Job Demands-Resources (JD-R) model and the Individual-Group-Leader-Organization (IGLO) framework to investigate the pandemic's impact on health care workers' mental health. METHODS Qualitative data were collected via 21 semi-structured interviews with senior and middle managers and four focus groups with employees (doctors, nurses, health care assistants) from three areas (Department of Emergency, Department of Medicine, Research Institute of Neuroscience) of a large health care institution facing the first wave of COVID-19. NVivo deductive content analysis of text data was performed. FINDINGS Several COVID-19-related job demands and resources were found at IGLO levels. Individual-level demands included emotional load, while resources included resilience and motivation. Group-level demands included social distancing, while resources included team support and cohesion. Leader-level demands included managers' workload, while resources included leader support. Organizational-level demands included work reorganization, while resources included mental health initiatives. CONCLUSIONS/APPLICATION TO PRACTICE Integrating JD-R and IGLO proved feasible, as job demands and resources could be categorized according to the individual, group, leader, and organization framework. The findings expand previous studies by filling the lack of knowledge on how job demands and resources might unfold at different workplace levels during a pandemic. Results provide unit-level evidence for designing and implementing multilevel interventions to manage health care workers' mental health during COVID-19 and future pandemics. Our findings offer occupational health practitioners a suitable approach to perform workplace mental health assessment activities.
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Coxen L, van der Vaart L, Van den Broeck A, Rothmann S. Basic Psychological Needs in the Work Context: A Systematic Literature Review of Diary Studies. Front Psychol 2021; 12:698526. [PMID: 34733198 PMCID: PMC8558380 DOI: 10.3389/fpsyg.2021.698526] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/21/2021] [Accepted: 09/20/2021] [Indexed: 11/13/2022] Open
Abstract
According to the self-determination theory, individuals' basic psychological needs for autonomy, competence, and relatedness should be satisfied for optimal psychological growth. The satisfaction of these needs seems to vary due to changes in a person's social context, and the outcomes of the satisfaction of these needs also vary along with the needs. Despite several studies investigating daily and weekly variations in need satisfaction and its correlates, no systematic investigation exists. This study aimed to conduct a narrative synthesis of existing quantitative diary studies of basic psychological needs in the work context. We specifically aimed to evaluate if psychological need satisfaction varies daily and weekly and judge whether they vary more daily or weekly. Additionally, we also aimed to review the literature regarding the relations between daily or weekly variations in need satisfaction and its assumed antecedents and outcomes. We included peer-reviewed articles in English that measured work-related basic psychological needs using a quantitative diary study design. Database searching (Web of Science, ScienceDirect, EBSCOhost, and Scopus) led to the extraction of 2 251 records by February 2020. Duplicates were removed, the remaining records were screened (n = 820), and 30 articles were assessed using eligibility criteria. Two authors individually conducted the screening and eligibility processes to manage selection bias. In total, 21 articles were included in the final review. The review indicated that basic psychological need satisfaction showed considerable within-person variation and was more dynamic daily (compared to weekly). Job demands, job resources, organisational resources, and individual characteristics appeared to associate with these variations. The organisational context seemed to matter the most for need satisfaction. Variations in need satisfaction were also related to employee well-being, performance, and motivation. Despite the small number of published studies (particularly for weekly studies), our results indicate that researchers should pay attention to within-person variations in need satisfaction. Measuring daily need satisfaction could be prioritised. Different antecedents and outcomes seem to be associated with different needs. Thus, when needs are viewed as distinct constructs instead of unidimensional ones, one can derive greater insights. The study is funded by the National Research Foundation.
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Affiliation(s)
- Lynelle Coxen
- Optentia Research Unit, North-West University, Vanderbijlpark, South Africa.,Faculty of Economic and Management Sciences, School of Industrial Psychology and Human Resource Management, North-West University, Vanderbijlpark, South Africa
| | - Leoni van der Vaart
- Optentia Research Unit, North-West University, Vanderbijlpark, South Africa.,Faculty of Economic and Management Sciences, School of Industrial Psychology and Human Resource Management, North-West University, Vanderbijlpark, South Africa
| | - Anja Van den Broeck
- Optentia Research Unit, North-West University, Vanderbijlpark, South Africa.,Department of Work and Organisation Studies, Faculty of Economics and Business, KU Leuven, Leuven, Belgium
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Van de Cauter J, Van Schoorisse H, Van de Velde D, Motmans J, Braeckman L. Return to work of transgender people: A systematic review through the blender of occupational health. PLoS One 2021; 16:e0259206. [PMID: 34723993 PMCID: PMC8559954 DOI: 10.1371/journal.pone.0259206] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/14/2021] [Accepted: 10/13/2021] [Indexed: 11/18/2022] Open
Abstract
BACKGROUND AND OBJECTIVES Return to work (RTW) or work resumption after a work absence due to psychosocial or medical reasons benefits the well-being of a person, including transgender people, and is nowadays a major research domain. The objective is to examine, through an occupational lens, the literature reporting objective RTW outcomes and experiences in transgender people to (a) synthesize what is known about return to work (full-time, part-time, or self-employed) and (b) describe which gaps persist. METHODS & SAMPLE Several databases and the gray literature were explored systematically. Studies between November 1, 2006 and March 1, 2021 revealing RTW quantitative and qualitative data of adult transgender people were eligible. This review was registered on PROSPERO (CRD42019128395) on April 30, 2019. RESULTS Among the 14,592 articles initially identified, 97 fulfilled the inclusion criteria which resulted in 20 being analyzed. Objective RTW outcomes, such as number of RTW attempts, time to RTW or number of sick days, were lacking; thus, other relevant work outcomes were reported. Compared to the general population, lower employment rates and more economic distress were observed, with trans women in particular saying that their work situation had deteriorated. Research on positive RTW experiences was highlighted by the importance of disclosure, the support from especially managers and coworkers who acted as mediators, personal coping, and a transition plan along with work accommodations. Negative work experiences, such as demotion, lay-offs, and discrimination were often prominent together with a lack of knowledge of trans issues among all stakeholders, including occupational health professionals. CONCLUSION & RECOMMENDATIONS Few studies have explored employment characteristics and experiences of transgender people (TP). RTW is a dynamic process along with transition in itself, which should be tailored through supportive policies, education, a transition plan and work accommodations with the help of external experts. Future studies should include more occupational information and report RTW outcomes to enhance our knowledge about the guidance of TP and to make way for interventional studies.
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Affiliation(s)
- Joy Van de Cauter
- Department of Public Health and Primary Care, Faculty of Medicine and Health Sciences, Ghent University, Ghent, Belgium
| | - Hanna Van Schoorisse
- Department of Public Health and Primary Care, Faculty of Medicine and Health Sciences, Ghent University, Ghent, Belgium
| | - Dominique Van de Velde
- Department of Rehabilitation Sciences, Faculty of Medicine and Health Sciences, Ghent University, Ghent, Belgium
| | - Joz Motmans
- Department of Languages and Cultures, Faculty of Arts and Philosophy, Ghent University, Ghent, Belgium
- Transgender Infopunt, Ghent University Hospital, Ghent, Belgium
| | - Lutgart Braeckman
- Department of Public Health and Primary Care, Faculty of Medicine and Health Sciences, Ghent University, Ghent, Belgium
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Fox KE, Johnson ST, Berkman LF, Sianoja M, Soh Y, Kubzansky LD, Kelly EL. Organisational- and group-level workplace interventions and their effect on multiple domains of worker well-being: A systematic review. WORK AND STRESS 2021. [DOI: 10.1080/02678373.2021.1969476] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Kimberly E. Fox
- Harvard Center for Population and Development Studies, Harvard University, Cambridge, MA, USA
- Department of Sociology, Bridgewater State University, Bridgewater, MA, USA
| | - Sydney T. Johnson
- Harvard Center for Population and Development Studies, Harvard University, Cambridge, MA, USA
| | - Lisa F. Berkman
- Harvard Center for Population and Development Studies, Harvard University, Cambridge, MA, USA
- Department of Social and Behavioral Sciences, Harvard T.H. Chan School of Public Health, Boston, MA, USA
| | - Marjaana Sianoja
- MIT Sloan School of Management, Cambridge, MA, USA
- Faculty of Social Sciences/Psychology, University of Tampere, Tampere, Finland
| | - Yenee Soh
- Department of Social and Behavioral Sciences, Harvard T.H. Chan School of Public Health, Boston, MA, USA
| | - Laura D. Kubzansky
- Department of Social and Behavioral Sciences, Harvard T.H. Chan School of Public Health, Boston, MA, USA
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Armant A, Ollierou F, Gauvin J, Jeoffrion C, Cougot B, Waelli M, Moret L, Beauvivre K, Fleury-Bahi G, Berrut G, Tripodi D. Psychosocial and Organizational Processes and Determinants of Health Care Workers' (HCW) Health at Work in French Public EHPAD (Assisted Living Residences): A Qualitative Approach Using Grounded Theory. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18147286. [PMID: 34299739 PMCID: PMC8304826 DOI: 10.3390/ijerph18147286] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/24/2021] [Revised: 06/22/2021] [Accepted: 07/03/2021] [Indexed: 11/29/2022]
Abstract
In a context marked by negative health indicators that make structural aspects more salient, this paper aimed at understanding and explaining the processes and determinants at work that positively and negatively interfere with the professionals’ health in the French public nursing home environment. To this purpose, the qualitative approach by grounded theory was chosen. In total, 90 semi-structured interviews were recorded and 43 were transcribed; in addition, 10 observations of 46 participations in meetings and working groups were carried out in four public service and hospital establishments. Our results indicate that the role of health workers, its definition, and its execution are fundamental to the understanding of their health at work. Two protective and constructive processes are involved in the maintenance and development of the professionals’ health in this work, with considerable confrontations with death and suffering: individual and collective control of emotional and cognitive commitment, and the development of resources for formation, information, and cooperation. Nonetheless, they are jeopardized when a lasting imbalance is generated between the work’s demands and the available resources. This leads to a loss spiral in organizational, inter-individual, and individual resources that makes it difficult to sustain work.
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Affiliation(s)
- Anne Armant
- Work and Health Innovation Research Laboratory, Department of Occupational Medicine and Environmental Health, Nantes University Hospital, F 44093 Nantes, France; (A.A.); (F.O.); (J.G.); (B.C.); (K.B.)
- Laboratoire de Psychologie des Pays de la Loire LPPL-EA 4638, Department of Psychology, University of Nantes, F 44000 Nantes, France;
| | - Florian Ollierou
- Work and Health Innovation Research Laboratory, Department of Occupational Medicine and Environmental Health, Nantes University Hospital, F 44093 Nantes, France; (A.A.); (F.O.); (J.G.); (B.C.); (K.B.)
| | - Jules Gauvin
- Work and Health Innovation Research Laboratory, Department of Occupational Medicine and Environmental Health, Nantes University Hospital, F 44093 Nantes, France; (A.A.); (F.O.); (J.G.); (B.C.); (K.B.)
| | - Christine Jeoffrion
- Laboratoire Inter-Universitaire de Psychologie, Personnalité, Cognition et Changement Social LIP/PC2S—EA 4145, Université of Grenoble Alpes, F 38058 Grenoble, France;
| | - Baptiste Cougot
- Work and Health Innovation Research Laboratory, Department of Occupational Medicine and Environmental Health, Nantes University Hospital, F 44093 Nantes, France; (A.A.); (F.O.); (J.G.); (B.C.); (K.B.)
- Qualité de Vie et Santé Psychologique (QualiPsy) EE1901, UFR Arts et Sciences Humaines, University of Tours, F 37000 Tours, France
| | - Mathias Waelli
- Management des Organisation en Santé MOS, EA 7348, Ecole des Hautes Etudes en Santé Publique EHESP, F 35043 Rennes, France;
| | - Leila Moret
- Methods in Patients-Centered Outcomes and Health Research-SPHERE, UMR INSERM U 1246–EA 4275, 22 Bd Bénoni Goullin, University of Nantes, F 42200 Nantes, France;
| | - Kristina Beauvivre
- Work and Health Innovation Research Laboratory, Department of Occupational Medicine and Environmental Health, Nantes University Hospital, F 44093 Nantes, France; (A.A.); (F.O.); (J.G.); (B.C.); (K.B.)
- Laboratoire de Psychologie des Pays de la Loire LPPL-EA 4638, Department of Psychology, University of Nantes, F 44000 Nantes, France;
| | - Ghozlane Fleury-Bahi
- Laboratoire de Psychologie des Pays de la Loire LPPL-EA 4638, Department of Psychology, University of Nantes, F 44000 Nantes, France;
| | - Gilles Berrut
- Gerontology Department, Pôle Hospitalo-Universitaire Gérontologie, Nantes University Hospital, F 44093 Nantes, France;
| | - Dominique Tripodi
- Work and Health Innovation Research Laboratory, Department of Occupational Medicine and Environmental Health, Nantes University Hospital, F 44093 Nantes, France; (A.A.); (F.O.); (J.G.); (B.C.); (K.B.)
- Laboratoire de Psychologie des Pays de la Loire LPPL-EA 4638, Department of Psychology, University of Nantes, F 44000 Nantes, France;
- Correspondence:
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Development of a Questionnaire for Measuring Employees' Perception of Selection, Optimisation and Compensation at the Leadership, Group and Individual Levels. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18126475. [PMID: 34203862 PMCID: PMC8296288 DOI: 10.3390/ijerph18126475] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 05/06/2021] [Revised: 06/10/2021] [Accepted: 06/13/2021] [Indexed: 11/17/2022]
Abstract
This study is the first to develop a questionnaire to measure employees’ perceptions of the use of the action strategies selection, optimisation, and compensation (SOC) beyond the individual level, which has so far been lacking in research and practice. The study thus contributes an important tool for research into the role of SOC strategies at the leadership, group, and individual levels for long and healthy working lives. It may also be used by practitioners as a tool to provide input when developing targeted interventions to support long and healthy working lives. The development of the questionnaire was based on SOC theory, qualitative and cognitive interviews, and existing SOC questionnaires. The validity and reliability of the questionnaire were tested on data from a cross-sectional survey with responses from 785 nurses and 244 dairy workers. Results from confirmatory factor analyses supported the theoretically expected nine-factor structure of the questionnaire in both study populations (nurses and dairy workers). Furthermore, the results largely supported the criterion validity and internal reliability of the scales in the questionnaire. Nevertheless, further validation across additional occupational groups is needed.
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Corbière M, Mazaniello-Chézol M, Lecomte T, Guay S, Panaccio A. Developing a collaborative and sustainable return to work program for employees with common mental disorders: a participatory research with public and private organizations. Disabil Rehabil 2021; 44:5199-5211. [PMID: 34086528 DOI: 10.1080/09638288.2021.1931481] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/09/2023]
Abstract
PURPOSE To disentangle the key steps of the return to work (RTW) process and offer clearer recovery-focused and sustainable RTW for people on sick leave due to common mental disorders (CMDs). METHODS This participatory research involves two large Canadian organizations. In each organization, we established an advisory committee composed of RTW stakeholders. We collected information in semi-structured interviews from RTW stakeholders (n = 26) with each member of the advisory committee in each organization, as well as with employees who had recently experienced CMDs. The interviews examined the RTW process for employees on sick leave due to CMDs as well as RTW stakeholders' perceptions of barriers and facilitators. A thematic approach was used to synthesize the data, following which, results were discussed with the two advisory committees to identify solutions considering key RTW steps. RESULTS Ten common key steps within the three RTW phases emerged from the semi-structured interviews with RTW stakeholders and discussions with the two advisory committees: 1) At the beginning of sickness absence and involvement of disability management team (phase 1), we found 3 steps (e.g., taking charge of the file), 2) during the involvement in treatment rehabilitation with health professionals and preparation of the RTW (phase 2), 4 steps (e.g., RTW preparation), and finally 3) the RTW and follow-up (phase 3) consists of 3 steps (e.g., gradual RTW). CONCLUSION A participatory study involving RTW stakeholders helped identify 10 common key steps within three phases to support RTW sustainability of people with CMDs. Future research will need to address how RTW coordinators intervene in the RTW process of employees with CMDs within these steps.IMPLICATIONS FOR REHABILITATIONRehabilitation professionals will benefit from a detailed description of the RTW process (10 steps spread out over 3 RTW phases), allowing them to standardize it while adopting a personalized approach for the employee on sick leave.Rehabilitation professionals are informed of stakeholders' role and actions required in the RTW process; as such the communication between RTW stakeholders should be improved.RTW coordinators will be able to tailor more precisely their intervention, considering the detailed RTW process and RTW stakeholders' role and actions, and thus will become the pivot occupational health specialists for the RTW process.
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Affiliation(s)
- Marc Corbière
- Research Chair Mental Health and Work, Institut universitaire en santé mentale de Montréal, Montreal, QC, Canada.,Research Centre, Institut universitaire en santé mentale de Montréal, Montreal, QC, Canada.,Department of Education and Pedagogy, Université du Québec à Montréal, Montreal, QC, Canada
| | - Maud Mazaniello-Chézol
- Research Chair Mental Health and Work, Institut universitaire en santé mentale de Montréal, Montreal, QC, Canada.,Research Centre, Institut universitaire en santé mentale de Montréal, Montreal, QC, Canada.,Department of Family Medicine, McGill University, Montreal, QC, Canada
| | - Tania Lecomte
- Research Centre, Institut universitaire en santé mentale de Montréal, Montreal, QC, Canada.,Department of Psychology, Université de Montréal, Montreal, QC, Canada
| | - Stéphane Guay
- Research Centre, Institut universitaire en santé mentale de Montréal, Montreal, QC, Canada.,School of Criminology, Université de Montréal, Montreal, QC, Canada
| | - Alexandra Panaccio
- John Molson School of Business, Concordia University, Montreal, QC, Canada
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Bond CAE, Tsikandilakis M, Stacey G, Hui A, Timmons S. The effects of compassion-based feedback on wellbeing ratings during a professional assessment healthcare task. NURSE EDUCATION TODAY 2021; 99:104788. [PMID: 33524894 DOI: 10.1016/j.nedt.2021.104788] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/19/2020] [Revised: 01/10/2021] [Accepted: 01/18/2021] [Indexed: 06/12/2023]
Abstract
BACKGROUND There is a need for higher education policy to consider how student nurses might be supported to help them to develop the resilience and mental wellbeing needed to cope with stressful environments. Reviews and qualitative research in this area suggest that compassion can improve wellbeing, however, compassion-based feedback is yet to be explored as a pedagogical intervention using quantitative methods. PURPOSE To explore the effect of different feedback types on subjective wellbeing. METHODS In this experimental design, nursing students were presented with three feedback types, 'compassion-based feedback, simple descriptive feedback, and utilitarian feedback' and were asked to provide post-trial ratings of subjective wellbeing, in relation to each type, whilst undertaking a nursing-related task. Participants also rated the helpfulness of 'Type of Feedback'. RESULTS We report a significant difference of 'Type of Feedback' with higher ratings of wellbeing when participants were presented with compassion-based feedback. CONCLUSION Compassion-based feedback could lead to higher wellbeing in educational tasks related to nursing.
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Affiliation(s)
- Carmel A E Bond
- Nottingham University Business School, Centre for Health Innovation Leadership and Learning, University of Nottingham, UK.
| | - Myron Tsikandilakis
- School of Health Sciences, Faculty of Medicine and Health Sciences, University of Nottingham, Nottingham, UK; School of Psychology, University of Nottingham, UK
| | - Gemma Stacey
- School of Health Sciences, Faculty of Medicine and Health Sciences, University of Nottingham, Nottingham, UK
| | - Ada Hui
- School of Health Sciences, Faculty of Medicine and Health Sciences, University of Nottingham, Nottingham, UK
| | - Stephen Timmons
- Nottingham University Business School, Centre for Health Innovation Leadership and Learning, University of Nottingham, UK
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Auzoult L, Priolo D, Blanchet C, Guilbert L. Self- and Coregulation of Health and Performance at Workplace. PSYCHOLOGICAL STUDIES 2021. [DOI: 10.1007/s12646-020-00570-y] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022] Open
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40
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Williams S, Williams J. Traumatic stress sufferers: work as therapy or trigger? MANAGEMENT RESEARCH REVIEW 2021. [DOI: 10.1108/mrr-01-2020-0050] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
While a return to work following trauma exposure can be therapeutic, this is not always so. As with many topics related to traumatic stress in organizations, several contingency factors complicate the effort to draw an overarching conclusion about whether returning to work is therapeutic. The purpose of this paper is to present important determinants of whether work is therapeutic or triggering for those with traumatic stress conditions. The need for contingency approaches in the study of traumatic stress in organizations is illustrated.
Design/methodology/approach
Literature on traumatic stress in organizations is reviewed.
Findings
Three of the key determinants of whether a return to work is therapeutic or triggering for traumatic stress sufferers are trauma-type contingencies, condition-type contingencies and work-setting contingencies. For instance, human-caused and task-related traumas are more likely than natural disasters to make a return-to-work triggering. Additionally, the time since developing a traumatic stress condition is inversely related to the degree of improvement in that condition through the experience of working. Moreover, managerial actions can affect how therapeutic an employee’s return to work is.
Practical implications
These findings suggest the challenges of reintegrating a traumatized employee to the workplace can be highly situation-specific. Careful consideration of the traumatic event suffered by each traumatic stress victim, their traumatic stress condition, and the work setting to which they would return are recommended.
Social implications
Promoting mental health in organizations can contribute to employers’ social performance.
Originality/value
Examination of the factors that complicate predicting whether work is therapeutic posttrauma demonstrates how contingency approaches can advance research on trauma in organizations.
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Nybergh L, Bergström G, Hellman T. Do work- and home-related demands and resources differ between women and men during return-to-work? A focus group study among employees with common mental disorders. BMC Public Health 2020; 20:1914. [PMID: 33334324 PMCID: PMC7745371 DOI: 10.1186/s12889-020-10045-4] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/20/2020] [Accepted: 12/10/2020] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Common mental disorders present the main reason for registered sick leave in Sweden today, and women are at a higher risk of such sick leave than men. The aim of our study was to explore how the experiences of work- and home-related demands as well as resources influence return-to-work among employees sick-listed for common mental disorders in Sweden. Specifically, we aimed to explore similarities and differences in patterns of experiences among women and men. METHODS A qualitative design with semi-structured focus group interviews was applied. One pilot interview and six additional focus groups, with a total of 28 participants, were conducted. The focus group discussions were audiotaped and transcribed verbatim. Data was analyzed with conventional content analysis. RESULTS The analysis resulted in four main categories and eight sub-categories. While the study aim was to explore aspects of work and home, additional considerations related to internal demands and involved actors were also found. The main and sub-categories were "Home-related demands and resources" (sub-categories: "Not on sick leave for home-related demands", "Feeling responsible for relationships and the well-being of others", "An affected economy" and "Finding energizing activities and creating routines"), "Work-related demands and resources" (sub-categories: "Encountering tough emotions and an over-bearing feeling of responsibility at work", "Continued work-related demands create un-certainty about the future", "Loss of boundaries" and "(Desired) support from managers and colleagues"), "Internal demands and resources" and "Demands and resources linked to involved actors". The experiences described among women and men were similar in some categories while patterns of experiences differed in others. CONCLUSIONS Home-related demands and resources influence return-to-work among women and men sick-listed for common mental disorders in Sweden, also when work-related demands are experienced as the main reason for the sick leave period. Furthermore, several of these aspects were described differently among women and men, which highlights the need to consider possible gender differences in relation to return-to-work, while maintaining attention to individual variations.
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Affiliation(s)
- Lotta Nybergh
- Unit of Intervention and Implementation Research for Worker Health, Institute of Environmental Medicine, Karolinska Institutet, Nobels Väg 13, Box 210, SE-171 77, Stockholm, Sweden.
| | - Gunnar Bergström
- Unit of Intervention and Implementation Research for Worker Health, Institute of Environmental Medicine, Karolinska Institutet, Nobels Väg 13, Box 210, SE-171 77, Stockholm, Sweden.,Department of Occupational Health Sciences and Psychology, University of Gävle, 801 76, Gävle, Sweden
| | - Therese Hellman
- Unit of Intervention and Implementation Research for Worker Health, Institute of Environmental Medicine, Karolinska Institutet, Nobels Väg 13, Box 210, SE-171 77, Stockholm, Sweden.,Occupational and Environmental Medicine, Department of Medical Sciences, Uppsala University, Uppsala University Hospital, 751 85, Uppsala, Sweden
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De Angelis M, Giusino D, Nielsen K, Aboagye E, Christensen M, Innstrand ST, Mazzetti G, van den Heuvel M, Sijbom RB, Pelzer V, Chiesa R, Pietrantoni L. H-WORK Project: Multilevel Interventions to Promote Mental Health in SMEs and Public Workplaces. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:E8035. [PMID: 33142745 PMCID: PMC7662282 DOI: 10.3390/ijerph17218035] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/30/2020] [Revised: 10/27/2020] [Accepted: 10/28/2020] [Indexed: 12/31/2022]
Abstract
The paper describes the study design, research questions and methods of a large, international intervention project aimed at improving employee mental health and well-being in SMEs and public organisations. The study is innovative in multiple ways. First, it goes beyond the current debate on whether individual- or organisational-level interventions are most effective in improving employee health and well-being and tests the cumulative effects of multilevel interventions, that is, interventions addressing individual, group, leader and organisational levels. Second, it tailors its interventions to address the aftermaths of the Covid-19 pandemic and develop suitable multilevel interventions for dealing with new ways of working. Third, it uses realist evaluation to explore and identify the working ingredients of and the conditions required for each level of intervention, and their outcomes. Finally, an economic evaluation will assess both the cost-effectiveness analysis and the affordability of the interventions from the employer perspective. The study integrates the training transfer and the organisational process evaluation literature to develop toolkits helping end-users to promote mental health and well-being in the workplace.
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Affiliation(s)
- Marco De Angelis
- Department of Psychology, Alma Mater Studiorum—University of Bologna, 40126 Bologna, Italy; (D.G.); (R.C.); (L.P.)
| | - Davide Giusino
- Department of Psychology, Alma Mater Studiorum—University of Bologna, 40126 Bologna, Italy; (D.G.); (R.C.); (L.P.)
| | - Karina Nielsen
- Institute of Work Psychology, Sheffield University Management School, University of Sheffield, Sheffield S10 FL, UK;
| | - Emmanuel Aboagye
- Institute of Environmental Medicine, Karolinska Institute, 171 65 Stockholm, Sweden;
| | - Marit Christensen
- Department of Psychology, Norwegian University of Science and Technology, N-7941 Trondheim, Norway; (M.C.); (S.T.I.)
| | - Siw Tone Innstrand
- Department of Psychology, Norwegian University of Science and Technology, N-7941 Trondheim, Norway; (M.C.); (S.T.I.)
| | - Greta Mazzetti
- Department of Education Studies, Alma Mater Studiorum—University of Bologna, 40126 Bologna, Italy;
| | - Machteld van den Heuvel
- Department of Work and Organizational Psychology, University of Amsterdam, 1018 WS Amsterdam, The Netherlands; (M.v.d.H.); (R.B.L.S.); (V.P.)
| | - Roy B.L. Sijbom
- Department of Work and Organizational Psychology, University of Amsterdam, 1018 WS Amsterdam, The Netherlands; (M.v.d.H.); (R.B.L.S.); (V.P.)
| | - Vince Pelzer
- Department of Work and Organizational Psychology, University of Amsterdam, 1018 WS Amsterdam, The Netherlands; (M.v.d.H.); (R.B.L.S.); (V.P.)
| | - Rita Chiesa
- Department of Psychology, Alma Mater Studiorum—University of Bologna, 40126 Bologna, Italy; (D.G.); (R.C.); (L.P.)
| | - Luca Pietrantoni
- Department of Psychology, Alma Mater Studiorum—University of Bologna, 40126 Bologna, Italy; (D.G.); (R.C.); (L.P.)
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Smith P, LaMontagne AD, Lilley R, Hogg-Johnson S, Sim M. Are there differences in the return to work process for work-related psychological and musculoskeletal injuries? A longitudinal path analysis. Soc Psychiatry Psychiatr Epidemiol 2020; 55:1041-1051. [PMID: 32047973 DOI: 10.1007/s00127-020-01839-3] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/25/2019] [Accepted: 02/03/2020] [Indexed: 11/24/2022]
Abstract
PURPOSE To examine differences in the return to work (RTW) process for workers' compensation claimants with psychological injuries compared to those with musculoskeletal (MSK) injuries. METHODS We collected data from 869 workers' compensation claimants in Victoria, Australia, at three time points over a 12-month period (21% with psychological injury claims). RTW was assessed through self-report. Potential mediators were identified at the personal, health-care provider, workplace and system levels. The relationships between injury type, mediating factors and RTW were assessed using path analysis, with adjustment for confounders through inverse probability weighting. RESULTS We observed better RTW outcomes for claimants with MSK injuries (compared to those with psychological injuries) at T1 and T2, but not at T3. We also observed differences between psychological injuries and MSK injuries and all but two of the mediating factors examined. These differences, in particular related to supervisor response to injury, consultative RTW planning and offers of accommodation, as well as differences in mental health symptoms, explained approximately two-thirds of differences in RTW between injury types at T1. Differences in RTW at T2 were explained by mediating factors, and differences in RTW at T1. CONCLUSION Claimants with work-related psychological injuries experience a variety of challenges in RTW compared to those with MSK injuries. While treating and preventing further exacerbation of psychological symptoms should remain an important part of the rehabilitation process, other modifiable factors, in particular supervisor response to injury and consultative RTW planning and modified duties, should be prioritised to reduce inequalities in RTW across injury types.
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Affiliation(s)
- Peter Smith
- Institute for Work and Health, 481 University Ave, Suite 800, Toronto, ON, M5G 2E9, Canada. .,Department of Epidemiology and Preventive Medicine, Monash University, Victoria, Australia. .,Dalla Lana School of Public Health, University of Toronto, Toronto, ON, Canada.
| | | | - Rebbecca Lilley
- Department of Preventive and Social Medicine, University of Otago, Dunedin, New Zealand
| | - Sheilah Hogg-Johnson
- Institute for Work and Health, 481 University Ave, Suite 800, Toronto, ON, M5G 2E9, Canada.,Canadian Memorial Chiropractic College, North York, ON, Canada
| | - Malcolm Sim
- Department of Epidemiology and Preventive Medicine, Monash University, Victoria, Australia
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Herttuala N, Kokkinen L, Konu A. Social- and healthcare managers' work wellbeing – literature review and key informant interviews. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2020. [DOI: 10.1108/ijwhm-05-2019-0077] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this study was to describe factors that support and prevent managers' work wellbeing by reviewing international studies and interviewing Finnish social- and healthcare managers.Design/methodology/approachTwenty-two studies were identified in the systematic literature search. Seven social care and healthcare managers were recruited to participate in thematic interviews. Data were analyzed by using content analysis.FindingsSupportive and preventive factors for managers' work wellbeing were identified in the literature review, including managerial position, decision latitude, job control, social support and ethical culture at the workplace. The interviews further suggested that the supportive and preventive factors affecting social and healthcare managers' work wellbeing could be divided into five broad categories: (1) Individual factors, (2) Social factors, (3) Professional support from one's own manager, (4) Work-related factors and (5) Organizational factors.Originality/valueWe conducted a systematic literature search together with expert interviews to find the factors most crucial to managers' work wellbeing. These findings can assist social and healthcare organizations and policymakers to pay attention to these factors as well as in policies guiding them.
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Di Tecco C, Nielsen K, Ghelli M, Ronchetti M, Marzocchi I, Persechino B, Iavicoli S. Improving Working Conditions and Job Satisfaction in Healthcare: A Study Concept Design on a Participatory Organizational Level Intervention in Psychosocial Risks Management. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17103677. [PMID: 32456147 PMCID: PMC7277570 DOI: 10.3390/ijerph17103677] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 02/26/2020] [Revised: 05/16/2020] [Accepted: 05/19/2020] [Indexed: 12/22/2022]
Abstract
This paper contributes to the literature on organizational interventions on occupational health by presenting a concept study design to test the efficacy of a Participatory Organizational-level Intervention to improve working conditions and job satisfaction in Healthcare. The Participatory Organizational-level Intervention is developed using the Italian methodology to assess and manage psychosocial risks tailored to Healthcare. We added an additional step: evaluation, aiming to examine how the intervention works, what worked for whom and in which circumstances. This ongoing study is conducted in collaboration with two large Italian hospitals (more than 7000 employees). The study design comprises a quasi-experimental approach consisting of five phases and surveys distributed pre- and post-intervention aiming to capture improvements in working conditions and job satisfaction. Moreover, to evaluate the efficacy of the Intervention in terms of process and content, we use a realist evaluation to test Context-Mechanisms-Outcome (CMO) configurations. We collect contextual factors at baseline and during and post-intervention process data on the key principles of line manager support and employees participation. This study is expected to provide insights on methods and strategies to improve working conditions and employees’ job satisfaction and on national policies in the occupational health framework.
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Affiliation(s)
- Cristina Di Tecco
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian National Workers Compensation Authority, via Fontana Candida, Monte Porzio Catone, 00078 Rome, Italy; (C.D.T.); (M.G.); (I.M.); (B.P.); (S.I.)
| | - Karina Nielsen
- Institute of Work Psychology, Sheffield University Management School, University of Sheffield, Sheffield S10 2TN, UK;
| | - Monica Ghelli
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian National Workers Compensation Authority, via Fontana Candida, Monte Porzio Catone, 00078 Rome, Italy; (C.D.T.); (M.G.); (I.M.); (B.P.); (S.I.)
| | - Matteo Ronchetti
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian National Workers Compensation Authority, via Fontana Candida, Monte Porzio Catone, 00078 Rome, Italy; (C.D.T.); (M.G.); (I.M.); (B.P.); (S.I.)
- Correspondence: ; Tel.: +39-0694181578
| | - Ivan Marzocchi
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian National Workers Compensation Authority, via Fontana Candida, Monte Porzio Catone, 00078 Rome, Italy; (C.D.T.); (M.G.); (I.M.); (B.P.); (S.I.)
- Department of Psychology, Sapienza University of Rome, Via dei Marsi, 78, 00185 Rome, Italy
| | - Benedetta Persechino
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian National Workers Compensation Authority, via Fontana Candida, Monte Porzio Catone, 00078 Rome, Italy; (C.D.T.); (M.G.); (I.M.); (B.P.); (S.I.)
| | - Sergio Iavicoli
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian National Workers Compensation Authority, via Fontana Candida, Monte Porzio Catone, 00078 Rome, Italy; (C.D.T.); (M.G.); (I.M.); (B.P.); (S.I.)
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Predicting Sustainable Employability in Swedish Healthcare: The Complexity of Social Job Resources. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17041200. [PMID: 32069935 PMCID: PMC7068286 DOI: 10.3390/ijerph17041200] [Citation(s) in RCA: 16] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 01/23/2020] [Accepted: 02/10/2020] [Indexed: 11/30/2022]
Abstract
Achieving sustainable employability (SE), i.e., when employees are able to continue working in a productive, satisfactory, and healthy manner, is a timely challenge for healthcare. Because healthcare is a female-dominated sector, our paper investigated the role of social job resources in promoting SE. To better illustrate the complexity of the organizational environment, we incorporated resources that operate at different levels (individual, group) and in different planes (horizontal, vertical): trust (individual-vertical), teamwork (group-horizontal), and transformational leadership (group-vertical). Based on the job demands-resources model, we predicted that these resources initiate the motivational process and thus promote SE. To test these predictions, we conducted a 3-wave study in 42 units of a healthcare organization in Sweden. The final study sample consisted of 269 professionals. The results of the multilevel analyses demonstrated that, at the individual level, vertical trust was positively related to all three facets of SE. Next, at the group level, teamwork had a positive link with employee health and productivity, while transformational leadership was negatively related to productivity. These findings underline the importance of acknowledging the levels and planes at which social job resources operate to more accurately capture the complexity of organizational phenomena and to design interventions that target the right level of the environment.
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Jenny GJ, Bauer GF, Füllemann D, Broetje S, Brauchli R. "Resources-Demands Ratio": Translating the JD-R-Model for company stakeholders. J Occup Health 2020; 62:e12101. [PMID: 31773879 PMCID: PMC6970389 DOI: 10.1002/1348-9585.12101] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/06/2019] [Revised: 10/23/2019] [Accepted: 11/11/2019] [Indexed: 12/03/2022] Open
Abstract
OBJECTIVES Practitioners and organizational leaders are calling for practical ways to explain and monitor factors that affect workplace health and productivity. This article builds on the well-established Job Demands-Resources (JD-R) model and proposes an empirically tested ratio that aggregates indicators of job resources and demands. In this study, we calculate a ratio of generalizable job resources and demands derived from the JD-R model and then translate the ratio into the language of company stakeholders. METHODS We calculated a ratio based on measures applied in a large stress management intervention study (n = 2983) and report the findings from cross-sectional analysis with health and productivity outcomes from same-source and separate-source data. RESULTS Findings showed a strong and unambiguous increase in health and productivity measures with each step of increase in the ratio. Loss in explained variance due to aggregation of two factors into a single ratio is small for measures which are known to be predicted by both factors simultaneously. CONCLUSIONS A translation and visualization of the ratio that is accessible to practitioners and organizational leaders is presented and its use in companies discussed.
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Affiliation(s)
- Gregor J. Jenny
- Center of SalutogenesisDivision of Public and Organizational Health, Epidemiology, Biostatistics and Prevention InstituteUniversity of ZurichZürichSwitzerland
| | - Georg F. Bauer
- Center of SalutogenesisDivision of Public and Organizational Health, Epidemiology, Biostatistics and Prevention InstituteUniversity of ZurichZürichSwitzerland
| | - Désirée Füllemann
- Applied PsychologyUniversity of Applied Sciences and Arts Northwestern SwitzerlandOltenSwitzerland
| | - Sylvia Broetje
- Center of SalutogenesisDivision of Public and Organizational Health, Epidemiology, Biostatistics and Prevention InstituteUniversity of ZurichZürichSwitzerland
| | - Rebecca Brauchli
- Center of SalutogenesisDivision of Public and Organizational Health, Epidemiology, Biostatistics and Prevention InstituteUniversity of ZurichZürichSwitzerland
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Armaou M, Konstantinidis S, Blake H. The Effectiveness of Digital Interventions for Psychological Well-Being in the Workplace: A Systematic Review Protocol. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2019; 17:E255. [PMID: 31905882 PMCID: PMC6981473 DOI: 10.3390/ijerph17010255] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/15/2019] [Revised: 12/23/2019] [Accepted: 12/25/2019] [Indexed: 11/29/2022]
Abstract
OBJECTIVE Psychological well-being has been associated with desirable individual and organisational outcomes. This systematic review aims to assess the effectiveness of digital interventions for the improvement of psychological well-being and/or the prevention/management of poor mental well-being in the workplace. METHODS This review protocol is registered in PROSPERO (CRD42019142428). Scientific databases including MEDLINE, Web of Science, CINAHL, PsycINFO, Cochrane Register of Controlled Trials (CENTRAL) and EMBASE will be searched for relevant studies published between January 1990 and July 2019. Studies will be included if they report specific primary and secondary outcomes of digital interventions delivered to adults in the workplace for the improvement of their psychological wellbeing and/or the prevention/management of poor mental well-being and were published in English. Following screening of titles and abstracts, full texts of potentially eligible papers will be screened in duplicate to identify studies that assess the effectiveness of those digital interventions. Discrepancies will be resolved through consensus or by consulting a third reviewer. An integrated narrative synthesis will assess included studies' findings, and a meta-analysis will be performed if included studies appear to be homogeneous. The "Cochrane Collaboration's Risk of Bias" tool and the JBI (Joanna Briggs Institute) Critical Appraisal Checklist for Quasi-Experimental Studies will be used to appraise included studies. CONCLUSION The results of this work will provide recommendations on the use of digital interventions for the promotion of psychological well-being at work. It will also guide the development of future workplace digital interventions and subsequent primary research in this field.
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Affiliation(s)
- Maria Armaou
- School of Health Sciences, University of Nottingham, Nottingham NG7 2HA, UK; (S.K.); (H.B.)
| | - Stathis Konstantinidis
- School of Health Sciences, University of Nottingham, Nottingham NG7 2HA, UK; (S.K.); (H.B.)
| | - Holly Blake
- School of Health Sciences, University of Nottingham, Nottingham NG7 2HA, UK; (S.K.); (H.B.)
- National Institute for Health Research (NIHR) Nottingham Biomedical Research Centre, Nottingham, NG7 2UH, UK
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Ruhle SA, Breitsohl H, Aboagye E, Baba V, Biron C, Correia Leal C, Dietz C, Ferreira AI, Gerich J, Johns G, Karanika-Murray M, Lohaus D, Løkke A, Lopes SL, Martinez LF, Miraglia M, Muschalla B, Poethke U, Sarwat N, Schade H, Steidelmüller C, Vinberg S, Whysall Z, Yang T. “To work, or not to work, that is the question” – Recent trends and avenues for research on presenteeism. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2019. [DOI: 10.1080/1359432x.2019.1704734] [Citation(s) in RCA: 16] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
Affiliation(s)
- S. A. Ruhle
- Faculty of Business Administration and Economics, Heinrich-Heine-University Düsseldorf, Düsseldorf, Germany
| | - H. Breitsohl
- Human Resources, Leadership, and Organization, University of Klagenfurt, Klagenfurt, Austria
| | - E. Aboagye
- Institute of Environmental Medicine, Karolinska Institute, Stockholm, Sweden
| | - V. Baba
- DeGroote School of Business, McMaster University, Hamilton, Canada
| | - C. Biron
- Department of Management, Laval University, Québec, Canada
| | - C. Correia Leal
- Business Research Unit (BRU-IUL), Instituto Universitário de Lisboa (ISCTE-IUL), Lisbon, Portugal
| | - C. Dietz
- Faculty of Life Sciences, Leipzig University, Leipzig, Germany
| | - A. I. Ferreira
- Business Research Unit (BRU-IUL), Instituto Universitário de Lisboa (ISCTE-IUL), Lisbon, Portugal
| | - J. Gerich
- Institute for Sociology, Johannes Kepler Universitat Linz, Linz, Austria
| | - G. Johns
- John Molson School of Business, Concordia University, Montreal, Canada
- Sauder School of Business, University of British Columbia, Vancouver, Canada
| | | | - D. Lohaus
- Department of Business Psychology, University of Applied SciencesDarmstadt, Darmstadt, Germany
| | - A. Løkke
- Department of Management, Aarhus University, Aarhus, Denmark
| | - S. L. Lopes
- Business Research Unit (BRU-IUL), Instituto Universitário de Lisboa (ISCTE-IUL), Lisbon, Portugal
| | - L. F. Martinez
- Nova School of Business and Economics, Universidade Nova de Lisboa, Carcavelos, Portugal
| | - M. Miraglia
- University of Liverpool Management School, University of Liverpool, Liverpool, UK
| | - B. Muschalla
- Technische Universität Braunschweig, Braunschweig, Germany
| | - U. Poethke
- Center for Higher Education, TU Dortmund University, Dortmund, Germany
| | - N. Sarwat
- Institute of Management Sciences, Bahauddin Zakariya University, Multan, Pakistan
| | - H. Schade
- Department of Psychology, Chemnitz University of Technology, Chemnitz, Germany
| | - C. Steidelmüller
- Federal Institute for Occupational Safety and Health, Dortmund, Germany
| | - S. Vinberg
- Department of Health Sciences, Mid Sweden University, Sundsvall, Sweden
| | - Z. Whysall
- Nottingham Business School, Nottingham Trent University, Nottingham, UK
| | - T. Yang
- Faculty of Organization and Human Resource, Beijing Institute of Technology, Beijing, China
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Sikora A, Schneider G, Stegmann R, Wegewitz U. Returning to work after sickness absence due to common mental disorders: study design and baseline findings from an 18 months mixed methods follow-up study in Germany. BMC Public Health 2019; 19:1653. [PMID: 31823752 PMCID: PMC6902352 DOI: 10.1186/s12889-019-7999-z] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/06/2019] [Accepted: 11/22/2019] [Indexed: 01/14/2023] Open
Abstract
Background With nearly 30 % of the general population experiencing one mental disorder in 12 months, common mental disorders (CMDs) are highly prevalent in Germany and mainly affect the workforce. Therefore, the processes of successfully returning to work (RTW) and achieving a sustainable RTW (SRTW) are important not only for recovery but the prevention of negative consequences like job loss or disability retirement. While factors influencing and predicting the time until RTW are well-investigated in other countries, research on determinants of RTW and SRTW has received little attention in Germany. Consequently, this study aims to investigate the RTW and SRTW processes due to CMDs from the employees´ perspective in Germany. Methods This prospective cohort study uses a convergent parallel mixed methods design with a quantitative sample and qualitative sub-sample. Two hundred eighty-six participants of the quantitative study and a sub-sample of 32 participants of the qualitative study were included. The primary outcome of the quantitative study is the time until RTW and full RTW. The secondary outcome is the sustainability of RTW. The following measures will be used to cover work-, RTW- and health-related factors: working time, duration of sickness absences, functional ability, work ability, RTW self-efficacy, social support, work-privacy conflict, job satisfaction, job crafting and depressive symptoms. Quantitative and qualitative data will be integrated at the end. Discussion The paper provides an overview on study design, recruitment, sample characteristics and baseline findings of an 18 months mixed methods follow-up study in Germany. This study will provide evidence of (S)RTW processes and its influencing factors due to CMDs in Germany and therefore contribute to further improvement of its (S)RTW practices. Trial registration German Clinical Trials Register (ID: DRKS00010903, July 28, 2017, retrospectively registered).
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Affiliation(s)
- Alexandra Sikora
- Federal Institute for Occupational Safety and Health (BAuA), Nöldnerstr. 40-42, 10317, Berlin, Germany.
| | - Gundolf Schneider
- Federal Institute for Occupational Safety and Health (BAuA), Nöldnerstr. 40-42, 10317, Berlin, Germany
| | - Ralf Stegmann
- Federal Institute for Occupational Safety and Health (BAuA), Nöldnerstr. 40-42, 10317, Berlin, Germany
| | - Uta Wegewitz
- Federal Institute for Occupational Safety and Health (BAuA), Nöldnerstr. 40-42, 10317, Berlin, Germany
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