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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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Rugulies R, Aust B, Greiner BA, Arensman E, Kawakami N, LaMontagne AD, Madsen IEH. Work-related causes of mental health conditions and interventions for their improvement in workplaces. Lancet 2023; 402:1368-1381. [PMID: 37838442 DOI: 10.1016/s0140-6736(23)00869-3] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 04/05/2022] [Revised: 02/11/2023] [Accepted: 04/27/2023] [Indexed: 10/16/2023]
Abstract
Mental health problems and disorders are common among working people and are costly for the affected individuals, employers, and whole of society. This discussion paper provides an overview of the current state of knowledge on the relationship between work and mental health to inform research, policy, and practice. We synthesise available evidence, examining both the role of working conditions in the development of mental disorders, and what can be done to protect and promote mental health in the workplace. We show that exposure to some working conditions is associated with an increased risk of the onset of depressive disorders, the most studied mental disorders. The causality of the association, however, is still debated. Causal inference should be supported by more research with stronger linkage to theory, better exposure assessment, better understanding of biopsychosocial mechanisms, use of innovative analytical methods, a life-course perspective, and better understanding of the role of context, including the role of societal structures in the development of mental disorders. There is growing evidence for the effectiveness of interventions to protect and promote mental health and wellbeing in the workplace; however, there is a disproportionate focus on interventions directed towards individual workers and illnesses, compared with interventions for improving working conditions and enhancing mental health. Moreover, research on work and mental health is mainly done in high-income countries, and often does not address workers in lower socioeconomic positions. Flexible and innovative approaches tailored to local conditions are needed in implementation research on workplace mental health to complement experimental studies. Improvements in translating workplace mental health research to policy and practice, such as through workplace-oriented concrete guidance for interventions, and by national policies and programmes focusing on the people most in need, could capitalise on the growing interest in workplace mental health, possibly yielding important mental health gains in working populations.
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Affiliation(s)
- Reiner Rugulies
- National Research Centre for the Working Environment, Copenhagen, Denmark; Section of Epidemiology, Department of Public Health, University of Copenhagen, Copenhagen, Denmark.
| | - Birgit Aust
- National Research Centre for the Working Environment, Copenhagen, Denmark
| | | | - 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, School of Applied Psychology, Griffith University, Brisbane, QLD, Australia
| | - Norito Kawakami
- Department of Digital Mental Health, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan; Junpukai Foundation, Okayama, Japan
| | - Anthony D LaMontagne
- School of Health and Social Development, Institute for Health Transformation, Deakin University, Geelong, VIC, Australia
| | - Ida E H Madsen
- National Research Centre for the Working Environment, Copenhagen, Denmark
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Taubman DS, Parikh SV. Understanding and Addressing Mental Health Disorders: a Workplace Imperative. Curr Psychiatry Rep 2023; 25:455-463. [PMID: 37589777 DOI: 10.1007/s11920-023-01443-7] [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] [Accepted: 07/25/2023] [Indexed: 08/18/2023]
Abstract
PURPOSE OF REVIEW This article seeks to provide a broad overview of the workplace mental health literature, highlight practical implications of current research, and formulate key recommendations for stakeholders. Various aspects of disability related to mental health disorders, their associated financial costs, and the impact of stigma are covered. This article also discusses key strategies for assessing mental health problems among employees and reviews different types of interventions in the workplace. RECENT FINDINGS Workplace mental health is an evolving area, particularly in the wake of the pandemic. While established national workplace mental health standards do not currently exist, mental illness continues to have a severe impact on the health of organizations, employees, and the economy. Additional research is needed to fully understand and address the diversity of mental health needs among the broad range of employees and organizations across the USA. Employers have a responsibility and an opportunity to create workplaces that support the whole person, not just the employee. While research in the area has increased in the last decade, there is still much to learn in terms of the most effective ways to support our workforce.
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Workplace Social Support and Reduced Psychological Distress: A 1-Year Occupational Cohort Study. J Occup Environ Med 2022; 64:e700-e704. [PMID: 35959920 DOI: 10.1097/jom.0000000000002675] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/31/2022]
Abstract
OBJECTIVE There is little evidence that workplace social support can relieve workers' mental health problems. Therefore, we examined whether social support from coworkers and supervisors was associated with reduced serious psychological distress among employees. METHODS We used two-wave panel data from 13 Japanese companies. The baseline survey was conducted in 2011, and the follow-up survey 1 year later. From 9889 respondents, we selected 759 who had psychological distress at baseline, defined as ≥13 on the Kessler Psychological Distress Scale (K6). RESULTS Increased coworker support was significantly associated with employees' reduced psychological distress (odds ratio, 3.51; 95% confidence interval, 2.17 to 5.68). The association between increased supervisor support and reduced psychological distress was nonsignificant (odds ratio, 1.32, 95% confidence interval, 0.85 to 2.04). CONCLUSION Encouraging coworker support may contribute to the secondary prevention of mental health problems among employees.
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Rees CE, Nguyen VNB, Ottrey E, Davis C, Pope K, Lee S, Waller S, Palermo C. The effectiveness of extended-duration supervision training for nurses and allied health professionals: A realist evaluation. NURSE EDUCATION TODAY 2022; 110:105225. [PMID: 35344840 DOI: 10.1016/j.nedt.2021.105225] [Citation(s) in RCA: 7] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/14/2021] [Revised: 10/06/2021] [Accepted: 11/12/2021] [Indexed: 06/14/2023]
Abstract
BACKGROUND Training helps maintain high-quality supervision and its associated benefits (e.g. reduced burnout, improved care). While studies have previously evaluated extended-duration supervision training programmes, none have treated these as complex interventions so have not employed realist approaches. OBJECTIVES Building on a previous realist synthesis, this evaluation tests and develops programme theory for extended-duration supervision training to answer the question: to what extent does the supervision training programme work, for whom, under what circumstances and why? DESIGN We conducted a realist evaluation of a novel state-wide Victorian 3-month supervision training programme including one or two 3.5-h workshops followed by weekly reflexive longitudinal audio diaries (LADs) for up to 12 weeks. METHODS Realist evaluation data comprised 25 entrance interviews with nurses and allied health professionals, 176 LADs (and 29 written diaries), and 23 exit interviews. We employed team-based realist analysis to identify context-mechanism-outcome configurations (CMOCs) to test and develop programme theory. RESULTS We refined four recurring CMOCs from the realist synthesis programme theory, found insufficient evidence for two, and established five new recurring CMOCs. We identified multiple positive outcomes from our extended-duration supervision training programme (e.g. improved supervisor practices) through various mechanisms relating to pedagogy (e.g. weekly reflexivity), supervisors (e.g. engagement), and workplaces (e.g. enabling supervision cultures). Some negative outcomes were reported (e.g. decreased engagement) through various mechanisms (e.g. suboptimal training design). Such mechanisms were thought to come about by diverse contexts including supervisors (e.g. inexperienced/experienced), professions (nursing/allied health), and organisations (supervision-enabled/non-enabled cultures). CONCLUSIONS Our findings extend the realist synthesis programme theory by highlighting various contexts triggering outcome-generating mechanisms. Programme outcomes are maximised through ongoing supervisor reflexivity paying attention to facilitator-supervisor relationships, as well as protected time for supervisors to translate learning into practice.
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Affiliation(s)
- Charlotte E Rees
- School of Health Sciences, College of Health, Medicine and Wellbeing, The University of Newcastle, Callaghan, NSW, Australia; Monash Centre for Scholarship in Health Education (MCSHE), Faculty of Medicine, Nursing & Health Sciences, Monash University, Clayton, VIC, Australia.
| | - Van N B Nguyen
- Monash Nursing & Midwifery, Faculty of Medicine, Nursing & Health Sciences, Monash University, Clayton, VIC, Australia
| | - Ella Ottrey
- Monash Centre for Scholarship in Health Education (MCSHE), Faculty of Medicine, Nursing & Health Sciences, Monash University, Clayton, VIC, Australia
| | - Corinne Davis
- Monash Centre for Scholarship in Health Education (MCSHE), Faculty of Medicine, Nursing & Health Sciences, Monash University, Clayton, VIC, Australia; Department of Nutrition, Dietetics and Food, School of Clinical Sciences at Monash Health, Monash University, Clayton, VIC, Australia
| | - Kirsty Pope
- Monash Centre for Scholarship in Health Education (MCSHE), Faculty of Medicine, Nursing & Health Sciences, Monash University, Clayton, VIC, Australia; Department of Occupational Therapy, Faculty of Medicine, Nursing & Health Sciences, Monash University, Frankston, VIC, Australia
| | - Sarah Lee
- Monash Centre for Scholarship in Health Education (MCSHE), Faculty of Medicine, Nursing & Health Sciences, Monash University, Clayton, VIC, Australia
| | - Susan Waller
- School of Rural Health, Faculty of Medicine, Nursing & Health Sciences, Monash University, Bendigo, VIC, Australia; Department of Medical Education, College of Medicine and Health Sciences, United Arab Emirates University, Al Ain, United Arab Emirates
| | - Claire Palermo
- Monash Centre for Scholarship in Health Education (MCSHE), Faculty of Medicine, Nursing & Health Sciences, Monash University, Clayton, VIC, Australia; Department of Nutrition, Dietetics and Food, School of Clinical Sciences at Monash Health, Monash University, Clayton, VIC, Australia
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Stuber F, Seifried-Dübon T, Tsarouha E, Rahmani Azad Z, Erschens R, Armbruster I, Schnalzer S, Mulfinger N, Müller A, Angerer P, Helaß M, Maatouk I, Nikendei C, Ruhle S, Puschner B, Gündel H, Rieger MA, Zipfel S, Junne F. Feasibility, psychological outcomes and practical use of a stress-preventive leadership intervention in the workplace hospital: the results of a mixed-method phase-II study. BMJ Open 2022; 12:e049951. [PMID: 35197332 PMCID: PMC8867373 DOI: 10.1136/bmjopen-2021-049951] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/24/2022] Open
Abstract
OBJECTIVES Hospitals are psychologically demanding workplaces with a need for context-specific stress-preventive leadership interventions. A stress-preventive interprofessional leadership intervention for middle management has been developed. This phase-II study investigates its feasibility and outcomes, including work-related stress, well-being and transformational leadership. DESIGN This is a mixed-methods study with three measure points (T0: baseline, T1: after the last training session, T2: 3-month follow-up). Additionally, focus groups were conducted to assess participants' change in everyday work. SETTING A tertiary hospital in Germany. PARTICIPANTS N=93 leaders of different professions. INTERVENTION An interactive group setting intervention divided in five separate sessions ((1) self-care as a leader, (2) leadership attitudes and behaviour, (3) motives, needs and stressors of employees, (4) strengthen the resource 'team', (5) reflection and focus groups). The intervention was conducted between June 2018 and March 2020 in k=5 runs of the intervention. OUTCOME MEASURES Feasibility and acceptance were measured with a self-developed intervention specific questionnaire. Psychological outcomes were assessed with the following scales: work-related strain with the Irritation Scale, well-being with the WHO-5 Well-being Index and transformational leadership with the Questionnaire of Integrative Leadership. RESULTS After the intervention at T2, over 90% of participants reported that they would recommend the intervention to another coworker (92.1%, n=59) and all participants (n=64) were satisfied with the intervention and rated the intervention as practical relevant for their everyday work. Participants' self-rated cognitive irritation was reduced, whereas their well-being and transformational leadership behaviour were improved over time. Focus group discussions revealed that participants implemented intervention contents successfully in their everyday work. CONCLUSIONS This intervention was feasible and showed first promising intraindividual changes in psychological outcomes. Participants confirmed its practical relevance. As a next step, the intervention will be evaluated as part of a multicentre-randomised controlled trial within the project SEEGEN (SEElische GEsundheit am Arbeitsplatz KrankeNhaus).
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Affiliation(s)
- Felicitas Stuber
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany
| | - Tanja Seifried-Dübon
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany
| | - Elena Tsarouha
- Institute of Occupational and Social Medicine and Health Services Research, University Hospital Tuebingen, Tuebingen, Germany
| | - Zahra Rahmani Azad
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany
| | - Rebecca Erschens
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany
| | - Ines Armbruster
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany
| | | | - Nadine Mulfinger
- Department of Psychosomatic Medicine and Psychotherapy, Ulm University Medical Center, Ulm, Germany
| | - Andreas Müller
- Institute of Psychology, Work and Organisational Psychology, University of Duisburg-Essen, Essen, Germany
| | - Peter Angerer
- Institute of Occupational, Social and Environmental Medicine, Centre for Health and Society, Faculty of Medicine, University of Duesseldorf, Duesseldorf, Germany
| | - Madeleine Helaß
- Department for General Internal Medicine and Psychosomatics, University Hospital Heidelberg, Heidelberg, Germany
| | - Imad Maatouk
- Department for General Internal Medicine and Psychosomatics, University Hospital Heidelberg, Heidelberg, Germany
| | - Christoph Nikendei
- Department for General Internal Medicine and Psychosomatics, University Hospital Heidelberg, Heidelberg, Germany
| | - Sascha Ruhle
- Chair of Business Administration, Human Resource Management and Organisation Studies, Heinrich Heine University Duesseldorf, Duesseldorf, Germany
| | - Bernd Puschner
- Psychiatry and Psychotherapy II, Ulm University, Ulm, Germany
| | - Harald Gündel
- Department of Psychosomatic Medicine and Psychotherapy, Ulm University Medical Center, Ulm, Germany
| | - Monika A Rieger
- Institute of Occupational and Social Medicine and Health Services Research, University Hospital Tuebingen, Tuebingen, Germany
| | - Stephan Zipfel
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany
| | - Florian Junne
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany
- Department of Psychosomatic Medicine and Psychotherapy, Otto von Guericke University Magdeburg, Magdeburg, Germany
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Stuber F, Seifried-Dübon T, Rieger MA, Gündel H, Ruhle S, Zipfel S, Junne F. The effectiveness of health-oriented leadership interventions for the improvement of mental health of employees in the health care sector: a systematic review. Int Arch Occup Environ Health 2021; 94:203-220. [PMID: 33011902 PMCID: PMC7532985 DOI: 10.1007/s00420-020-01583-w] [Citation(s) in RCA: 21] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/17/2020] [Accepted: 09/10/2020] [Indexed: 11/16/2022]
Abstract
PURPOSE An increasing prevalence of work-related stress and employees' mental health impairments in the health care sector calls for preventive actions. A significant factor in the workplace that is thought to influence employees' mental health is leadership behavior. Hence, effective leadership interventions to foster employees' (leaders' and staff members') mental health might be an important measure to address this pressing issue. METHODS We conducted a systematic review according to the PRISMA statement (Liberati et al. 2009) and systematically searched the following databases: PubMed (PMC), Web of Science, PsycINFO (EBSCOhost), EconLit (EBSCOhost), and Business Source Premier (EBSCOhost). In addition, we performed a hand search of the reference lists of relevant articles. We included studies investigating leadership interventions in the health care sector that aimed to maintain/foster employees' mental health. RESULTS The systematic search produced 11,221 initial search hits in relevant databases. After the screening process and additional literature search, seven studies were deemed eligible according to the inclusion criteria. All studies showed at least a moderate global validity and four of the included studies showed statistically significant improvements of mental health as a result of the leadership interventions. CONCLUSIONS Based on the findings, leadership interventions with reflective and interactive parts in group settings at several seminar days seem to be the most promising strategy to address mental health in health care employees. As the available evidence is limited, efforts to design and scientifically evaluate such interventions should be extended.
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Affiliation(s)
- Felicitas Stuber
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany.
| | - Tanja Seifried-Dübon
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany
| | - Monika A Rieger
- Institute of Occupational Medicine, Social Medicine and Health Services Research, University Hospital Tuebingen, Tuebingen, Germany
| | - Harald Gündel
- Department of Psychosomatic Medicine and Psychotherapy, Ulm University Medical Center, Ulm, Germany
| | - Sascha Ruhle
- Department of Business Administration, in particular, Work Human Resource Management and Organization Studies, Heinrich-Heine-University Düsseldorf, Düsseldorf, Germany
| | - Stephan Zipfel
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany
| | - Florian Junne
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany
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Gayed A, Kugenthiran N, LaMontagne AD, Christensen H, Glozier N, Harvey SB. Can an online mental health training program improve physician supervisors' behaviour towards trainees? Intern Med J 2021; 51:1441-1449. [PMID: 33465270 DOI: 10.1111/imj.15207] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/22/2020] [Revised: 01/14/2021] [Accepted: 01/14/2021] [Indexed: 11/28/2022]
Abstract
BACKGROUND Physician trainees have elevated rates of psychological distress, mental disorders and suicide. Physician supervisors can support the mental health needs of trainees. AIM To test the feasibility and acceptability of a tailored online mental health training program and ascertain the potential effectiveness of the program to alter the confidence and behaviours of physician supervisors. METHODS Thirty Australian hospital-based physicians who were supervising physician trainees, participated in this quasi-experimental pre-post pilot study. All received the intervention which comprised twelve 5-minute modules to complete over a 3-week period. Baseline and post-intervention data were collected. The primary outcome evaluated participants' confidence to respond to trainees experiencing mental ill-health and promote a mentally healthy workplace. Secondary outcomes evaluated change in self-reported behaviour, mental health knowledge and stigmatising attitudes. Differences in mean scale scores for each outcome measure from baseline and post-intervention were compared using paired sample t-tests. RESULTS Thirty physicians completed the baseline assessment, and 23 (76.7%) completed all program modules. Most participants found the program engaging, interesting and useful. Post-intervention data, available for 25 (83.3%) participants, showed a significant increase in participants' knowledge of their role in supporting trainees under their supervision (p=0.002), confidence to initiate conversations about mental health with staff (p<0.001), and application of preventive and responsive supervisory behaviours to support the mental health needs of those they supervise (p<0.001). CONCLUSIONS This online mental health training program for physician supervisors was feasible and associated with improved confidence and behaviour to support the mental health needs of trainees they supervised. This article is protected by copyright. All rights reserved.
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Affiliation(s)
- Aimee Gayed
- Postdoctoral Research Fellow at the Black Dog Mental Health Institute, University of New South Wales, Sydney, Australia
| | - Nathasha Kugenthiran
- Research Officer at the Black Dog Mental Health Institute, University of New South Wales, Sydney, Australia
| | - Anthony D LaMontagne
- Professor of Work, Health and Wellbeing at the Institute for Health Transformation, School of Health & Social Development, Deakin University, Geelong, Victoria, Australia; and Melbourne School of Population and Global Health, The University of Melbourne, Melbourne, Australia
| | - Helen Christensen
- Scientia Professor, Director and Chief Scientist at the Black Dog Mental Health Institute, University of New South Wales, Sydney, Australia.,Professor of Mental Health at University of New South Wales, Sydney, Australia
| | - Nick Glozier
- Professor of Psychological Medicine at the Faculty of Medicine and Health, University of Sydney, Sydney, Australia
| | - Samuel B Harvey
- Associate Professor and Director of Discovery at the Black Dog Mental Health Institute, University of New South Wales, Sydney, Australia
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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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Rees CE, Lee SL, Huang E, Denniston C, Edouard V, Pope K, Sutton K, Waller S, Ward B, Palermo C. Supervision training in healthcare: a realist synthesis. ADVANCES IN HEALTH SCIENCES EDUCATION : THEORY AND PRACTICE 2020; 25:523-561. [PMID: 31691182 PMCID: PMC7359165 DOI: 10.1007/s10459-019-09937-x] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/11/2019] [Accepted: 10/22/2019] [Indexed: 05/09/2023]
Abstract
Supervision matters: it serves educational, supportive and management functions. Despite a plethora of evidence on the effectiveness of supervision, scant evidence for the impact of supervision training exists. While three previous literature reviews have begun to examine the effectiveness of supervision training, they fail to explore the extent to which supervision training works, for whom, and why. We adopted a realist approach to answer the question: to what extent do supervision training interventions work (or not), for whom and in what circumstances, and why? We conducted a team-based realist synthesis of the supervision training literature focusing on Pawson's five stages: (1) clarifying the scope; (2) determining the search strategy; (3) study selection; (4) data extraction; and (5) data synthesis. We extracted contexts (C), mechanisms (M) and outcomes (O) and CMO configurations from 29 outputs including short (n = 19) and extended-duration (n = 10) supervision training interventions. Irrespective of duration, interventions including mixed pedagogies involving active and/or experiential learning, social learning and protected time served as mechanisms triggering multiple positive supervisor outcomes. Short-duration interventions also led to positive outcomes through mechanisms such as supervisor characteristics, whereas facilitator characteristics was a key mechanism triggering positive and negative outcomes for extended-duration interventions. Disciplinary and organisational contexts were not especially influential. While our realist synthesis builds on previous non-realist literature reviews, our findings extend previous work considerably. Our realist synthesis presents a broader array of outcomes and mechanisms than have been previously identified, and provides novel insights into the causal pathways in which short and extended-duration supervision training interventions produce their effects. Future realist evaluation should explore further any differences between short and extended-duration interventions. Educators are encouraged to prioritize mixed pedagogies, social learning and protected time to maximize the positive supervisor outcomes from training.
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Affiliation(s)
- Charlotte E Rees
- Monash Centre for Scholarship in Health Education (MCSHE), Monash University, 27 Rainforest Walk (Building 15), Clayton Campus, Clayton, VIC, 3800, Australia.
| | - Sarah L Lee
- Monash Centre for Scholarship in Health Education (MCSHE), Monash University, 27 Rainforest Walk (Building 15), Clayton Campus, Clayton, VIC, 3800, Australia
| | - Eve Huang
- Monash Centre for Scholarship in Health Education (MCSHE), Monash University, 27 Rainforest Walk (Building 15), Clayton Campus, Clayton, VIC, 3800, Australia
| | - Charlotte Denniston
- Monash Centre for Scholarship in Health Education (MCSHE), Monash University, 27 Rainforest Walk (Building 15), Clayton Campus, Clayton, VIC, 3800, Australia
- Department of Medical Education, Melbourne Medical School, The University of Melbourne, Melbourne, VIC, Australia
| | - Vicki Edouard
- Monash Centre for Scholarship in Health Education (MCSHE), Monash University, 27 Rainforest Walk (Building 15), Clayton Campus, Clayton, VIC, 3800, Australia
| | - Kirsty Pope
- Department of Occupational Therapy, Faculty of Medicine, Nursing and Health Sciences, Monash University, Frankston, VIC, Australia
| | - Keith Sutton
- Monash Rural Health, Faculty of Medicine, Nursing and Health Sciences, Monash University, Warragul, VIC, Australia
| | - Susan Waller
- Monash Rural Health, Faculty of Medicine, Nursing and Health Sciences, Monash University, Warragul, VIC, Australia
| | - Bernadette Ward
- Monash Rural Health, Faculty of Medicine, Nursing and Health Sciences, Monash University, Bendigo, VIC, Australia
| | - Claire Palermo
- Monash Centre for Scholarship in Health Education (MCSHE), Monash University, 27 Rainforest Walk (Building 15), Clayton Campus, Clayton, VIC, 3800, Australia
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11
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Soeda S. An individualized mental health education programme for Japanese managers. Occup Med (Lond) 2020; 70:176-182. [DOI: 10.1093/occmed/kqaa025] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022] Open
Abstract
Abstract
Background
Mental health education for managers has typically been conducted using a group format. Few studies have examined the provision of individualized education.
Aims
This study discussed the evaluations and characteristic needs of participants in an individualized mental health education programme while examining avenues for providing such education.
Methods
Eighty-nine individualized education sessions were conducted for managers (87 males, 2 females) with a mean age of 42.6 years (SD = 5.1) at an assembly factory in Japan. Data from anonymous self-administered questionnaires completed before and after the education programme were analysed.
Results
Overall, 95% of the managers (81/85) approved the individualized education format. The characteristic needs of participants with high motivation (45%, 38/85) were mental health consultations for managers (37%, 14/38, 95% confidence interval [CI] 1.62–14.7, P < 0.01) and subordinate-related concerns (18%, 7/38, 95% CI 1.11–22.8, P < 0.05).
Conclusions
Individualized education may be a suitable method for conducting mental health consultations. It is recommended that the introduction of individualized education formats be implemented through voluntary consultations following group education. Individualized education may contribute to early intervention for work-related mental disorders.
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Affiliation(s)
- S Soeda
- SOEDA Mental Health Service, Hokuchiku, Yahatanishi-ku, Kitakyushu-shi, Fukuoka, Japan
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Schwarz E, Schiller B, Moertl K, Weimer K, Eisele M, Kauderer J, Papenfuss F, Guendel H, Hoelzer M. Long-Term Attitude Change After a Single-Day Manager Training Addressing Mental Health at the Workplace. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2019; 16:E5105. [PMID: 31847294 PMCID: PMC6950477 DOI: 10.3390/ijerph16245105] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/31/2019] [Revised: 12/08/2019] [Accepted: 12/11/2019] [Indexed: 11/17/2022]
Abstract
Mental health problems have become one of the most common causes of incapacity for work, and engender high costs to society. Especially managerial behavior was found to have a great impact on employees' well-being. In order to support those in leading positions in dealing with their own, as well as their employees', psychological stress factors, we conducted a specific manager training. At the same time, we wanted to find out about the training's short- and long-term effects. Participants were asked to give information about their knowledge and attitudes concerning mental health (Mental Health Knowledge Schedule, Social Distance Scale), as well as to comment on their own health condition (12-Item Short Form Health Survey, Patient Health Questionnaire) and working situation (Effort-Reward Inventory, Irritation Scale). Data were collected at baseline, as well as 3 and 12 months after the training. Results show long-term improvements in knowledge and attitudes measured by the Mental Health Knowledge Schedule (MAKS: Mt1 = 22.88, Mt2 = 23.79, Mt3 = 23.79, p = 0.005) but not in the Social Distance Scale (SoDi: Mt1 = 0.96, Mt2 = 0.85, Mt3 = 0.84, p = 0.165). Over the period of time observed, no changes were found regarding health- or work-related instruments. Due to the uncontrolled design of the study, further research is needed to determine the exact effectiveness.
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Affiliation(s)
- Elena Schwarz
- Department of Psychosomatic Medicine and Psychotherapy, University Medical Center Ulm, 89081 Ulm, Germany; (K.W.); (H.G.)
| | - Birgitta Schiller
- Department of Psychotherapy Science, Sigmund Freud University Vienna, 1020 Vienna, Austria; (B.S.); (K.M.)
| | - Kathrin Moertl
- Department of Psychotherapy Science, Sigmund Freud University Vienna, 1020 Vienna, Austria; (B.S.); (K.M.)
| | - Katja Weimer
- Department of Psychosomatic Medicine and Psychotherapy, University Medical Center Ulm, 89081 Ulm, Germany; (K.W.); (H.G.)
| | - Marlene Eisele
- Robert Bosch GmbH, 70839 Gerlingen, Germany; (M.E.); (J.K.); (F.P.)
| | - Johanna Kauderer
- Robert Bosch GmbH, 70839 Gerlingen, Germany; (M.E.); (J.K.); (F.P.)
| | - Falko Papenfuss
- Robert Bosch GmbH, 70839 Gerlingen, Germany; (M.E.); (J.K.); (F.P.)
| | - Harald Guendel
- Department of Psychosomatic Medicine and Psychotherapy, University Medical Center Ulm, 89081 Ulm, Germany; (K.W.); (H.G.)
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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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Bryan BT, Gayed A, Milligan-Saville JS, Madan I, Calvo RA, Glozier N, Harvey SB. Managers' response to mental health issues among their staff. Occup Med (Lond) 2019; 68:464-468. [PMID: 30060150 DOI: 10.1093/occmed/kqy103] [Citation(s) in RCA: 19] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/14/2022] Open
Abstract
Background Many organizations are implementing mental health training for managers to facilitate better communication between managers and employees suffering from mental health problems. Much of this training focuses on improving managers' mental health literacy and reducing stigma. However, it is unclear whether this focus is appropriate or whether other targets, such as improving skills and confidence, should be given greater consideration. Aims To test whether knowledge, attitudes and confidence are associated with managers' behavioural responses to mental health issues among their staff. Methods Managers from a large Australian fire and rescue service completed a questionnaire addressing their knowledge, attitudes, confidence and behavioural responses when managing employee mental health issues. The relationship was assessed using logistic regression. Odds ratios (ORs) with 95% confidence intervals (CIs) were calculated. Results Eighty-five managers responded (response rate 66%). Managers' confidence was the strongest predictor of their behaviour. Managers who felt confident discussing mental health were significantly more likely to make contact with an employee who was suspected to be suffering from a mental illness (OR 15.79, 95% CI 3.03-82.37, P < 0.01) or was on sickness leave for mental health reasons (OR 19.84, 95% CI 2.25-175.15, P < 0.01). Non-stigmatizing attitudes towards mental illness also significantly predicted contact with a staff member off work due to mental health problems (OR 5.22, 95% CI 1.21-22.54, P < 0.05). Conclusions Our findings suggest that manager mental health training should focus on building their confidence and reducing stigma in order to have the greatest chance of altering workplace practices.
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Affiliation(s)
- B T Bryan
- Black Dog Institute, University of New South Wales, Sydney, New South Wales, Australia
| | - A Gayed
- School of Psychiatry, University of New South Wales, Sydney, New South Wales, Australia
| | - J S Milligan-Saville
- Black Dog Institute, University of New South Wales, Sydney, New South Wales, Australia.,School of Psychiatry, University of New South Wales, Sydney, New South Wales, Australia
| | - I Madan
- Occupational Health Department, The Education Centre, St Thomas' Hospital, London, UK.,King's College London, London, UK
| | - R A Calvo
- School of Electrical and Information Engineering, The University of Sydney, Sydney, New South Wales, Australia
| | - N Glozier
- Brain and Mind Centre and Central Clinical School, School of Medicine, Faculty of Medicine and Health, University of Sydney, Sydney, Australia
| | - S B Harvey
- Black Dog Institute, University of New South Wales, Sydney, New South Wales, Australia
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15
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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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16
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Lee S, Denniston C, Edouard V, Palermo C, Pope K, Sutton K, Waller S, Ward B, Rees C. Supervision training interventions in the health and human services: realist synthesis protocol. BMJ Open 2019; 9:e025777. [PMID: 31154303 PMCID: PMC6549728 DOI: 10.1136/bmjopen-2018-025777] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
INTRODUCTION Supervision training aims to develop workplace supervisory competencies. Despite extensive supervision literature, including literature reviews, the processes through which supervision training interventions produce their effects, for whom and under what circumstances is not clearly delineated. The purpose of this study is to explain the effect of contextual factors on the underpinning mechanisms of supervision training outcomes. METHODS AND ANALYSIS We propose to examine supervision training interventions across the health and human services workforce using realist methods. Pawson's five stages for undertaking a realist synthesis will be followed: (1) clarifying the scope of the review; (2) determining the search strategy; (3) study selection; (4) extracting data and (5) synthesising the evidence and drawing conclusions. Extracted data will include study characteristics, characteristics of participant cohort, intervention type, contextual factors, underlying mechanisms and supervision training outcomes. Patterns in context-mechanism-outcome configurations will be identified. Initial programme theories will be developed based on a comprehensive search of the literature, which will include key terms relating to supervision and training. The search strategy will involve: (1) electronic database searching using Medline, Cumulative Index to Nursing and Allied Health Literature, Social Services Abstracts, Educational Resources Information Center, PsycINFO and Australian Public Affairs Information Service and (2) hand and citation searching. We will also contact authors where necessary and discuss identified literature among the project team with extensive expertise in supervision training. ETHICS AND DISSEMINATION The realist synthesis will propose an evidence-informed theory of supervision training interventions (ie, what interventions work for whom and why). The findings will be disseminated in peer-reviewed journals and presentations and through discussions with relevant organisations and stakeholders. The research will be used by educators to develop evidenced-based supervision training interventions. It will also help workplace supervisors to better understand what types of supervision training might work most optimally for them and their colleagues. Other researchers could use the synthesis findings to guide future supervision research. PROSPERO REGISTRATION NUMBER CRD42018094186.
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Affiliation(s)
- Sarah Lee
- Faculty of Medicine, Nursing and Health Sciences, Monash Centre for Scholarship in Health Education (MCSHE), Monash University, Melbourne, Victoria, Australia
| | - Charlotte Denniston
- Faculty of Medicine, Nursing and Health Sciences, Monash Centre for Scholarship in Health Education (MCSHE), Monash University, Melbourne, Victoria, Australia
- Department of Medical Education, Melbourne Medical School, The University of Melbourne, Melbourne, Victoria, Australia
| | - Vicki Edouard
- Faculty of Medicine, Nursing and Health Sciences, Monash Centre for Scholarship in Health Education (MCSHE), Monash University, Melbourne, Victoria, Australia
| | - Claire Palermo
- Faculty of Medicine, Nursing and Health Sciences, Monash Centre for Scholarship in Health Education (MCSHE), Monash University, Melbourne, Victoria, Australia
| | - Kirsty Pope
- Department of Occupational Therapy, Monash University, Frankston, Victoria, Australia
| | - Keith Sutton
- Rural Health, Monash University, Warragul, Victoria, Australia
| | - Susan Waller
- Rural Health, Monash University, Warragul, Victoria, Australia
| | - Bernadette Ward
- Rural Health, Monash University, Bendigo, Victoria, Australia
| | - Charlotte Rees
- Faculty of Medicine, Nursing and Health Sciences, Monash Centre for Scholarship in Health Education (MCSHE), Monash University, Melbourne, Victoria, Australia
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17
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Tsutsumi A, Shimazu A, Yoshikawa T. Proposed guidelines for primary prevention for mental health at work: an update. ENVIRONMENTAL AND OCCUPATIONAL HEALTH PRACTICE 2019. [DOI: 10.1539/eohp.2019-0007-ra] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Affiliation(s)
- Akizumi Tsutsumi
- Department of Public Health, Kitasato University School of Medicine
| | | | - Toru Yoshikawa
- National Institute of Occupational Safety and Health, Japan (JNIOSH)
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18
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Tynan RJ, James C, Considine R, Skehan J, Gullestrup J, Lewin TJ, Wiggers J, Kelly BJ. Feasibility and acceptability of strategies to address mental health and mental ill-health in the Australian coal mining industry. Int J Ment Health Syst 2018; 12:66. [PMID: 30410571 PMCID: PMC6211480 DOI: 10.1186/s13033-018-0245-8] [Citation(s) in RCA: 29] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 07/09/2018] [Accepted: 10/23/2018] [Indexed: 11/10/2022] Open
Abstract
Background To evaluate the feasibility, acceptability and effectiveness of implementing a peer-based, multi-component mental health program in the Australian coal mining industry. Methods The multicomponent program included MATES in mining (a peer-based mental health and suicide prevention program) and supervisor training. Eight Australian coal mines participated in the research, with four mines receiving the mental health program. Primary outcome variables including mental health stigma, help-seeking behaviour and perception of the workplace commitment to mental health were measured prior to program implementation, and then again 10 months following using a paper based survey. Process evaluation of the mental health program was measured using a pre-test/post-test survey. Results MATES in mining 1275 miners participated in the MATES general awareness and connector training. Participants were more confident that they could identify a workmate experiencing mental ill-health; help a workmate, family member or themselves identify where to get support and were more willing to start a conversation with a workmate about their mental health. Supervisor training 117 supervisors completed the supervisor training and were subsequently more confident that they could: identify someone experiencing mental ill-health in the workplace; identify and recommend support services to a person experiencing mental ill-health; and have an effective conversation about performance issues that may be due to mental ill-health. Conclusions Our findings show evidence to support the use of peer-based mental health programs in the mining industry, and for male-dominated industry more broadly.
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Affiliation(s)
- Ross J Tynan
- Everymind, PO Box 833, Newcastle, NSW 2300 Australia.,2Centre for Resources Health and Safety, NIER, University of Newcastle, 70 Vale Street, Shortland, NSW Australia.,3School of Medicine and Public Health, University of Newcastle, Hunter Building, University Drive, Callaghan, PO Box 833, Newcastle, NSW 2300 Australia
| | - Carole James
- 2Centre for Resources Health and Safety, NIER, University of Newcastle, 70 Vale Street, Shortland, NSW Australia.,3School of Medicine and Public Health, University of Newcastle, Hunter Building, University Drive, Callaghan, PO Box 833, Newcastle, NSW 2300 Australia
| | - Robyn Considine
- 3School of Medicine and Public Health, University of Newcastle, Hunter Building, University Drive, Callaghan, PO Box 833, Newcastle, NSW 2300 Australia
| | - Jaelea Skehan
- Everymind, PO Box 833, Newcastle, NSW 2300 Australia
| | | | - Terry J Lewin
- 5Centre for Brain and Mental Health Research, School of Medicine and Public Health, University of Newcastle, Callaghan, PO Box 833, Newcastle, NSW 2300 Australia
| | - John Wiggers
- 3School of Medicine and Public Health, University of Newcastle, Hunter Building, University Drive, Callaghan, PO Box 833, Newcastle, NSW 2300 Australia.,Hunter New England Population Health, Booth Building, Longworth Avenue, Wallsend, NSW 2287 Australia
| | - Brian J Kelly
- 2Centre for Resources Health and Safety, NIER, University of Newcastle, 70 Vale Street, Shortland, NSW Australia.,3School of Medicine and Public Health, University of Newcastle, Hunter Building, University Drive, Callaghan, PO Box 833, Newcastle, NSW 2300 Australia
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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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20
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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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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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22
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Milligan-Saville JS, Tan L, Gayed A, Barnes C, Madan I, Dobson M, Bryant RA, Christensen H, Mykletun A, Harvey SB. Workplace mental health training for managers and its effect on sick leave in employees: a cluster randomised controlled trial. Lancet Psychiatry 2017; 4:850-858. [PMID: 29031935 DOI: 10.1016/s2215-0366(17)30372-3] [Citation(s) in RCA: 78] [Impact Index Per Article: 11.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/10/2017] [Revised: 08/20/2017] [Accepted: 08/21/2017] [Indexed: 10/18/2022]
Abstract
BACKGROUND Mental illness is one of the most rapidly increasing causes of long-term sickness absence, despite improved rates of detection and development of more effective interventions. However, mental health training for managers might help improve occupational outcomes for people with mental health problems. We aimed to investigate the effect of mental health training on managers' knowledge, attitudes, confidence, and behaviour towards employees with mental health problems, and its effect on employee sickness absence. METHODS We did a cluster randomised controlled trial of manager mental health training within a large Australian fire and rescue service, with a 6-month follow-up. Managers (clusters) at the level of duty commander or equivalent were randomly assigned (1:1) using an online random sequence generator to either a 4-h face-to-face RESPECT mental health training programme or a deferred training control group. Researchers, managers, and employees were not masked to the outcome of randomisation. Firefighters and station officers supervised by each manager were included in the study via their anonymised sickness absence records. The primary outcome measure was change in sickness absence among those supervised by each of the managers. We analysed rates of work-related sick leave and standard sick leave seperately, with rate being defined as sickness absence hours divided by the sum of hours of sickness absence and hours of attendance. This trial was registered with the Australian New Zealand Clinical Trials Registry (ACTRN12613001156774). FINDINGS 128 managers were recruited between Feb 18, 2014, and May 17, 2014. 46 (71%) of 65 managers allocated to the intervention group received the intervention, and 42 (67%) of 63 managers allocated to the control group were entered in the deferred training group. Managers and their employees were followed up and reassessed at 6 months after randomisation. 25 managers (1233 employees) in the intervention group and 19 managers (733 employees) in the control group provided data for the primary analysis. During the 6-month follow-up, the mean rate of work-related sick leave decreased by 0·28 percentage points (pp) from a pre-training mean of 1·56% (SE 0·23) in the intervention group and increased by 0·28 pp from 0·95% (0·20) in the control group (p=0·049), corresponding to a reduction of 6·45 h per employee per 6 months. The mean percentage of standard sick leave increased by 0·48 pp from 4·97% (0·22) in the intervention group and by 0·31 pp from 5·27% (0·21) in the control group (p=0·169). INTERPRETATION A 4-h manager mental health training programme could lead to a significant reduction in work-related sickness absence, with an associated return on investment of £9.98 for each pound spent on such training. Further research is needed to confirm these findings and test their applicability in other work settings. FUNDING NSW Health and Employers Mutual Ltd.
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Affiliation(s)
| | - Leona Tan
- School of Psychiatry, University of New South Wales, Randwick, NSW, Australia
| | - Aimée Gayed
- School of Psychiatry, University of New South Wales, Randwick, NSW, Australia
| | | | - Ira Madan
- Occupational Health Department, The Education Centre, Guy's and St Thomas' NHS Trust, London, UK; Division of Health and Social Care Research, King's College London, London, UK
| | - Mark Dobson
- Fire and Rescue NSW, Public Safety Office, Sydney, NSW, Australia
| | - Richard A Bryant
- School of Psychology, University of New South Wales, Sydney, NSW, Australia
| | - Helen Christensen
- Black Dog Institute, Randwick, NSW, Australia; School of Medicine, University of New South Wales, Randwick, NSW, Australia
| | - Arnstein Mykletun
- School of Psychiatry, University of New South Wales, Randwick, NSW, Australia; Norwegian Institute of Public Health, Bergen, Norway; Centre for Research and Education in Forensic Psychiatry and Psychology, Haukeland University Hospital, Bergen, Norway; Department of Community Medicine, University of Tromsø, Tromsø, Norway; Nordland Hospital Trust, Bodø, Norway
| | - Samuel B Harvey
- School of Psychiatry, University of New South Wales, Randwick, NSW, Australia; Black Dog Institute, Randwick, NSW, Australia.
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Burford C, Davey S, Knight A, King S, Cooke A, Coggins T. Mental Wellbeing Impact Assessment (MWIA) in the workplace. JOURNAL OF PUBLIC MENTAL HEALTH 2017; 16:104-112. [PMID: 29721034 PMCID: PMC5868549 DOI: 10.1108/jpmh-01-2017-0002] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/27/2017] [Revised: 06/16/2017] [Accepted: 06/17/2017] [Indexed: 11/29/2022]
Abstract
Purpose The Mental Wellbeing Impact Assessment (MWIA) is an evidence-based tool that guides decision makers, such as policy makers and service managers, about the potential impacts of a new programme or policy change. It was initially used in urban regeneration but has subsequently been used in housing, children’s centres and education. The purpose of this paper is to report, for the first time, on the strengths and weaknesses of using the MWIA in the workplace. Design/methodology/approach Feedback was collected from staff who participated in stakeholder workshops as part of the MWIA process at two different public sector organisations. Findings The MWIA can be used as an effective workplace assessment tool and is valuable as both a diagnostic tool and as an intervention in its own right. The MWIA generates tailored action plans focussed on addressing the organisation or team-specific issues. The weaknesses of the MWIA in the workplace are mainly focussed around management cooperation and commitment to the process which should be screened for prior to engaging in the full stakeholder workshop. Originality/value This is the first report of MWIA’s use in the workplace but suggests that it is a useful tool which can be used to support workplace wellbeing, especially in relation to a policy or organisational change. Further studies should be carried out to fully understand the impact of the MWIA in the workplace.
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Affiliation(s)
- Charlotte Burford
- Maudsley International, Institute of Psychiatry, King’s College London, London, UK
| | - Silvia Davey
- Maudsley International, Institute of Psychiatry, King’s College London, London, UK
| | - Alec Knight
- King’s Improvement Science, Institute of Psychiatry, King’s College London, London, UK
| | | | | | - Tony Coggins
- South London and Maudsley NHS Foundation Trust, London, UK
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Effectiveness of MH-Guru, a brief online mental health program for the workplace: A randomised controlled trial. Internet Interv 2016; 6:29-39. [PMID: 30135812 PMCID: PMC6096203 DOI: 10.1016/j.invent.2016.09.004] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 12/16/2015] [Revised: 09/09/2016] [Accepted: 09/12/2016] [Indexed: 11/30/2022] Open
Abstract
BACKGROUND Depression and anxiety interfere with an individual's quality of life and result in substantial economic costs to the workplace through lost productivity. The internet offers an unparalleled opportunity for the large scale, cost-effective delivery of mental health awareness and destigmatisation programs in the workplace. However, to date high quality assessments of the effectiveness of such workplace programs have been confined to health professional settings. The current study reports the effectiveness of Mental Health Guru (MH-Guru), a two-module online mental health workplace induction program. METHODS A total of 507 employees from a large multi-departmental government workplace were randomised to a 2-week online depression and anxiety educational program (Mental Health Guru; MH-Guru), or a Wait List Control condition. Participants completed online surveys at baseline, 1 week post-intervention and at 6-month follow-up. Primary outcome measures included depression and anxiety literacy, personal stigma about depression and anxiety, and help seeking intentions for anxiety and depression at post-test. Secondary measures included help-seeking attitudes and self-reported help seeking behaviour. Satisfaction measures were also collected. RESULTS Dropout at post intervention was 26.7% and 21.0% for the MH-Guru and Control conditions respectively. Relative to Control, MH-Guru participants showed significantly greater improvements in depression and anxiety literacy at post intervention. Between group standardized effect sizes at post-test and 6-months were 0.78 and 0.81 for depression literacy and 0.80 and 0.79 for anxiety literacy. Compared to the Control participants, the MH-Guru group also showed significantly greater reductions in depression and anxiety personal stigma. Between group effect sizes in stigma for depression were - 0.56 and - 0.47 at post-test and 6-months respectively and - 0.42 at both time points for anxiety. The MH-Guru intervention was not associated with a differentially greater increase in anxiety or depression help-seeking intentions or improvement in help seeking attitudes compared to the Control group. However, self-reported help-seeking behaviour was significantly greater in the MH-Guru group at post-test. In addition, the MH-Guru group showed greater intentions to seek help for depression from the Internet at 6-month follow-up. Satisfaction items suggested that the program was acceptable to employees. CONCLUSIONS Brief online programs such as MH-Guru have the potential to play an important role in increasing mental health awareness and decreasing stigmatizing attitudes in the workplace, and by extension the general community.
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Buden JC, Dugan AG, Namazi S, Huedo-Medina TB, Cherniack MG, Faghri PD. Work Characteristics as Predictors of Correctional Supervisors' Health Outcomes. J Occup Environ Med 2016; 58:e325-34. [PMID: 27483335 PMCID: PMC5016227 DOI: 10.1097/jom.0000000000000843] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/01/2023]
Abstract
OBJECTIVE This study examined associations among health behaviors, psychosocial work factors, and health status. METHODS Correctional supervisors (n = 157) completed a survey that assessed interpersonal and organizational views on health. Chi-square and logistic regressions were used to examine relationships among variables. RESULTS Respondents had a higher prevalence of obesity and comorbidities compared with the general US adult population. Burnout was significantly associated with nutrition, physical activity, sleep duration, sleep quality, diabetes, and anxiety/depression. Job meaning, job satisfaction, and workplace social support may predict health behaviors and outcomes. CONCLUSIONS Correctional supervisors are understudied and have poor overall health status. Improving health behaviors of middle-management employees may have a beneficial effect on the health of the entire workforce. This paper demonstrates the importance of psychosocial work factors that may contribute to health behaviors and outcomes.
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Affiliation(s)
- Jennifer C. Buden
- Department of Allied Health Sciences, University of Connecticut, Storrs, CT
| | - Alicia G. Dugan
- Division of Occupational and Environmental Medicine, UConn Health Center, Farmington, CT
| | - Sara Namazi
- Division of Occupational and Environmental Medicine, UConn Health Center, Farmington, CT
| | | | - Martin G. Cherniack
- Division of Occupational and Environmental Medicine, UConn Health Center, Farmington, CT
| | - Pouran D. Faghri
- Department of Allied Health Sciences, University of Connecticut, Storrs, CT
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Kawakami N, Tsutsumi A. The Stress Check Program: a new national policy for monitoring and screening psychosocial stress in the workplace in Japan. J Occup Health 2015; 58:1-6. [PMID: 26607455 DOI: 10.1539/joh.15-0001-er] [Citation(s) in RCA: 74] [Impact Index Per Article: 8.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
OBJECTIVES The Japanese government launched a new occupational health policy called the Stress Check Program. This program mandates that all workplaces with 50 or more employees conduct the Stress Check Program for workers at least once a year. This article gives a brief overview and critical review of the program. METHODS We reviewed relevant laws, guidelines, and manuals, as well as the policy development process. The policy and the components of the program were compared using available scientific evidence and trends in the management of psychosocial factors at work according to the policies and guidelines of international bodies and European countries. RESULTS The process of program policy development was based on a discussion among employer and employee representatives, occupational health professionals, and mental health experts. Scientific evidence shows that mandated components of the program (i.e., feedback of stress survey results and physician's interview) may be ineffective. However, additional components recommended to employers, such as stress management skill provision and work environment improvement, in conjunction with the program may be effective in improving psychosocial stress at work. The Stress Check Program is unique compared with the global trend for psychosocial risk management because it focuses on the assessment of stress among individual workers. CONCLUSION The new program may be effective in improving worker mental health by facilitating the psychosocial risk management approach in Japan. Concerns regarding the program include mass leakage of collected information, and possible disadvantages for workers labeled as having high stress.
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Affiliation(s)
- Norito Kawakami
- Department of Mental Health, School of Public Health, The University of Tokyo
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Moll SE. The web of silence: a qualitative case study of early intervention and support for healthcare workers with mental ill-health. BMC Public Health 2014; 14:138. [PMID: 24507543 PMCID: PMC3929153 DOI: 10.1186/1471-2458-14-138] [Citation(s) in RCA: 42] [Impact Index Per Article: 4.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/24/2013] [Accepted: 02/07/2014] [Indexed: 11/18/2022] Open
Abstract
Background There is a high rate of stress and mental illness among healthcare workers, yet many continue to work despite symptoms that affect their performance. Workers with mental health issues are typically ostracized and do not get the support that they need. If issues are not addressed, however, they could become worse and compromise the health and safety, not only of the worker, but his/her colleagues and patients. Early identification and support can improve work outcomes and facilitate recovery, but more information is needed about how to facilitate this process in the context of healthcare work. The purpose of this study was to explore the key individual and organizational forces that shape early intervention and support for healthcare workers who are struggling with mental health issues, and to identify barriers and opportunities for change. Methods A qualitative, case study in a large, urban healthcare organization was conducted in order to explore the perceptions and experiences of employees across the organization. In-depth interviews were conducted with eight healthcare workers who had experienced mental health issues at work as well as eight workplace stakeholders who interacted with workers who were struggling (managers, coworkers, union leaders). An online survey was completed by an additional 67 employees. Analysis of the interviews and surveys was guided by a process of interpretive description to identify key barriers to early intervention and support. Results There were many reports of silence and inaction in response to employee mental health issues. Uncertainty in identifying mental health problems, stigma regarding mental ill health, a discourse of professional competence, social tensions, workload pressures, confidentiality expectations and lack of timely access to mental health supports were key forces in preventing employees from getting the help that they needed. Although there were a few exceptions, the overall study findings point to many barriers to supporting employees with mental health issues. Conclusions In order to address the complex knowledge, attitudinal, interpersonal and organizational barriers to action, a multi-layered knowledge translation strategy is needed, that considers not only mental health literacy and anti-stigma interventions, but addresses the unique context of the work environment that can act as a barrier to change.
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Affiliation(s)
- Sandra E Moll
- School of Rehabilitation Science, McMaster University, Institute for Applied Health Science, 4th Floor, 1400 Main St, W,, Hamilton ON L8S 1C7, Canada.
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Kuehnl A, Rehfuess E, von Elm E, Nowak D, Glaser J. Human resource management training of supervisors for improving health and well-being of employees. Hippokratia 2014. [DOI: 10.1002/14651858.cd010905] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/10/2022]
Affiliation(s)
- Andreas Kuehnl
- University of Innsbruck; Institute of Psychology, Department for Applied Psychology; Maximilianstrasse 2 Innsbruck Austria A-6020
- University of Munich; Institute and Outpatient Clinic for Occupational, Social and Environmental Medicine; Ziemssenstrasse 1 Munich Germany 80336
| | - Eva Rehfuess
- Ludwig-Maximilians-University Munich; Institute for Medical Informatics, Biometry and Epidemiology; Marchioninistr. 15 Munich Germany 81377
| | - Erik von Elm
- Lausanne University Hospital; Cochrane Switzerland, Institute of Social and Preventive Medicine; Route de la Corniche 10 Lausanne Switzerland CH-1010
| | - Dennis Nowak
- University of Munich; Institute and Outpatient Clinic for Occupational, Social and Environmental Medicine; Ziemssenstrasse 1 Munich Germany 80336
| | - Jürgen Glaser
- University of Innsbruck; Institute of Psychology, Department for Applied Psychology; Maximilianstrasse 2 Innsbruck Austria A-6020
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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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