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Couser GP, Stevens AM, Arndt HD, Nation JL, Breitinger SA, Lafferty DS, Sawchuk CN. Improving Supervisor Confidence in Responding to Distressed Health Care Employees. Jt Comm J Qual Patient Saf 2024; 50:209-218. [PMID: 38071188 DOI: 10.1016/j.jcjq.2023.10.013] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/31/2023] [Revised: 10/26/2023] [Accepted: 10/27/2023] [Indexed: 03/01/2024]
Abstract
BACKGROUND Professional distress and burnout are increasingly common among health professionals. This trend prompted stakeholders at a large multicenter health care system to survey supervisors for improvement opportunities. The stakeholders learned that workplace leaders lacked tools and direction for appropriately responding to distressed employees. The authors implemented a supervisor training video on providing resources to improve employee mental health. METHODS Using the DMAIC (Define, Measure, Analyze, Improve, and Control) methodology, the authors conducted key stakeholder interviews to identify strengths, weaknesses, opportunities, and threats. Next, an e-mail survey was administered to a representative sample of supervisors that asked about degree of confidence in responding appropriately to distressed employees, with the response options "very confident," "somewhat confident," and "not at all confident." After identifying factors contributing to low supervisor confidence, the research team developed and disseminated a six-minute, on-demand video to train supervisors to respond appropriately to employees during a mental health crisis. The same group of supervisors were surveyed using the same survey after exposure to the video, and responses were collected from those who had viewed the video but had not answered the preintervention survey. RESULTS The proportion of supervisors who responded "not at all confident" in the survey decreased from 7.1% (15/210) of responses to 0.8% (1/123), while the proportion of supervisors who chose "somewhat confident" increased significantly, from 62.9% (132/210) to 69.1% (85/123) (p = 0.03). Of the 28 supervisors who had not participated in the presurvey and viewed the video, none indicated that they were "not at all confident." The percentage of supervisors who felt distress "sometimes" or more frequently from navigating and supporting employee emotional concerns decreased nonsignificantly from 41.9% (88/210) to 37.4% (46/123) (p = 0.87). CONCLUSION Simple, on-demand supervisor training videos can improve the confidence of supervisors to respond appropriately to distressed employees, which may indirectly contribute to improved employee mental health.
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Dannheim I, Ludwig-Walz H, Buyken AE, Grimm V, Kroke A. Effectiveness of health-oriented leadership interventions for improving health and wellbeing of employees: a systematic review. J Public Health (Oxf) 2021. [DOI: 10.1007/s10389-021-01664-1] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/04/2023] Open
Abstract
Abstract
Aim
To identify and summarize the evidence for the effect of health-oriented leadership interventions on health and well-being outcomes at the employee level following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses statement (Moher et al. 2009).
Subject and Methods
A systematic search of relevant studies was conducted in multiple databases. Randomized controlled trials (RCTs), cluster-randomized controlled trials (cRCTs) and controlled before–after studies (CBAs) were included based on the following criteria: interventions that addressed supervisors, to raise awareness for the importance of health issues, teach mindfulness practices for conscious awareness, reduce stress and promote resources at the level of individual behavior, and evaluated the effect on at least one outcome of psychomental stress, absenteeism and well-being on the employee level.
Results
Of 6126 publications retrieved, ten studies were identified for analysis. Significant effects of leadership training were reported on exhaustion tendency, self-reported sickness absence, work-related sickness absence and job satisfaction in studies comparing health-oriented training programs to no intervention. Studies comparing health-oriented leadership training to other training did not report significant effects. Risk of bias was judged to be high in seven studies and unclear in three studies.
Conclusion
Evidence for the effectiveness of health-oriented leadership interventions on employees’ stress, absenteeism or well-being is judged to be low, clearly indicating the need for more and higher-quality research.
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Xie GH, Wang LP, Khan A. An Assessment of Social Media Usage Patterns and Social Capital: Empirical Evidence From the Agricultural Systems of China. Front Psychol 2021; 12:767357. [PMID: 34777178 PMCID: PMC8581198 DOI: 10.3389/fpsyg.2021.767357] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/30/2021] [Accepted: 10/06/2021] [Indexed: 11/13/2022] Open
Abstract
This research offers a theoretical model to measure the impact of social media usage on social capital in the agricultural system of China. Furthermore, this research also investigates the relationship between agricultural policies related to entrepreneurship training and social media usage. A total of 589 questionnaires were distributed in the training courses of Fujian Agricultural Vocational Technology College, and, Fuzhou, Quanzhou, Jianning, and Liancheng counties and cities in Fujian during winter and summer vacations to target new vocational farmers. The results show that social use, hedonic use, and cognitive use of social media significantly impacted both bridging and bonding social capital. Furthermore, the results of the study suggest that entrepreneurs who have participated in the training have significantly higher levels of social use and cognitive use than those who have not been trained. The findings of this paper have implications for the digital transformation by agricultural entrepreneurs in recognition of the role of sustainable education and learning in entrepreneurial activities and the utilization of social and cognitive functions of social media to acquire and accumulate social capital and provide support for sustainable agriculture and rural development. Furthermore, the concepts of sustainability-driven agriculture in the digital transformational framework were also studied and it was indicated that transformed agriculture can effectively deal with the present challenges.
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Affiliation(s)
- Gui-Hua Xie
- College of Economics and Management, Fujian Agriculture and Forestry University, Fuzhou, China.,College of Business Administration, Fujian Business University, Fuzhou, China
| | - Lin-Ping Wang
- College of Economics and Management, Fujian Agriculture and Forestry University, Fuzhou, China
| | - Asif Khan
- Department of Marketing and Distribution Management, College of Management, National Kaohsiung University of Science and Technology, Kaohsiung, Taiwan
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Universal and Selective Interventions to Prevent Poor Mental Health Outcomes in Young People: Systematic Review and Meta-analysis. Harv Rev Psychiatry 2021; 29:196-215. [PMID: 33979106 DOI: 10.1097/hrp.0000000000000294] [Citation(s) in RCA: 23] [Impact Index Per Article: 7.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 02/06/2023]
Abstract
BACKGROUND Much is not known about the efficacy of interventions to prevent poor mental health outcomes in young people by targeting either the general population (universal prevention) or asymptomatic individuals with high risk of developing a mental disorder (selective prevention). METHODS We conducted a PRISMA/MOOSE-compliant systematic review and meta-analysis of Web of Science to identify studies comparing post-test efficacy (effect size [ES]; Hedges' g) of universal or selective interventions for poor mental health outcomes versus control groups, in samples with mean age <35 years (PROSPERO: CRD42018102143). Measurements included random-effects models, I2 statistics, publication bias, meta-regression, sensitivity analyses, quality assessments, number needed to treat, and population impact number. RESULTS 295 articles (447,206 individuals; mean age = 15.4) appraising 17 poor mental health outcomes were included. Compared to control conditions, universal and selective interventions improved (in descending magnitude order) interpersonal violence, general psychological distress, alcohol use, anxiety features, affective symptoms, other emotional and behavioral problems, consequences of alcohol use, posttraumatic stress disorder features, conduct problems, tobacco use, externalizing behaviors, attention-deficit/hyperactivity disorder features, and cannabis use, but not eating-related problems, impaired functioning, internalizing behavior, or sleep-related problems. Psychoeducation had the highest effect size for ADHD features, affective symptoms, and interpersonal violence. Psychotherapy had the highest effect size for anxiety features. CONCLUSION Universal and selective preventive interventions for young individuals are feasible and can improve poor mental health outcomes.
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Relationship between number of menopausal symptoms and work performance in Japanese working women. ACTA ACUST UNITED AC 2020; 28:175-181. [PMID: 33235035 DOI: 10.1097/gme.0000000000001698] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE The presence of various menopausal symptoms could decrease work performance because symptom management strategies differ, and it is difficult to control all symptoms at work. The aim of this study was to examine the relationship between the number of menopausal symptoms experienced and work performance in working women. METHODS An online cross-sectional study was conducted with 599 working Japanese women aged 45 to 65 years. To represent work performance, absolute presenteeism was measured using the Japanese version of the World Health Organization and Work Performance Questionnaire short form, and menopausal symptoms were measured using the Greene Climacteric Scale. The total number of subscales on which a participant scored more than one point represented the number of menopausal symptoms. RESULTS Participants' mean age was 54.2 years, and 60.6% were postmenopausal. Their mean Greene Climacteric Scale score and mean absolute presenteeism score were 10.5 ± 10.6 and 61.7 ± 17.9, respectively. The proportions of participants who provided care for a family member, who had chronic disease, and who undertook regular exercise were significantly different among the four groups. After adjusting for other factors, absolute presenteeism was negatively correlated with the number of menopausal symptoms experienced (β = -0.13, P < 0.001). CONCLUSIONS Higher numbers of menopausal symptoms were correlated with lower work performance. The maintenance of health and the provision of appropriate working environments would help working women and improve work performance by reducing menopausal symptoms.
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A Cluster Randomized Controlled Trial to Evaluate HeadCoach: An Online Mental Health Training Program for Workplace Managers. J Occup Environ Med 2020; 61:545-551. [PMID: 31045851 DOI: 10.1097/jom.0000000000001597] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE Mental ill-health is now the leading cause of sickness absence and occupational incapacity in high-income countries. This study evaluated HeadCoach online manager training, designed to improve confidence, and managerial behaviors that create mentally healthy workplaces. METHODS A cluster randomized controlled trial was conducted comparing managers who received HeadCoach (N = 87) to waitlist control (N = 123). Managers' confidence and behavior were investigated at baseline, postintervention, and follow-up. Psychological distress of direct reports was evaluated. RESULTS Confidence significantly increased postintervention only; however, per-protocol analyses indicated a significant improvement for program completers compared with control at both time points. Responsive and preventive behaviors significantly improved. Psychological distress of direct reports remained unchanged. CONCLUSIONS HeadCoach online mental health training is an effective and scalable way to improve managers' confidence and workplace practices around mental health. The impact on direct reports remains unknown.
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Kuehnl A, Seubert C, Rehfuess E, von Elm E, Nowak D, Glaser J. Human resource management training of supervisors for improving health and well-being of employees. Cochrane Database Syst Rev 2019; 9:CD010905. [PMID: 31560414 PMCID: PMC6764461 DOI: 10.1002/14651858.cd010905.pub2] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
Abstract
BACKGROUND Many workers suffer from work-related stress and are at increased risk of work-related cardiovascular, musculoskeletal, or mental disorders. In the European Union the prevalence of work-related stress was estimated at about 22%. There is consensus that stress, absenteeism, and well-being of employees can be influenced by leadership behaviour. Existing reviews predominantly included cross-sectional and non-experimental studies, which have limited informative value in deducing causal relationships between leadership interventions and health outcomes. OBJECTIVES To assess the effect of four types of human resource management (HRM) training for supervisors on employees' psychomental stress, absenteeism, and well-being. We included training aimed at improving supervisor-employee interaction, either off-the-job or on-the-job training, and training aimed at improving supervisors' capability of designing the work environment, either off-the-job or on-the-job training. SEARCH METHODS In May 2019 we searched CENTRAL, MEDLINE, four other databases, and most relevant trials registers (ICTRP, TroPHI, ClinicalTrials.gov). We did not impose any language restrictions on the searches. SELECTION CRITERIA We included randomised controlled trials (RCT), cluster-randomised controlled trials (cRCT), and controlled before-after studies (CBA) with at least two intervention and control sites, which examined the effects of supervisor training on psychomental stress, absenteeism, and well-being of employees within natural settings of organisations by means of validated measures. DATA COLLECTION AND ANALYSIS At least two authors independently screened abstracts and full texts, extracted data and assessed the risk of bias of included studies. We analysed study data from intervention and control groups with respect to different comparisons, outcomes, follow-up time, study designs, and intervention types. We pooled study results by use of standardised mean differences (SMD) with 95% confidence intervals when possible. We assessed the quality of evidence for each outcome using the GRADE approach. MAIN RESULTS We included 25 studies of which 4 are awaiting assessment. The 21 studies that could be analysed were 1 RCT, 14 cRCTs and 6 CBAs with a total of at least 3479 employees in intervention and control groups. We judged 12 studies to have an unclear risk of bias and the remaining nine studies to have a high risk of bias. Sixteen studies focused on improving supervisor-employee interaction, whereas five studies aimed at improving the design of working environments by means of supervisor training.Training versus no interventionWe found very low-quality evidence that supervisor training does not reduce employees' stress levels (6 studies) or absenteeism (1 study) when compared to no intervention, regardless of intervention type or follow-up. We found inconsistent, very low-quality evidence that supervisor training aimed at employee interaction may (2 studies) or may not (7 studies) improve employees' well-being when compared to no intervention. Effects from two studies were not estimable due to missing data.Training versus placeboWe found moderate-quality evidence (2 studies) that supervisor training off the job aimed at employee interaction does not reduce employees' stress levels more than a placebo training at mid-term follow-up. We found low-quality evidence in one study that supervisor training on the job aimed at employee interaction does not reduce employees' absenteeism more than placebo training at long-term follow-up. Effects from one study were not estimable due to insufficient data.Training versus other trainingOne study compared the effects of supervisor training off the job aimed at employee interaction on employees' stress levels to training off the job aimed at working conditions at long-term follow-up but due to insufficient data, effects were not estimable. AUTHORS' CONCLUSIONS Based on a small and heterogeneous sample of controlled intervention studies and in contrast to prevailing consensus that supervisor behaviour influences employees' health and well-being, we found inconsistent evidence that supervisor training may or may not improve employees' well-being when compared to no intervention. For all other types of interventions and outcomes, there was no evidence of a considerable effect. However, due to the very low- to moderate-quality of the evidence base, clear conclusions are currently unwarranted. Well-designed studies are needed to clarify effects of supervisor training on employees' stress, absenteeism, and well-being.
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Affiliation(s)
- Andreas Kuehnl
- Klinikum rechts der Isar, Technische Universität MünchenDepartment for Vascular and Endovascular SurgeryIsmaninger Strasse 22MunichBavariaGermany81675
- University of MunichInstitute and Outpatient Clinic for Occupational, Social and Environmental MedicineZiemssenstrasse 1MunichGermany80336
| | - Christian Seubert
- University of InnsbruckInstitute of Psychology, Department for Applied PsychologyMaximilianstrasse 2InnsbruckAustriaA‐6020
| | - Eva Rehfuess
- Ludwig‐Maximilians‐University MunichInstitute for Medical Informatics, Biometry and Epidemiology, Pettenkofer School of Public HealthMarchioninistr. 15MunichBavariaGermany81377
| | - Erik von Elm
- University of LausanneCenter for Primary Care and Public Health (Unisanté)Route de la Corniche 10LausanneSwitzerlandCH‐1010
| | - Dennis Nowak
- University of MunichInstitute and Outpatient Clinic for Occupational, Social and Environmental MedicineZiemssenstrasse 1MunichGermany80336
| | - Jürgen Glaser
- University of InnsbruckInstitute of Psychology, Department for Applied PsychologyMaximilianstrasse 2InnsbruckAustriaA‐6020
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Gayed A, Tan L, LaMontagne AD, Milner A, Deady M, Milligan-Saville JS, Madan I, Calvo RA, Christensen H, Mykletun A, Glozier N, Harvey SB. A comparison of face-to-face and online training in improving managers' confidence to support the mental health of workers. Internet Interv 2019; 18:100258. [PMID: 31890611 PMCID: PMC6926278 DOI: 10.1016/j.invent.2019.100258] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/15/2019] [Revised: 06/13/2019] [Accepted: 07/04/2019] [Indexed: 11/26/2022] Open
Abstract
BACKGROUND In recognition of the important role managers play in the well-being of the staff they supervise, many workplaces are implementing specialised training for leaders to help them better understand and support the mental health needs of their staff. This training can be delivered through face-to-face or online training sessions. Evaluation of such programs have found positive results for each format when compared to a control group, but to date, face-to-face and online manager mental health training have not been compared with one another. AIMS This study brings together results from two trials evaluating the same program content, each employing a different mode of content delivery. Both types of training aimed to change managers' confidence to better support the mental health needs of the staff they supervise. METHODS Utilising data derived from two previously conducted trials, mean change in manager confidence from baseline at both post-intervention and follow-up were examined for each method of content delivery. An identical way of measuring confidence was used in each study. RESULTS Managers' confidence improved from baseline with both methods of training. A greater change was observed with face-to-face training than for online, although both methods had sustained improvement over time. Analyses indicate that at follow-up, improvements in confidence were significant for both face-to-face (t 18 = 5.99; P < .001) and online training (t 39 = 3.85; P < .001). Analyses focused on managers who fully completed either type of training indicated very similar impacts for face-to-face and online training. CONCLUSIONS Both face-to-face and online delivery of manager mental health training can significantly improve managers' confidence in supporting the mental health needs of their staff. This change is sustained over various follow-up periods. However, lower retention rates common in online training reduce the relative effect of this method of delivery.
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Affiliation(s)
- Aimée Gayed
- School of Psychiatry, University of New South Wales, Sydney, Australia,Black Dog Institute, Faculty of Medicine, University of New South Wales, Sydney, Australia,Corresponding author at: School of Psychiatry, University of New South Wales, Black Dog Institute, Hospital Road, Randwick, NSW 2031, Australia.
| | - Leona Tan
- Black Dog Institute, Faculty of Medicine, University of New South Wales, Sydney, Australia
| | - Anthony D. LaMontagne
- Centre for Population Health Research, Deakin University, Geelong, Victoria, Australia,School of Population and Global Health, The University of Melbourne, Melbourne, Australia
| | - Allison Milner
- School of Population and Global Health, The University of Melbourne, Melbourne, Australia
| | - Mark Deady
- Black Dog Institute, Faculty of Medicine, University of New South Wales, Sydney, Australia
| | | | - Ira Madan
- Occupational Health Department, The Education Centre, Guy's and St Thomas' NHS Trust, London, UK,Department of Population Health Sciences, King's College London, London, UK
| | - Rafael A. Calvo
- Dyson School of Design Engineering, Imperial College London, London, UK,School of Electrical and Information Engineering, University of Sydney, Sydney, Australia
| | - Helen Christensen
- Black Dog Institute, Faculty of Medicine, University of New South Wales, Sydney, Australia
| | - Arnstein Mykletun
- School of Psychiatry, University of New South Wales, Sydney, Australia,Department of Mental Health and Suicide, Norwegian Institute of Public Health, Oslo, Norway,Department of Community Medicine, University of Tromsø, Tromsø, Norway,Centre for Work and Mental Health, Nordland Hospital Trust, Bodø, Norway,Centre for Research and Education in Forensic Psychiatry and Psychology, Haukeland University Hospital, Bergen, Norway
| | - Nicholas Glozier
- Brain and Mind Centre & Central Clinical School, Faculty of Medicine and Health, University of Sydney, Sydney, Australia
| | - Samuel B. Harvey
- Black Dog Institute, Faculty of Medicine, University of New South Wales, Sydney, Australia
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Li L, Xu W, Wagner AL, Dong X, Yin J, Zhang Y, Boulton ML. Evaluation of health education interventions on Chinese factory workers' knowledge, practices, and behaviors related to infectious disease. J Infect Public Health 2018; 12:70-76. [PMID: 30262191 DOI: 10.1016/j.jiph.2018.09.004] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/16/2018] [Revised: 08/29/2018] [Accepted: 09/08/2018] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND Workplaces are a common location for infectious disease transmission among adults. To provide recommendations regarding appropriate health promotion programs, we evaluated the impact of three different interventions on factory workers. METHODS In a prospective intervention study carried out from October 2012 to June 2013, three factories were selected and each was assigned a different intervention method (i.e. self-study group, manager training group and interactional group discussion group). Participants were scored on their knowledge, behavior, and hygienic practices related to infectious disease prevention both before and after the intervention. RESULTS A total of 1154 participants completed the survey before the intervention and 1111 completed the survey after. The sum infectious disease knowledge score in the manager training group was higher after the intervention (9.09/12) than before (8.63/12, t=4.47, p<0.05). There was no significant difference in sum infectious disease knowledge score pre and post intervention for both the self-study group and the interactional group discussion. CONCLUSIONS Overall, change in health behaviors and hygiene practices were not as affected compared to changes in knowledge after interventions related to infectious disease health promotion. Training managers who then interact with workers may be an effective and efficient way of educating workers on health issues.
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Affiliation(s)
- Lin Li
- Department of Infectious Disease, Tianjin Centers for Disease Control and Prevention, China
| | - Wenti Xu
- Department of Infectious Disease, Tianjin Centers for Disease Control and Prevention, China
| | - Abram L Wagner
- Department of Epidemiology, University of Michigan, Ann Arbor, United States.
| | - Xiaochun Dong
- Department of Infectious Disease, Tianjin Centers for Disease Control and Prevention, China
| | - Jieying Yin
- Department of Infectious Disease, Tianjin Centers for Disease Control and Prevention, China
| | - Ying Zhang
- Department of Infectious Disease, Tianjin Centers for Disease Control and Prevention, China
| | - Matthew L Boulton
- Department of Epidemiology, University of Michigan, Ann Arbor, United States; Department of Internal Medicine, Division of Infectious Disease, University of Michigan Medical School, United States
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Gayed A, LaMontagne AD, Milner A, Deady M, Calvo RA, Christensen H, Mykletun A, Glozier N, Harvey SB. A New Online Mental Health Training Program for Workplace Managers: Pre-Post Pilot Study Assessing Feasibility, Usability, and Possible Effectiveness. JMIR Ment Health 2018; 5:e10517. [PMID: 29970359 PMCID: PMC6053610 DOI: 10.2196/10517] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/28/2018] [Revised: 05/22/2018] [Accepted: 05/24/2018] [Indexed: 11/13/2022] Open
Abstract
BACKGROUND Mental health has become the leading cause of sickness absence in high-income countries. Managers can play an important role in establishing mentally healthy workplaces and coordinating their organization's response to a mentally ill worker. OBJECTIVE This pilot study aims to evaluate the feasibility, usability, and likely effectiveness of a newly developed online training program for managers called HeadCoach. HeadCoach aims to build managers' confidence in supporting the mental health needs of staff and promote managerial behavior most likely to result in a more mentally healthy workplace. METHODS In total, 66 managers from two organizations were invited to participate in this pre-post pilot study of HeadCoach, which was made available to managers to complete at their own pace over a 4-week period. Data were collected at baseline and post intervention via an online research platform. The difference in mean scores for each outcome between these two time points was calculated using paired samples t tests. RESULTS Of all the invited managers, 59.1% (39/66) participated in the trial, with complete pre-post data available for 56.4% (22/39) of the participants. The majority of respondents reported positive engagement with the program. During the study period, managers' knowledge regarding their role in managing mental health issues (P=.01) and their confidence in communicating with employees regarding mental illness (P<.001) significantly increased. In addition, a significant increase was observed from the baseline in managers' self-reported actions to use strategies to prevent and decrease stress among their team members (P=.02). CONCLUSIONS Although caution is needed due to the absence of a control group, preliminary results of this study suggest that HeadCoach could be a feasible, acceptable, and efficient method of training managers in best workplace practices to help support the mental health needs of their staff.
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Affiliation(s)
- Aimée Gayed
- School of Psychiatry, Faculty of Medicine, University of New South Wales, Randwick, Australia
| | - Anthony D LaMontagne
- School of Population and Global Health, The University of Melbourne, Melbourne, Australia.,Centre for Population Health Research, Deakin University, Geelong, Australia
| | - Allison Milner
- School of Population and Global Health, The University of Melbourne, Melbourne, Australia
| | - Mark Deady
- Black Dog Institute, Faculty of Medicine, University of New South Wales, Sydney, Australia
| | - Rafael A Calvo
- School of Electrical and Information Engineering, University of Sydney, Sydney, Australia
| | - Helen Christensen
- Black Dog Institute, Faculty of Medicine, University of New South Wales, Sydney, Australia
| | - Arnstein Mykletun
- School of Psychiatry, Faculty of Medicine, University of New South Wales, Randwick, Australia.,Department of Mental Health and Suicide, Norwegian Institute of Public Health, Oslo, Norway.,Department of Community Medicine,, University of Tromsø, Tromsø, Norway.,Centre for Work and Mental Health, Nordland Hospital Trust, Bodø, Norway.,Centre for Research and Education in Forensic Psychiatry and Psychology, Haukeland University Hospital, Bergen, Norway
| | - Nick Glozier
- Brain and Mind Centre and Central Clinical School, School of Medicine, Faculty of Medicine and Health, University of Sydney, Sydney, Australia
| | - Samuel B Harvey
- Black Dog Institute, Faculty of Medicine, University of New South Wales, Sydney, Australia
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Gayed A, Milligan-Saville JS, Nicholas J, Bryan BT, LaMontagne AD, Milner A, Madan I, Calvo RA, Christensen H, Mykletun A, Glozier N, Harvey SB. Effectiveness of training workplace managers to understand and support the mental health needs of employees: a systematic review and meta-analysis. Occup Environ Med 2018; 75:462-470. [PMID: 29563195 DOI: 10.1136/oemed-2017-104789] [Citation(s) in RCA: 65] [Impact Index Per Article: 10.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/28/2017] [Revised: 02/26/2018] [Accepted: 02/27/2018] [Indexed: 11/04/2022]
Abstract
Managers are in an influential position to make decisions that can impact on the mental health and well-being of their employees. As a result, there is an increasing trend for organisations to provide managers with training in how to reduce work-based mental health risk factors for their employees. A systematic search of the literature was conducted to identify workplace interventions for managers with an emphasis on the mental health of employees reporting directing to them. A meta-analysis was performed to calculate pooled effect sizes using the random effects model for both manager and employee outcomes. Ten controlled trials were identified as relevant for this review. Outcomes evaluating managers' mental health knowledge (standardised mean difference (SMD)=0.73; 95% CI 0.43 to 1.03; p<0.001), non-stigmatising attitudes towards mental health (SMD=0.36; 95% CI 0.18 to 0.53; p<0.001) and improving behaviour in supporting employees experiencing mental health problems (SMD=0.59; 95% CI 0.14 to 1.03; p=0.01) were found to have significant pooled effect sizes favouring the intervention. A significant pooled effect was not found for the small number of studies evaluating psychological symptoms in employees (p=0.28). Our meta-analysis indicates that training managers in workplace mental health can improve their knowledge, attitudes and self-reported behaviour in supporting employees experiencing mental health problems. At present, any findings regarding the impact of manager training on levels of psychological distress among employees remain preliminary as only a very limited amount of research evaluating employee outcomes is available. Our review suggests that in order to understand the effectiveness of manager training on employees, an increase in collection of employee level data is required.
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Affiliation(s)
- Aimée Gayed
- School of Psychiatry, University of New South Wales, Sydney, New South Wales, Australia
| | - Josie S Milligan-Saville
- School of Psychiatry, University of New South Wales, Sydney, New South Wales, Australia.,Black Dog Institute, Sydney, New South Wales, Australia
| | - Jennifer Nicholas
- School of Psychiatry, University of New South Wales, Sydney, New South Wales, Australia
| | - Bridget T Bryan
- School of Psychiatry, University of New South Wales, Sydney, New South Wales, Australia.,Black Dog Institute, Sydney, New South Wales, Australia
| | - Anthony D LaMontagne
- Centre for Population Health Research, Deakin University, Geelong, Victoria, Australia.,School of Population and Global Health, University of Melbourne, Melbourne, Victoria, Australia
| | - Allison Milner
- School of Population and Global Health, University of Melbourne, Melbourne, Victoria, Australia
| | - Ira Madan
- Occupational Health Department, The Education Centre, St Thomas' Hospital, London, UK.,Department of Population Health Sciences, King's College London, London, UK
| | - Rafael A Calvo
- School of Electrical and Information Engineering, University of Sydney, Sydney, New South Wales, Australia
| | - Helen Christensen
- School of Psychiatry, University of New South Wales, Sydney, New South Wales, Australia.,Black Dog Institute, Sydney, New South Wales, Australia
| | - Arnstein Mykletun
- School of Psychiatry, University of New South Wales, Sydney, New South Wales, Australia.,Department of Mental Health and Suicide, Norwegian Institute of Public Health, Oslo, Norway.,Department of Community Medicine, University of Tromsø, Tromsø, Norway.,Centre for Work and Mental Health, Nordland Hospital Trust, Bodø, Norway.,Centre for Research and Education in Forensic Psychiatry and Psychology, Haukeland University Hospital, Bergen, Norway
| | - Nicholas Glozier
- Brain and Mind Centre, Sydney Medical School, University of Sydney, Sydney, New South Wales, Australia
| | - Samuel B Harvey
- School of Psychiatry, University of New South Wales, Sydney, New South Wales, Australia.,Black Dog Institute, Sydney, New South Wales, Australia
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Watson D, Tregaskis O, Gedikli C, Vaughn O, Semkina A. Well-being through learning: a systematic review of learning interventions in the workplace and their impact on well-being. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.1080/1359432x.2018.1435529] [Citation(s) in RCA: 15] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- David Watson
- Norwich Business School, University of East Anglia, Norwich, UK
| | - Olga Tregaskis
- Norwich Business School, University of East Anglia, Norwich, UK
| | - Cigdem Gedikli
- Hertfordshire Business School, University of Hertfordshire, Hatfield, UK
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Gayed A, Bryan BT, Petrie K, Deady M, Milner A, LaMontagne AD, Calvo RA, Mackinnon A, Christensen H, Mykletun A, Glozier N, Harvey SB. A protocol for the HeadCoach trial: the development and evaluation of an online mental health training program for workplace managers. BMC Psychiatry 2018; 18:25. [PMID: 29378536 PMCID: PMC5789544 DOI: 10.1186/s12888-018-1603-4] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/28/2017] [Accepted: 01/11/2018] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Within high income countries, mental health is now the leading cause of long term sickness absence in the workplace. Managers are in a position to make changes and decisions that have a positive effect on the wellbeing of staff, the recovery of employees with mental ill health, and potentially prevent future mental health problems. However, managers report addressing workplace mental health issues as challenging. The aim of the HeadCoach trial is to evaluate the effectiveness of a newly developed online training intervention to determine whether it is able to build managers' confidence to better support individuals within their teams who are experiencing mental ill health, and the confidence to promote manager behaviour likely to result in a more mentally healthy workplace. METHODS/DESIGN We will conduct a cluster randomised control trial (RCT) to evaluate the effect of HeadCoach, an online training intervention for managers with a focus on the mental health of their employees, compared to a waitlist control. The target sample is 168 managers, and their direct employees. Managers and employees will be assessed at baseline and at 4-month follow up. Managers will have an additional, intermediate assessment 6-weeks post-baseline. The primary outcome is change from baseline in managers' self-reported confidence when dealing with mental health issues within their team and promoting a mentally healthy workplace. The difference between the intervention and waitlist control groups will be assessed using linear mixed effects repeated measures (MMRM) analysis of variance (ANOVA). Secondary managerial outcomes include mental health literacy, attitudes towards mental health issues in the workplace and managerial behaviour in dealing with mental health matters with their staff. Employee outcomes will be perceived level of manager support, engagement, psychological distress, and rates of sickness absence and presenteeism. DISCUSSION To our knowledge this will be the first RCT of a purely online training intervention developed specifically for managers that promotes confidence to both support staff experiencing mental ill health and create a mentally healthy work environment. If successful, this intervention has the potential to provide an effective and efficient method of training managers in workplace mental health and to enhance employee wellbeing. TRIAL REGISTRATION Australian and New Zealand Clinical Trials Registry ACTRN12617000279325.
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Affiliation(s)
- Aimée Gayed
- School of Psychiatry, University of New South Wales, Randwick, Australia
| | - Bridget T. Bryan
- School of Psychiatry, University of New South Wales, Randwick, Australia
- Black Dog Institute, Randwick, NSW Australia
| | - Katherine Petrie
- School of Psychiatry, University of New South Wales, Randwick, Australia
- Black Dog Institute, Randwick, NSW Australia
| | - Mark Deady
- School of Psychiatry, University of New South Wales, Randwick, Australia
- Black Dog Institute, Randwick, NSW Australia
| | - Allison Milner
- School of Population and Global Health, The University of Melbourne, Melbourne, Australia
| | - Anthony D. LaMontagne
- School of Population and Global Health, The University of Melbourne, Melbourne, Australia
- Centre for Population Health Research, Deakin University, Geelong, VIC Australia
| | - Rafael A. Calvo
- School of Electrical and Information Engineering, University of Sydney, Sydney, Australia
| | - Andrew Mackinnon
- Black Dog Institute, Randwick, NSW Australia
- Centre for Mental Health, University of Melbourne, Melbourne, Australia
| | | | - Arnstein Mykletun
- School of Psychiatry, University of New South Wales, Randwick, Australia
- Department of Mental Health and Suicide, Norwegian Institute of Public Health, Oslo, Norway
- Department of Community Medicine, University of Tromsø, Tromsø, Norway
- Centre for Work and Mental Health, Nordland Hospital Trust, Bodø, Norway
- Centre for Research and Education in Forensic Psychiatry and Psychology, Haukeland University Hospital, Bergen, Norway
| | - Nicholas Glozier
- Brain and Mind Centre, Sydney Medical School , University of Sydney, Australia
| | - Samuel B. Harvey
- School of Psychiatry, University of New South Wales, Randwick, Australia
- Black Dog Institute, Randwick, NSW Australia
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Kuster AT, Dalsbø TK, Luong Thanh BY, Agarwal A, Durand‐Moreau QV, Kirkehei I. Computer-based versus in-person interventions for preventing and reducing stress in workers. Cochrane Database Syst Rev 2017; 8:CD011899. [PMID: 28853146 PMCID: PMC6483691 DOI: 10.1002/14651858.cd011899.pub2] [Citation(s) in RCA: 16] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/11/2022]
Abstract
BACKGROUND Chronic exposure to stress has been linked to several negative physiological and psychological health outcomes. Among employees, stress and its associated effects can also result in productivity losses and higher healthcare costs. In-person (face-to-face) and computer-based (web- and mobile-based) stress management interventions have been shown to be effective in reducing stress in employees compared to no intervention. However, it is unclear if one form of intervention delivery is more effective than the other. It is conceivable that computer-based interventions are more accessible, convenient, and cost-effective. OBJECTIVES To compare the effects of computer-based interventions versus in-person interventions for preventing and reducing stress in workers. SEARCH METHODS We searched CENTRAL, MEDLINE, PubMed, Embase, PsycINFO, NIOSHTIC, NIOSHTIC-2, HSELINE, CISDOC, and two trials registers up to February 2017. SELECTION CRITERIA We included randomised controlled studies that compared the effectiveness of a computer-based stress management intervention (using any technique) with a face-to-face intervention that had the same content. We included studies that measured stress or burnout as an outcome, and used workers from any occupation as participants. DATA COLLECTION AND ANALYSIS Three authors independently screened and selected 75 unique studies for full-text review from 3431 unique reports identified from the search. We excluded 73 studies based on full-text assessment. We included two studies. Two review authors independently extracted stress outcome data from the two included studies. We contacted study authors to gather additional data. We used standardised mean differences (SMDs) with 95% confidence intervals (CIs) to report study results. We did not perform meta-analyses due to variability in the primary outcome and considerable statistical heterogeneity. We used the GRADE approach to rate the quality of the evidence. MAIN RESULTS Two studies met the inclusion criteria, including a total of 159 participants in the included arms of the studies (67 participants completed computer-based interventions; 92 participants completed in-person interventions). Workers were primarily white, Caucasian, middle-aged, and college-educated. Both studies delivered education about stress, its causes, and strategies to reduce stress (e.g. relaxation or mindfulness) via a computer in the computer-based arm, and via small group sessions in the in-person arm. Both studies measured stress using different scales at short-term follow-up only (less than one month). Due to considerable heterogeneity in the results, we could not pool the data, and we analysed the results of the studies separately. The SMD of stress levels in the computer-based intervention group was 0.81 standard deviations higher (95% CI 0.21 to 1.41) than the in-person group in one study, and 0.35 standard deviations lower (95% CI -0.76 to 0.05) than the in-person group in another study. We judged both studies as having a high risk of bias. AUTHORS' CONCLUSIONS We found very low-quality evidence with conflicting results, when comparing the effectiveness of computer-based stress management interventions with in-person stress management interventions in employees. We could include only two studies with small sample sizes. We have very little confidence in the effect estimates. It is very likely that future studies will change these conclusions.
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Affiliation(s)
- Anootnara Talkul Kuster
- Faculty of Public Health, Khon Kaen UniversityDepartment of Environmental Health Science, Occupational Health and Safety123 Moo 16 Mittapap Rd.Khon KaenThailand40002
| | - Therese K Dalsbø
- Norwegian Institute of Public HealthDepartment for Health ServicesPO Box 4404, NydalenOsloOslo, NorwayNorwayN‐0403
| | - Bao Yen Luong Thanh
- Faculty of Public Health, Hue University of Medicine and PharmacyDepartment of Biostatistics ‐ Demography ‐ Reproductive Health06 Ngo QuyenHueThua Thien HueVietnam47000
| | - Arnav Agarwal
- University of TorontoFaculty of Medicine1 King's College CircleTorontoONCanadaM5S 1A8
| | - Quentin V Durand‐Moreau
- University Hospital of BrestOccupational and Environmental Diseases Center5 avenue FochBrestFrance29609
| | - Ingvild Kirkehei
- Norwegian Institute of Public HealthDivision for health servicesPO Box 4404 NydalenOsloNorwayN‐0403
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Decrease in Work Ability Index and sickness absence during the following year: a two-year follow-up study. Int Arch Occup Environ Health 2017; 90:883-894. [PMID: 28795227 DOI: 10.1007/s00420-017-1251-x] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/07/2016] [Accepted: 08/03/2017] [Indexed: 10/19/2022]
Abstract
PURPOSE Using a 2-year follow-up design, we examined whether changes in work ability during 1 year predicted sickness absence in the following year. METHODS Workers (N = 1408) from the Japanese information technology sector each completed the Work Ability Index (WAI), the Brief Job Stress Questionnaire (BJSQ), and the General Health Questionnaire (GHQ) in 2011 and 2012. Absence data during 2013 was obtained from employees' computerized attendance records. We used psychological distress as evaluated by the GHQ; job stress and job support calculated using the BJSQ; and job title, sex, and age as potential confounding variables. RESULTS Thirty-five employees had at least one sickness absence lasting more than seven consecutive days in 2013. Forty-nine percent of sickness absences were due to mental illness, and the others were due to orthopedic disease (20%), cancer (9%), and other illnesses (23%). Decrease in WAI scores from 2011 to 2012 predicted sickness absence in 2013 (Odds ratio (OR) 1.19, 95% confidence interval (CI) 1.12-1.27). This association remained unaltered after adjusting for sex, age, job title, WAI score from the year before, job stress, job support, and GHQ score (OR 1.15, 95% CI 1.06-1.25). We analyzed this association separately by reason for absence: mental or other illness. WAI score decreases predicted sickness absence for both reasons (OR for mental illness 1.24, 95% CI 1.14-1.36; OR for other illnesses 1.14, 95% CI 1.04-1.24). CONCLUSIONS Decrease in work ability during the year predicts sickness absence in the following year while predictive power was weak.
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Ryan C, Bergin M, Chalder T, Wells JS. Web-based interventions for the management of stress in the workplace: Focus, form, and efficacy. J Occup Health 2017; 59:215-236. [PMID: 28320977 PMCID: PMC5478505 DOI: 10.1539/joh.16-0227-ra] [Citation(s) in RCA: 22] [Impact Index Per Article: 3.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/08/2023] Open
Abstract
OBJECTIVES This review sought to determine what is currently known about the focus, form, and efficacy of web-based interventions that aim to support the well-being of workers and enable them to manage their work-related stress. METHOD A scoping review of the literature as this relates to web-based interventions for the management of work-related stress and supporting the psychological well-being of workers was conducted. RESULTS Forty-eight web-based interventions were identified and reviewed, the majority of which (n = 37) were "individual" -focused and utilized cognitive-behavioral techniques, relaxation exercises, mindfulness, or cognitive behavior therapy. Most interventions identified were provided via a website (n = 34) and were atheoretical in nature. CONCLUSIONS There is some low-to-moderate quality evidence that "individual" -focused interventions are effective for supporting employee well-being and managing their work-related stress. There are few web-based interventions that target "organizational" or "individual/organization" interface factors, and there is limited support for their efficacy. A clear gap appears to exist between work-stress theory and its application in the design and development of web-based interventions for the management of work-related stress.
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Affiliation(s)
- Cathal Ryan
- Department of Nursing and Health Care, School of Health Sciences, Waterford Institute of Technology
| | - Michael Bergin
- Department of Nursing and Health Care, School of Health Sciences, Waterford Institute of Technology
| | | | - John Sg Wells
- School of Health Sciences, Waterford Institute of Technology
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Steigner G, Doarn CR, Schütte M, Matusiewicz D, Thielscher C. Health Applications for Corporate Health Management. Telemed J E Health 2016; 23:448-452. [PMID: 27854179 DOI: 10.1089/tmj.2016.0162] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022] Open
Abstract
INTRODUCTION Many corporate organizations around the world are looking at new ways to improve the health and well-being of their employees. Many have begun to use m-health approaches and unique applications (apps) to provide assistance. In Germany, both m-health and occupational health management (OHM) are growing quickly. Therefore, we hypothesized that the combination-apps usage in OHM-is growing as well. We studied the usage of health apps in large corporations for health management of employed individuals. METHODS To understand the environment in Germany, a two-part study was conducted. First, an extensive literature search was done and second, interviews were conducted with 12 of the 20 biggest companies' health management representatives. RESULTS Using key search terms, 5,445 peer-reviewed journal articles traced with German databases and on PubMed were reviewed. Interestingly and somewhat surprising to the authors, none of them covered our specific topic. Interviews were conducted with 60% of the companies indicated. Only 3 out of 12 companies use apps. Four companies are piloting apps. With one exception, apps cover well-known areas such as food coaching, physical motion, smoking cessation, stress prevention, and other health-related subjects. One app used sensors in work clothing to prevent unhealthy motion. With a few exceptions, there has been no evaluation of the utility and utilization of apps. DISCUSSION Current app usage in corporate health management in Germany is surprisingly low. Apps need to be better evaluated. Main obstacles-which could be resolved in the future-are legal restrictions (especially on data security), the lack of company-owned smart phones, misfit of apps and corporate health strategy, a lack of app evaluation, and high app prices.
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Affiliation(s)
- Guido Steigner
- 1 Competence Center for Medical Economics, FOM University , Essen, Germany
| | - Charles R Doarn
- 2 Department of Family and Community Medicine, University of Cincinnati , Cincinnati, Ohio
| | - Michael Schütte
- 1 Competence Center for Medical Economics, FOM University , Essen, Germany
| | - David Matusiewicz
- 1 Competence Center for Medical Economics, FOM University , Essen, Germany
| | - Christian Thielscher
- 1 Competence Center for Medical Economics, FOM University , Essen, Germany .,3 Mannheim Institute of Public Health, Heidelberg University , Heidelberg, Germany
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Dunkl A, Jiménez P. Using smartphone-based applications (apps) in workplace health promotion: The opinion of German and Austrian leaders. Health Informatics J 2016; 23:44-55. [DOI: 10.1177/1460458215623077] [Citation(s) in RCA: 23] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Reaching the actual target group for a web-based health promotion project turns out to be a difficult task. In this article, individual and organizational factors which can influence the decision of using apps in workplace health promotion are analyzed. Furthermore, we analyzed the opinion about feedback possibilities of apps in workplace health promotion. A study with 438 leaders was conducted, as leaders can be seen as a key factor in the success of health promotion projects. The results showed that younger leaders and leaders with a more positive attitude toward workplace health promotion are more likely to use an app. Furthermore, leaders with a positive attitude are more interested in expert-feedback than in instant feedback received from an app.
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Kuster AT, Dalsbø TK, Luong Thanh YB, Agarwal A, Durand-Moreau QV. Web-based stress management for preventing stress and reducing sick leave in workers. Cochrane Database Syst Rev 2015. [DOI: 10.1002/14651858.cd011899] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
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Exploratory study of factors influencing job-related stress in Japanese psychiatric nurses. Nurs Res Pract 2015; 2015:805162. [PMID: 25922763 PMCID: PMC4398950 DOI: 10.1155/2015/805162] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/10/2014] [Revised: 02/19/2015] [Accepted: 03/22/2015] [Indexed: 11/18/2022] Open
Abstract
This study explored the factor structure of psychiatric nurses' job-related stress and examined the specificity of the related stressors using the job stressor scale of the Brief Job Stress Questionnaire (BJSQ). The stressor scale of the BJSQ was administered to 296 nurses and assistant nurses. Answers were examined statistically. Exploratory factor analysis was performed to identify factor structures; two factors (overload and job environment) were valid. Confirmatory factor analysis was conducted to examine the two-factor structure and found 11 items with factor loadings of >0.40 (model 1), 13 items with factor loadings from 0.30 to <0.40 (model 2), and 17 items with factor loadings from 0.20 to <0.30 (model 3) for one factor; model 1 demonstrated the highest goodness of fit. Then, we observed that the two-factor structure (model 1) showed a higher goodness of fit than the original six-factor structure. This differed from subscales based on general workers' job-related stressors, suggesting that the factor structure of psychiatric nurses' job-related stressors is specific. Further steps may be necessary to reduce job-related stress specifically related to overload including attention to many needs of patients and job environment including complex ethical dilemmas in psychiatric nursing.
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Source-specific social support and circulating inflammatory markers among white-collar employees. Ann Behav Med 2015; 47:335-46. [PMID: 24151097 DOI: 10.1007/s12160-013-9555-x] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022] Open
Abstract
BACKGROUND Despite known beneficial effects of social support on cardiovascular health, the pathway through which sources of support (supervisor, coworkers, family/friends) influence inflammatory markers is not completely understood. PURPOSE We investigated the independent and moderating associations between social support and inflammatory markers. METHODS A total of 137 male white-collar employees underwent a blood draw for measurement of high-sensitive C-reactive protein (hs-CRP), interleukin-6 (IL-6), tumor necrosis factor alpha (TNF-α), monocyte and leukocyte counts, and completed a questionnaire on social support. RESULTS Multivariable linear regression analyses controlling for covariates revealed that supervisor support was inversely associated with IL-6 (β = -0.24, p < 0.01) while coworker support was marginally associated with TNF-α (β = -0.16, p < 0.10). Support from family/friends was not associated with inflammatory markers. CONCLUSION Social support from the immediate supervisor may be a potential mechanism through which social support exerts beneficial effects on inflammatory markers in working men.
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Yada H, Abe H, Lu X, Wakizaki Y, Omori H, Matsuo H, Ishida Y, Katoh T. Job-related stress in psychiatric nurses in Japan caring for elderly patients with dementia. Environ Health Prev Med 2014; 19:436-43. [PMID: 25287215 DOI: 10.1007/s12199-014-0414-6] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/08/2014] [Accepted: 09/10/2014] [Indexed: 10/24/2022] Open
Abstract
OBJECTIVES We investigated the specificity and structures of job-related stress in psychiatric dementia nurses (PDNs) caring for elderly patients with serious behavioral and psychological symptoms of dementia who required substantial assistance with activities of daily living, in order to obtain fundamental knowledge toward providing mental health care for these nurses. METHODS Subjects were 244 nurses [63 PDNs and 181 other psychiatric nurses (OPNs)] RESULTS Analysis of covariance to examine the specificity of job-related stress in PDNs revealed physical workload and work environment to be more significant stressors, and irritability and anxiety to be more significant stress reactions in PDNs than in OPNs. An examination of PDNs' job-related stress structures established in a structural equation model with two stress reactions confirmed as specific outcomes for PDNs revealed a significant positive influence of work environment on irritability; utilization of techniques for anxiety and physical workload influenced both stress reactions. CONCLUSIONS Our findings highlight the importance of reducing physical workload and environment and establishing a structure for nursing techniques in psychiatric dementia wards to improve the mental health of PDNs.
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Affiliation(s)
- Hironori Yada
- Department of Public Health, Faculty of Life Sciences, Kumamoto University, 1-1-1 Honjo, Kumamoto, 860-8556, Japan,
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Yada H, Abe H, Omori H, Matsuo H, Masaki O, Ishida Y, Katoh T. Differences in job stress experienced by female and male Japanese psychiatric nurses. Int J Ment Health Nurs 2014; 23:468-76. [PMID: 24894127 DOI: 10.1111/inm.12080] [Citation(s) in RCA: 27] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Abstract
In psychiatric nursing, female nurses tend to spend more time building rapport with patients and developing cooperative working relationships with colleagues; they encounter more sexual harassment by patients. In contrast, male nurses respond to aggressive patients and tend to resist physically caring for female patients; they encounter more physical and verbal assault from patients. These gender differences might result in differences in job-related stress. We quantitatively examined gender differences in psychiatric nurses' job stress. The Psychiatric Nurse Job Stressor Scale and the Stress Reaction Scale of the Brief Job Stress Questionnaire were administered to 159 female and 85 male Japanese psychiatric nurses. The results indicated that female nurses had significantly higher stress levels than males related to psychiatric nursing ability, attitude towards nursing, and stress reactions of fatigue and anxiety. Moreover, the factors affecting stress reactions differed somewhat between sexes. In particular, male nurses reported that greater irritability was affected by patients' attitudes. Their anxiety and somatic symptoms were affected by their attitude towards nursing, and depressed mood was affected by psychiatric nursing ability. Knowledge of these differences can lead to better mental health-care interventions for psychiatric nurses.
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Affiliation(s)
- Hironori Yada
- Department of Nursing, Kumamoto Health Science University, Kumamoto, Japan; Department of Public Health, Kumamoto University, Kumamoto, Japan
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Risk factors of recurrent sickness absence due to depression: a two-year cohort study among Japanese employees. Int Arch Occup Environ Health 2014; 88:75-83. [PMID: 24643384 DOI: 10.1007/s00420-014-0939-4] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/07/2013] [Accepted: 03/07/2014] [Indexed: 10/25/2022]
Abstract
PURPOSE Depression has a high recurrence rate among employees. There have been few studies investigating risk factors for recurrent sickness absence due to depression after return to work (RTW). The objective of this study was to identify potential risk factors. METHODS Subjects were 540 full-time employees at the biggest telecommunication company in Japan who returned to work from April 2002 to March 2008 after their first leave of absence due to depression. The Cox proportional hazard model was employed to find risk factors for recurrent sickness absence by analyzing variables including demographic, work-related and work environmental factors. RESULTS Of 540 study subjects, 200 employees (37.0 %) experienced recurrent sickness absence due to depression after RTW within the follow-up period. Higher organizational job demand evaluated by the Brief Job Stress Questionnaire (BJSQ) was found to be a risk factor (OR 1.46, 95 % CI 1.01-2.10) for recurrent sickness absence due to depression adjusted for confounding factors. CONCLUSIONS High organizational job demand (evaluated by BJSQ) is a risk factor for recurrent sickness absence due to depression after RTW.
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Relationship between the onset of depression and stress response measured by the Brief Job Stress Questionnaire among Japanese employees: a cohort study. PLoS One 2013; 8:e56319. [PMID: 23424656 PMCID: PMC3570457 DOI: 10.1371/journal.pone.0056319] [Citation(s) in RCA: 37] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/01/2012] [Accepted: 01/08/2013] [Indexed: 11/19/2022] Open
Abstract
Background The proportion of Japanese workers experiencing intense worry or stress during working life is in excess of 60%, and the incidence of psychiatric disorders and suicide due to psychological burden from work duties is increasing. To confirm whether the stress response measured by the Brief Job Stress Questionnaire (BJSQ) can identify risk for depression, a cohort study was conducted to evaluate whether the stress response measured by BJSQ was associated with the onset of depression. Methods A total of 1,810 participants aged 20–70 years in 2005 completed the stress response of the BJSQ and were followed-up until August, 2007 by examining sick pay records. Depression was defined by a description in sick pay records that included “depression” or “depressive symptoms” as a reason for sick leave according to a physician's medical certificate. The participants were divided into quartiles (Ql, Q2, Q3, and Q4) according to the total stress response score of BJSQ at baseline. Furthermore, the participants were divided into a higher score category (Q4) and a lower score category (Q1–Q3). Risk ratios of the stress response of the BJSQ for onset of depression were calculated using a multivariable Cox proportional hazard model. Results Among 1,810 participants, 14 developed depression during a mean of 1.8 years of follow-up. The risk ratio was 2.96 (95% confidence interval [CI], 1.04–8.42, p for trend = 0.002) when the higher stress response score category of BJSQ was compared with the low stress response score category for sick leave due to depression. After adjusting for gender, age, marital status, and having children, the risk ratios were similar to no adjustment. Conclusions These findings suggest that the stress response measured by the BJSQ can demonstrate risk for the onset of depression.
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The effects of workplace occupational mental health and related activities on psychological distress among workers: a multilevel cross-sectional analysis. J Occup Environ Med 2013; 54:939-47. [PMID: 22776808 DOI: 10.1097/jom.0b013e31825107bb] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE To investigate the association of workplace occupational mental health (OMH) and related activities with psychological distress of workers in Japan. METHODS A total of 121 workplaces and their 3540 workers were surveyed using questionnaires assessing selected workplace OMH activities, demographic characteristics, psychological distress, and psychosocial work environment of the workers. A multilevel analysis was conducted. RESULTS Promotion of communication correlated significantly and negatively with psychological distress among workers after adjusting for the covariates (P < 0.01). Occupational mental health activities correlated marginally significantly and negatively with psychological distress (P = 0.06). Their moderating effect for the worker-level association between psychosocial work environment and psychological distress was not significant. CONCLUSIONS The findings suggest that promotion of communication in the workplace is associated with reduced psychological distress among workers. In addition, OMH activities may also be useful in reducing psychological distress.
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Fujino Y, Kubo T, Kunimoto M, Tabata H, Tsuchiya T, Kadowaki K, Nakamura T, Oyama I. A cross-sectional study of workplace social capital and blood pressure: a multilevel analysis at Japanese manufacturing companies. BMJ Open 2013; 3:bmjopen-2012-002215. [PMID: 23386581 PMCID: PMC3586077 DOI: 10.1136/bmjopen-2012-002215] [Citation(s) in RCA: 10] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
OBJECTIVES We examined the contextual effect of workplace social capital on systolic blood pressure (SBP). DESIGN Cross-sectional. SETTING A conglomerate from 58 workplaces in Japan. PARTICIPANTS Of the 5844 workers at a Japanese conglomerate from 58 workplaces, 5368 were recruited. Individuals who received drugs for hypertension (n=531) and who lacked information on any variable (n=167) were excluded from the analyses, leaving 4735 individuals (3281 men and 1454 women) for inclusion. PRIMARY AND SECONDARY OUTCOME MEASURES Systolic blood pressure. RESULTS The contextual effect of workplace social capital on SBP was examined using a multilevel regression analysis with a random intercept. Coworker support had a contextual effect at the workplace level (coefficient=-1.97, p=0.043), while a lack of trust for coworkers (coefficient=0.27, p=0.039) and lack of helpfulness from coworkers were associated with SBP (coefficient=0.28, p=0.002). CONCLUSIONS The present study suggested that social capital at the workplace level has beneficial effects on SBP.
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Affiliation(s)
- Yoshihisa Fujino
- Department of Preventive Medicine and Community Health, University of Occupational and Environmental Health, Kitakyushu, Japan
| | - Tatsuhiko Kubo
- Department of Preventive Medicine and Community Health, University of Occupational and Environmental Health, Kitakyushu, Japan
| | - Masamizu Kunimoto
- Department of Health Care Center, Asahi Kasei Corporation Nobeoka Office, Nobeoka, Japan
| | - Hidetoshi Tabata
- Department of Health Care Center, Asahi Kasei Corporation Nobeoka Office, Nobeoka, Japan
| | - Takuto Tsuchiya
- Department of Health Care Center, Asahi Kasei Corporation Nobeoka Office, Nobeoka, Japan
| | - Koji Kadowaki
- Department of Health Care Center, Asahi Kasei Corporation Nobeoka Office, Nobeoka, Japan
| | - Takehiro Nakamura
- Department of Health Care Center, Asahi Kasei Chemicals Mizushima Works, Okayama, Japan
| | - Ichiro Oyama
- Corporate Environmental Safety Health and Quality Assurance, Asahi Kasei Corporation, Tokyo, Japan
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Bennett JB, Broome KM, Schwab-Pilley A, Gilmore P. A web-based approach to address cardiovascular risks in managers: results of a randomized trial. J Occup Environ Med 2011; 53:911-8. [PMID: 21785368 PMCID: PMC3160446 DOI: 10.1097/jom.0b013e3182258bd8] [Citation(s) in RCA: 21] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVES To examine whether a Web-based health and leadership development program--designed specifically for managers--was associated with changes in self-reported and biometric indicators of cardiovascular disease within the context of a randomized control trial. METHODS A total of 145 managers from 8 organizations participated in a 6-month Internet-based program or a control condition. They completed pre- and posttest assessments that included both self-reported attitudes (on diet, exercise, and mental health) and biometric measures (eg, body weight, waist circumference). RESULTS The intervention was associated with improvements in dietary attitudes, dietary self-efficacy, and exercise, and reductions in distress symptoms. Women in the program reduced their waist circumference significantly more than controls. CONCLUSIONS The program showed promise for reducing cardiovascular disease risk factors. Similar results across diverse organizations suggest the program may be useful across industry types.
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Affiliation(s)
- Joel B Bennett
- Organizational Wellness & Learning Systems, Fort Worth, TX, USA.
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29
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Henderson M, Harvey SB, Overland S, Mykletun A, Hotopf M. Work and common psychiatric disorders. J R Soc Med 2011; 104:198-207. [PMID: 21558098 DOI: 10.1258/jrsm.2011.100231] [Citation(s) in RCA: 216] [Impact Index Per Article: 16.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/31/2022] Open
Abstract
Psychiatric disorders are now the most common reason for long-term sickness absence. The associated loss in productivity and the payment of disability benefits places a substantial burden on the economies of many developed countries. The occupational dysfunction associated with psychiatric disorders can also lead to poverty and social isolation. As a result the area of work and psychiatric disorders is a high priority for policymakers. There are two main agendas: for many researchers and clinicians the focus is on the need to overcome stigma and ensure people with severe psychiatric disorders have meaningful work; however the public health agenda predominantly relates to the more common disorders such as depression and anxiety, which contribute a greater burden of disability benefits and pensions. In this review we attempt to address this second agenda. The relatively sparse evidence available reveals a complex field with significant interplay between medical, psychological social and cultural factors. Sick leave can be a 'process' as well as an 'event'. In this review we propose a staged model where different risk and protective factors contribute to the onset of psychiatric disorders in the working population, the onset of short-term sickness absence, and the transition from short- to long-term absence. We also examine strategies to manage psychiatric disorder in the workforce with a view towards returning the employee to work. Our aim in this review is to highlight the complexity of the area, to stimulate debate and to identify important gaps in knowledge where further research might benefit both patients and wider society.
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Affiliation(s)
- M Henderson
- Institute of Psychiatry, Kings College London, Department of Psychological Medicine, Weston Education Centre, UK.
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30
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Tsutsumi A. Development of an Evidence‐based Guideline for Supervisor Training in Promoting Mental Health: Literature Review. J Occup Health 2011; 53:1-9. [DOI: 10.1539/joh.r10002] [Citation(s) in RCA: 32] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Affiliation(s)
- Akizumi Tsutsumi
- Occupational Health Training Center, University of Occupational and Environmental HealthJapan
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31
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Carnethon M, Whitsel LP, Franklin BA, Kris-Etherton P, Milani R, Pratt CA, Wagner GR. Worksite wellness programs for cardiovascular disease prevention: a policy statement from the American Heart Association. Circulation 2009; 120:1725-41. [PMID: 19794121 DOI: 10.1161/circulationaha.109.192653] [Citation(s) in RCA: 182] [Impact Index Per Article: 12.1] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
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32
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Yonezawa R, Masuda T, Matsunaga A, Takahashi Y, Saitoh M, Ishii A, Kutsuna T, Matsumoto T, Yamamoto K, Aiba N, Hara M, Izumi T. Effects of Phase II Cardiac Rehabilitation on Job Stress and Health-Related Quality of Life After Return to Work in Middle-Aged Patients With Acute Myocardial Infarction. Int Heart J 2009; 50:279-90. [DOI: 10.1536/ihj.50.279] [Citation(s) in RCA: 27] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Affiliation(s)
- Ryusuke Yonezawa
- Graduate School of Medical Sciences, Kitasato University Hospital
| | - Takashi Masuda
- Department of Rehabilitation, School of Allied Health Sciences, Kitasato University
| | - Atsuhiko Matsunaga
- Department of Rehabilitation, School of Allied Health Sciences, Kitasato University
| | | | - Masakazu Saitoh
- Graduate School of Medical Sciences, Kitasato University Hospital
| | - Akira Ishii
- Graduate School of Medical Sciences, Kitasato University Hospital
| | - Toshiki Kutsuna
- Graduate School of Medical Sciences, Kitasato University Hospital
| | - Takuya Matsumoto
- Graduate School of Medical Sciences, Kitasato University Hospital
| | - Kazuya Yamamoto
- Graduate School of Medical Sciences, Kitasato University Hospital
| | - Naoko Aiba
- Graduate School of Medical Sciences, Kitasato University Hospital
| | - Miyako Hara
- Graduate School of Medical Sciences, Kitasato University Hospital
| | - Tohru Izumi
- Department of Internal Medicine and Cardiology, School of Medicine, Kitasato University
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33
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Roelen CAM, Weites SH, Koopmans PC, van der Klink JJL, Groothoff JW. Sickness absence and psychosocial work conditions: a multilevel study. Occup Med (Lond) 2008; 58:425-30. [PMID: 18544588 DOI: 10.1093/occmed/kqn073] [Citation(s) in RCA: 21] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
BACKGROUND Psychosocial work conditions, particularly psychological job demands, are inconsistently associated with sickness absence rates. This might be the result of investigating the psychosocial work environment at the individual level, reflecting personal perceptions rather than actual demands. AIM To investigate associations between sickness absence and psychosocial work conditions at both the individual and the workplace level. METHODS A cross-sectional study of insurance company employees (n = 395) in four departments. Psychological job demands, job control and job support were investigated at the individual level using the self-completed Questionnaire on Experience and Assessment of Work. An external occupational psychologist interviewed the supervisor and a group of employees of each department, assessing job demands, job control, job support and psychological distress at the workplace level. These data were related to the number of short (1-7 days), medium (8-21 days) and long (>21 days) episodes of sickness absence in the period January 2001 to December 2002. RESULTS A total of 244 questionnaires (62%) were suitable for analysis. Quantitative job control scores at the individual level differed from qualitative data at the workplace level. Self-assessed job demands and control were unrelated to sickness absence. The rates of short and long episodes of absence were higher in the department with combined high demands and low control, assessed at the workplace level. CONCLUSIONS The associations between psychosocial work conditions and sickness absence depended on the level at which the former were assessed. More multilevel research is needed to disentangle the relations between psychosocial work conditions and sickness absence.
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Affiliation(s)
- Corné A M Roelen
- ArboNed Corporate Accounts, PO Box 158, 8000 AD Zwolle, The Netherlands.
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34
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Ohta M, Mizoue T, Mishima N, Ikeda M. Effect of the physical activities in leisure time and commuting to work on mental health. J Occup Health 2007; 49:46-52. [PMID: 17314466 DOI: 10.1539/joh.49.46] [Citation(s) in RCA: 52] [Impact Index Per Article: 3.1] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
Although some evidence suggests that exercise may improve mental health status, information regarding the intensity and duration of exercise is incomplete. The purpose of this study was to elucidate the association between physical activities in both leisure time and commuting to work and mental health. A questionnaire survey was conducted at three municipal offices in Japan. A total of 670 men and women completed the questionnaire. Mental health status was assessed by the 28-item General Health Questionnaire (GHQ). Respondents were asked about weekly hours of leisure-time exercise for four levels of exercise, and the volume of exercise was assessed using a metabolic equivalent task index. Information about commuting to work on foot or by bicycle was also obtained. The mean GHQ scores were calculated according to physical activity levels using analysis of covariance with adjustment of potential confounders including job stress. In men, the GHQ score decreased steadily with increasing levels of leisure-time exercise, and an inverse association was evident even for mild intensity exercise. Moreover, the GHQ score decreased according to increasing duration of time on commuting to work by either walking or cycling in men, but not in women. These relations did not materially change after adjustment for potential confounding factors. In women, there was no significant association between any of the indices of physical activity. In conclusion, leisure-time exercise and walking or cycling during commuting to work may be associated with better mental health in men.
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Affiliation(s)
- Masanori Ohta
- Department of Health Development, University of Occupational and Environmental Health, Kitakyushu, Japan.
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