Employee Mental Health Research Articles

New Pathways for Digital Health Technology Interventions for Workplace Anxiety

This study focuses on exploring new paths of digital health technology (DHT) intervention for workplace anxiety in the context of artificial intelligence. By exhaustively analyzing the current situation and causes of workplace anxiety and combining the latest advances in current artificial intelligence and digital health technology, this study successfully constructed a DHT-based workplace anxiety intervention model. The empirical results show that the model can accurately identify, scientifically assess and effectively alleviate anxiety symptoms in the workplace, significantly improving participants' negative emotions such as irritability and exhaustion, as well as significantly enhancing their emotion regulation ability. This study not only introduces an innovative approach to the field of workplace mental health intervention, but also provides strong support for improving employee mental health and promoting sustainable development of enterprises.

AI AND EMPLOYEE WELLBEING: HOW ARTIFICIAL INTELLIGENCE CAN MONITOR AND IMPROVE MENTAL HEALTH IN THE WORKPLACE

This paper explores the integration of Artificial Intelligence (AI) in enhancing employee mental health and well-being in workplace environments. With growing concerns over stress, anxiety, and burnout in the workplace, AI offers novel solutions to monitor, assess, and improve mental health. By leveraging AI technologies such as sentiment analysis, chatbots, virtual assistants, and wearable devices, organizations can detect early signs of stress and burnout, enabling timely interventions. AIs role in providing personalized mental health support, including customized wellness programs and real-time stress management tools, is also discussed. However, the paper highlights key challenges, including data privacy, algorithmic bias, and the ethical implications of continuous employee monitoring. Ethical considerations surrounding employee consent, privacy, and the role of human oversight are crucial to ensuring AIs effectiveness and maintaining trust in its application. Ultimately, the integration of AI in mental health management has the potential to create healthier, more productive workplace environments when coupled with ethical practices and human support systems.

Mental Health Management Strategies in Pregnant Women and The Impact on Infant Health

The first stage of labor often takes a long time and causes discomfort for the mother, so methods are needed to accelerate it. This study aims to evaluate the effectiveness of microcontroller-based nipple stimulation in accelerating the labor process by stimulating the release of the hormone oxytocin which increases uterine contractions and accelerates cervical opening. Microcontroller technology is used to ensure the stimulation is done automatically and measured according to the mother's physiological needs. This study involved two groups, namely the group that received stimulation and the control group that did not receive stimulation. There are shortcomings in studies examining the effectiveness of interventions implemented at the organisational level in reducing stigma and improving mental health support. A variety of strategies can be used to address stigma, including proper education, awareness campaigns, and training for managers and employees on the importance of mental health. The development of inclusive policies and the provision of easy and non-discriminatory access to mental health services are essential. Consistent managerial support also plays a key role in creating a supportive work environment. Creating a positive and inclusive organizational culture will help companies improve employee mental health and well-being, while also increasing workforce productivity and retention. Reducing stigma and increasing support can create a healthier work environment, which ultimately supports individual development and the long-term success of the company.

Unlocking mental well-being: The role of workplace social support and organisational justice in the public service

Research purpose: This study sought to determine the relationship between public service employee’s mental health accounting for the role of organisational justice and workplace social support.Motivation for the study: Calls exist to understand issues of mental health within the confines of the organisation.Research approach/design and method: A survey approach utilising a convenience sample of 289 public service employees as respondents was utilised. The location of the study was the Eastern Cape province, South Africa.Main findings: The findings show that workplace social support has a direct and positive relationship with employee mental health. Organisational justice has no significant relationship with employee mental health. Workplace social support was found to fully mediate the relationship between organisational justice and employee mental health.Practical/managerial implications: Strategies can be put in place that inform the promotion of mental health with the public service. These include the need for support services to promote mental health to address organisational issues that impede the pathway of such interventions.Contribution/value-add: The findings proffer useful precursors to interventions that address the challenge of mental health.

A study on assessing the role of HR in supporting employee well-being and mental health at ashwini electronics

HR plays a pivotal role in supporting employee well-being and mental health through comprehensive wellness programs and flexible work arrangements. They promote mental health awareness, destigmatize issues, and encourage open communication. Training managers in emotional intelligence and empathetic leadership helps create supportive environments. Employee Assistance Programs (EAPs) offer confidential counseling and resources. Overall, HR’s initiatives reduce stress, improve job satisfaction, and enhance productivity.

Testing the Process of Coworker Incivility to Work Withdrawal Behavior: The Moderated Mediation Effects of Employee Resilience in Achieving Organizational Sustainability

Drawing on the implantation of organizational sustainable strategies, enterprises can effectively manage and recycle resources, reduce resource waste, improve market competitiveness, better respond to changes in the market and environment, and create long-term economic benefits. Although a large number of prior studies have emphasized the importance of improving sustainability and proposed various strategies and practical approaches, relatively few studies have explored the inhibitors of sustainability. Against such a research background, this study differs from previous research that has simply focused on ways to increase sustainability; we instead explore negative variables that reduce sustainability. We assess the variable that reduces organizational sustainability, that is, work withdrawal behavior that reduces employees’ enthusiasm for their jobs, hinders employee performance, causes financial losses, and limits organizational growth and sustainability. This directly affects the organization’s long-term growth and sustainability goals and damages the organization’s overall sustainability image. Therefore, understanding the reasons behind this behavior is important. This study examines how coworker incivility leads to work withdrawal behavior and validates relevant research models. Data from 294 Chinese SME employees show that coworker incivility positively affects workplace loneliness and work withdrawal behavior. Workplace loneliness mediates the impact of coworker incivility on work withdrawal behavior, while resilience negatively moderates these relationships. Based on these findings, this study offers recommendations for reducing work withdrawal behavior and improving workplace environments and employee mental health.

AI-Driven Mood Analysis for Employee Wellbeing: A Proactive Approach to Enhancing Workplace Productivity

This paper explores the implementation of an AI-enabled camera system to detect faces and analyze the mood, expressions, and mental health of employees as they enter the office. The data collected is stored in an Amazon S3 bucket and used to send personalized emails within the company, offering proactive wellbeing support sessions and tips to help employees improve productivity. This approach aims to enhance employee wellbeing and organizational performance through timely and tailored interventions.

The role of snapchat in shaping workplace behavior and productivity

PurposeThis paper explores the influence of Snapchat on workplace behavior, focusing on employee productivity, mental health and organizational policies. It examines how Millennials and Generation Z use Snapchat professionally, with implications for management strategies and workplace culture.Design/methodology/approachThe paper provides a conceptual analysis grounded in existing literature and theoretical frameworks, including uses and gratifications theory, social comparison theory and attention economy theory. The analysis covers the psychological effects of social media validation, social comparisons and the impact of Snapchat on attention and task management. Management strategies such as policy development and employee training are also examined.FindingsSnapchat positively impacts communication and team bonding but presents challenges to productivity, mental well-being and data security. The platform’s design encourages both community building and distractions. Organizations can mitigate these issues through effective policies, training and mental health support.Originality/valueThis paper offers a unique contribution by focusing specifically on Snapchat and its workplace impact. It addresses the balance between the benefits of social media and its drawbacks, presenting practical strategies for organizations to manage Snapchat usage effectively while maintaining productivity and supporting employee well-being.

The Economic Impact of Workplace Mental Health Initiatives: A Comprehensive Analysis of Return on Investment and Organizational Performance

This study investigates the economic implications of implementing comprehensive mental health initiatives in the workplace. As mental health issues continue to rise globally, their impact on workforce productivity and organizational performance has become a critical concern for businesses. This research examines the relationship between investment in employee mental health programs and various economic indicators, including productivity, absenteeism, employee turnover, and overall organizational performance. We analyzed data from 100 medium to large-sized companies across diverse industries that have implemented mental health initiatives over the past five years. Our findings indicate a significant positive correlation between investment in mental health programs and improved economic outcomes, with an average return on investment (ROI) of 4:1. Furthermore, companies with robust mental health initiatives demonstrated lower absenteeism rates, reduced employee turnover, and increased overall productivity. This study contributes to the growing body of literature on the economics of mental health in the workplace and provides valuable insights for managers, policymakers, and organizational leaders considering the implementation or expansion of mental health programs.

Development and psychometric evaluation of the Employee's Workplace Cyberloafing Scale (EWCS)

Cyberloafing refers to the practice of employees using the Internet for non-work-related purposes during working hours. This study aims to develop a measurement scale for cyberloafing among employees, specifically those working in Indonesia. The research was conducted in two stages. In the first stage, items were developed through a literature review, theme selection using qualitative research, expert review, and item readability testing. The results from this stage were then used in the second stage, which involved psychometric testing of the instruments using Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA). A total of 726 administrative employees from seven state universities in a major city on Java Island, Indonesia, participated in the study. The EFA test, conducted on 300 respondents, revealed a four-factor structure consistent with the construct. Subsequently, CFA was performed on 426 respondents, confirming the model's adequacy with four factors: entertainment, interaction, transaction, and recreation. The EFA results, validated by the CFA test, indicated that these factors accounted for 45.98 % of entertainment, 9.40 % of interaction, 6.36 % of transactions, and 5.15 % of recreation in cyberloafing behavior. The findings demonstrate that the Employee Workplace Cyberloafing Scale (EWCS) is a valid and reliable instrument for assessing cyberloafing among Indonesian workers. The EWCS serves as a versatile tool for both government and private sectors, providing critical insights into personal internet usage during work hours. Beyond mere monitoring, it reveals patterns indicative of addictive online behavior, empowering organizations to develop tailored intervention programs that address and mitigate employee mental health challenges.

The Impact of Job Insecurity and Workplace Bullying on Employee Performance as Measured by Mental Health as an Intervening Variable on Islamic Junior High School Employees in Wajak District, Malang Regency

Human resources work as drivers of an organization, both institutions and companies and function as assets whose abilities must be trained and developed. Human resource management is a science or method of how individuals can be used efficiently, effectively, and optimally so that goals are achieved (goals) with the company, employees, and society. This research aims to determine the effect of job insecurity and workplace bullying on mental health, influence job insecurity and workplace bullying on employee performance, and mental health can mediate the relationship between job insecurity and employee performance as well as mental health relationships between workplace bullying on employee performance. The population of this research is employees of MTs Wajak District Malang Regency, as many as 64 people. Sampling using technique sense. The sample obtained was 64 respondents. The data analysis used is a validity test, reliability test, classical assumption test, and path test. The research results show that (1) job insecurity negative and significant effect on mental health; (2) workplace bullying has a negative and significant effect on mental health; (3) job insecurity significant negative effect on employee performance; (4) workplace bullying negative and insignificant effect on employee performance; (5) mental health positive and significant influence on employee performance; (6) mental health mediating influence job insecurity on employee performance and (7) mental health mediating influence workplace bullying on employee performance.

Impact of Organisational Climate on Employee Well-Being and Healthy Relationships at Work: A Case of Social Service Centres

Multiple studies highlight the crucial role of management of a positive organisational climate, which in turn contributes to employee well-being and healthy workplace relationships and mitigates the occurrence of negative behaviour, including harassment at the workplace. Furthermore, contemporary scholars emphasise the importance of open and transparent communication channels in reducing workplace tensions and improving employee mental health. However, the interrelationship between organisational climate, open communication, employee well-being, and negative behaviours in the workplace is a complex phenomenon. Despite the relevance and interest in organisational climate on employee well-being, limited efforts have been devoted to the area of relationships and causality, and straightforward answers about the objective links between these phenomena and their general nature remain complex. Therefore, this study aims to strengthen the understanding of the impact of the organisational climate on employee well-being and negative behaviours in the workplace. This is the first study that applied causality to the investigated problem to identify statistical relationships between the variables. This study was conducted in Lithuanian social service centres and schools, focussing on professionals with a high psychological risk at work due to their nature. This study offers valuable contributions and provides a comprehensive and profound insight into the management field, focussing on the impact of the organisational climate. The values of harassment in the workplace are explained by the values of organisational climate and employee well-being. This study demonstrates that improving the organisational climate contributes to employee well-being and healthy relationships and reduces the prevalence of negative behaviours in the workplace. This study introduces the academic and practical implications and suggests the pathways for further research.

Mentale Gesundheit im Fokus

A focus on mental health – What is Sven Hannawald doing at a health and safety trade fair? The proportion of sick days due to mental illness continues to rise. This is why the mental health of employees must remain the focus of occupational health and safety and occupational medicine, as an important factor in holistic occupational health management (OHM). Former ski jumper Sven Hannawald also advocated this at the “Arbeitsschutz Aktuell” trade fair in Stuttgart.

Less smartphone and more physical activity for a better work satisfaction, motivation, work-life balance, and mental health: An experimental intervention study

Employees' work satisfaction and mental health are crucial for an organization's productivity. The current experimental study on employees (Ntotal = 278) from different professional sectors and workplaces in Germany investigated how to improve both by changes of daily non-work-related smartphone use time and physical activity time. For one week, the smartphone group (N = 73) reduced its daily smartphone use by one hour, the physical activity group (N = 69) increased its daily physical activity by 30 minutes, the combination group (N = 72) followed both interventions, the control group (N = 64) did not change its behavior. Online surveys assessed work-related and mental health-related variables at three measurement time points (baseline; post-intervention; two-week follow-up). The reduction of smartphone use time and the combination of both interventions increased work satisfaction, work motivation, work-life balance, and positive mental health significantly; experience of work overload and problematic smartphone use significantly decreased. All interventions decreased depressive symptoms and enhanced sense of control significantly. Following the present findings, a conscious and controlled reduction of non-work-related smartphone use time and its combination with more physical activity could improve employees' work satisfaction and mental health in the organizational context either as an addition to established training programs or as a separate time- and cost-efficient low threshold program.

Organizational change: challenges for workplace psychosocial risks and employee mental health

BackgroundConstant organizational change is the norm in many companies today. At present, evidence on the impact of organizational change on psychosocial risks at work and employee mental health is limited. We investigate organizational change and its association with psychosocial risks and mental health in three consecutive surveys covering 12 years.MethodsThe study was based on data from three cross-sectional waves (2006, 2012, 2018) of the German BIBB/BAuA Employment Survey, comprising 53,295 employees. Four change indicators (i.e., introduction of new software, changes in goods and services produced/provided, downsizing and restructuring), five indicators of psychosocial risks (i.e., time pressure, interruptions, multitasking, working to the limits of capability, and working very quickly) and four mental health indicators (i.e., sleep disturbances, nervousness, tiredness and depressive symptoms) were investigated. We applied Poisson regression analysis to examine associations between organizational change, psychosocial risks, and mental health.ResultsAccording to the pooled analysis of all three waves, the majority of employees reported having experienced at least one organizational change, such as downsizing or restructuring, between 2006 and 2018. Organizational change was negatively associated with psychosocial risks (e.g., working to the limits of one’s capability, PR: 1.66; 95% CI: 1.48–1.86) and with employee mental health (PR: 1.82; 95% CI: 1.61–2.04).ConclusionsOrganizational change is omnipresent in the modern economy. Our research suggests that transformation processes in organizations can bear risks to employees’ health as psychosocial risks increase. Therefore, companies planning organizational change should accompany such processes with occupational health and safety measures.

Establish an Effective Framework for Accurate Prediction of Employee Mental Health for Public Health

Employee mental health is a primary feature of workplace efficiency and overall public health. With rising mental health problems impaired by variables contains stress, burnout, and isolation, there is an urgent need for effective prediction models that can identify at-risk employees. This study proposes a robust predictive model utilizing dynamic lion optimized VGG16 (DLO-VGG16), for employee mental health prediction represents a significant advancement in public healthcare. The use of these sophisticated prediction models can improve medical results for groups at risk and is essential in the battle against heart disease. Employee’s mental health data collected from Kaggle website. The data preprocessing phase employed Z-score normalization to standardize input values, thereby addressing data inconsistencies and errors. The Sequential Forward Floating Search Algorithm (SFFS) was utilized for extracting the employee’s mental health. This enhanced heuristic search method begins with an empty feature set, incrementally adding features until the optimal set is identified. The proposed DLO-VGG16 framework to balance accuracy, ROC curve, and f1-score ensuring reliable detection and forecasting of employee mental health issues, thereby contributing to the broader public health landscape.

Dampak Digitalisasi pada Komunikasi Perusahaan: Tinjauan Sistematis Literatur tentang Adaptasi dan Perubahan Budaya Kerja

In today's modern and digital era, all movements are required to be carried out more quickly and precisely with digital technology as the main key. Digitalization has changed the way of communication within companies, allowing information to be conveyed and received quickly, anytime and anywhere. Companies need to adapt to changes in technology and work culture to remain competitive, although digitalization also brings challenges in communication and interaction. A work culture that supports innovation is important to create an environment that is adaptive to technological change and motivates employees to contribute to the innovation process. This research uses library methods. The library method is a method of collecting data by reviewing relevant books, literature, notes and reports without having to use primary or secondary data from the field. Literature studies are important for exploring theories related to research topics and helping researchers understand the current state of the field of science being researched. The research results show that digitalization has brought significant changes in HR management and company work culture, accelerating the flow of information and decision making. Digital technology increases collaboration and work efficiency, as well as facilitating more efficient communication processes. HR managers must adapt to new roles that require digital skills and strong managerial abilities. While digitalization provides many benefits, such as increased recruitment efficiency and in-depth analytics, challenges such as data security and the impact on employee mental health also arise

The role of workplace managers in protecting and promoting employee mental health

The role of workplace managers in protecting and promoting employee mental health

The Effect of Social Support, Job Stress, and Job Satisfaction on Employee Mental Health in the Creative Industry in Jakarta

This study explores the impact of social support, job stress, and job satisfaction on employee mental health within Jakarta's creative industries. Employing a quantitative research design, data were collected from 200 employees using a Likert scale questionnaire. The relationships between the variables were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS 3). The findings indicate that all hypotheses are positive and significant, with job satisfaction emerging as the strongest predictor of employee mental health. Interestingly, job stress, while typically associated with negative outcomes, also showed a positive relationship with mental health in this context, suggesting a complex interaction where stress may act as a motivator. Social support, though slightly less influential, was found to significantly enhance mental well-being by providing a protective buffer against the demands of creative work. These results underscore the importance of fostering job satisfaction, managing job stress, and promoting a supportive work environment to improve mental health outcomes in Jakarta's creative industries.

Detrimental Impact of Abusive Leadership on Employee Mental Health, Psychological Wellbeing, and Presenteeism in Chinese Entrepreneurial Organizations

Objectives: Employees are the main working force of every organization and their well-being is important for the productivity, performance and growth of the firms. However, the negative behavior of the leaders distorts the healthy employee well-being and causes them to sacrifice their physical and mental well-being and show at work and behave presenteeism. Methods: This study investigated the dark side of abusive leadership in damaging the employees' mental health and psychological well-being and increasing presenteeism behavior. Moreover, the study also investigated the negative mediation of performance pressure and workload pressure in between the direct relationship of abusive leadership with the dependent variables. Results: The study adopted a quantitative research methodology and targeted the employees of the Chinese entrepreneurial enterprise organization from the manufacturing, construction and service sectors using the survey questionnaire approach. The questionnaire approach was incorporated for the data collection using the simple random sampling technique to identify the respondents of this study. Conclusion: The regression analysis revealed heartening results for the employee well-being. The study concluded the results by summarizing the results outcomes and implied the fact that abusive leadership has adverse effects on the employees' mental and psychological well-being and promotes presenteeism and for further deteriorating effects, the performance pressure plays an additional role.