Employee Mental Health Research Articles

THE ROLE OF ENVIRONMENTAL DESIGN AND TECHNICAL AIDS IN THE PROMOTION OF HEALTH AT WORK

Faced with the complex issues of promoting health at work, a conclusive question arises which requires in-depth reflection: how to design an ideally adapted work environment, capable of responding precisely to the needs of employees, while integrating an ergonomic approach aimed at maximize comfort and minimize physical and psychological constraints? Additionally, how can strategies for the introduction and use of technical aids, such as ergonomic equipment, lifting devices, and personal protective equipment, not only simplify workers' tasks to increase their efficiency , but also significantly reduce the potential risks which threaten the health of workers and which constitute major issues in the workplace, thus contributing to a safer and healthier working environment? This communication concerns a study which was carried out within the company SARL NOMADE AYRIS, Bejaia Algeria, based on a rigorous methodology, namely a descriptive approach combined with an in-depth quantitative analysis. To do this, a representative sample of 50 workers was carefully selected with the aim of validating the hypotheses formulated, through the use of a response evaluation scale. All data was processed using SPSS software. Ultimately, the central question of this research is of capital importance: how can the careful arrangement of the work environment and the strategic implementation of technical aids become essential levers for not only improving physical health and mental health of employees, but also significantly reduce professional risks, thus creating the conditions conducive to optimal and sustainable performance within the company?.

Reviewing employee well-being and mental health initiatives in contemporary HR Practices

Contemporary Human Resource (HR) practices are witnessing a paradigm shift with an increased focus on employee well-being and mental health. This paper reviews the evolving landscape of HR initiatives designed to promote and support employee well-being in the workplace. As organizations recognize the profound impact of mental health on employee performance, engagement, and overall organizational success, a strategic integration of mental health initiatives into HR practices is becoming paramount. The paper explores the multifaceted nature of employee well-being initiatives, encompassing flexible work arrangements, comprehensive health and wellness programs, and destigmatizing mental health conversations within the workplace. Contemporary HR professionals are leveraging technology and data analytics to tailor well-being programs, ensuring a personalized approach that addresses the diverse needs of employees. Moreover, the paper delves into the role of leadership in fostering a supportive and inclusive work environment conducive to employee well-being. Organizations are increasingly recognizing that a culture of open communication, empathy, and proactive mental health support from leadership is instrumental in creating a psychologically safe workplace. The review also acknowledges the challenges organizations face in implementing effective well-being initiatives, such as addressing the stigma associated with mental health, measuring program effectiveness, and ensuring accessibility for all employees. As contemporary HR practices evolve, the paper emphasizes the importance of ongoing evaluation, feedback mechanisms, and continuous improvement in mental health initiatives to create workplaces that prioritize the holistic well-being of their employees. In conclusion, the paper highlights the imperative for HR practices to proactively address employee well-being and mental health, recognizing these initiatives as integral components of a progressive and people-centric organizational culture.

A Framework for Protecting and Promoting Employee Mental Health through Supervisor Supportive Behaviors

The attention to workplace mental health is timely given extreme levels of burnout, anxiety, depression and trauma experienced by workers due to serious extraorganizational stressors – the COVID-19 pandemic, threats to climate change, and extreme social and political unrest. Workplace-based risk factors, such as high stress and low support, are contributing factors to poor mental health and suicidality (Choi, 2018; Milner et al., 2013, 2018), just as low levels of social connectedness and belonging are established risk factors for poor mental health (Joiner et al., 2009), suggesting that social support at work (e.g., from supervisors) may be a key approach to protecting and promoting employee mental health. Social connections provide numerous benefits for health outcomes and are as, or more, important to mortality as other well-known health behaviors such as smoking and alcohol consumption (Holt-Lundstad et al., 2015), and can serve as a resource or buffer against the deleterious effects of stress or strain on psychological health (Cohen & Wills, 1985). This manuscript provides an evidence-based framework for understanding how supervisor supportive behaviors can serve to protect employees against psychosocial workplace risk factors and promote social connection and belongingness protective factors related to employee mental health. We identify six theoretically-based Mental Health Supportive Supervisor Behaviors (MHSSB; i.e., emotional support, practical support, role modeling, reducing stigma, warning sign recognition, warning sign response) that can be enacted and used by supervisors and managers to protect and promote the mental health of employees. A brief overview of mental health, mental disorders, and workplace mental health is provided. This is followed by the theoretical grounding and introduction of MHSSB. Suggestions for future research and practice follow, all with the focus of developing a better understanding of the role of supervisors in protecting and promoting employee mental health in the workplace.

Psychological contract breach and mental health: the role of equity sensitivity and self-control

Purpose This study aims to extend the literature on psychological contracts, employee mental health, self-control and equity sensitivity among employees in Ghana. Design/methodology/approach Data for this study came from a sample of 484 employees from an organisation in the telecommunication sector of Ghana. The details of the study were discussed with employees after which they were given the choice to participate in the study. Findings The present study found that psychological contract breach is directly associated with mental health and indirectly related to mental health through equity sensitivity and self-control. Originality/value The findings suggest that psychological contracts are important aspects of the employment relationship that could be used to enhance employee mental health. Furthermore, enhancing employees’ self-control and resolving issues of individuals high on equity sensitivity are effective ways that organisations can deploy to sustain mental health in the face of psychological contract breaches.

Navigating Work-Life Harmony: The Effects of Corporate Culture on Mental Health

In today's settings, finding work-life balance has become more crucial than ever, and this has significant effects on the mental health of employees. In order to clarify the critical role that work settings play in influencing people's mental health outcomes, this study explores the complex relationship between corporate culture and mental health.Through a comprehensive review of existing literature, it becomes evident that corporate culture significantly influences employee attitudes, behaviors, and mental health (Cameron & Quinn, 2011; Schneider et al., 2017). This research examines the dimensions of organizational culture, encompassing its norms, values, leadership styles, and policies, to discern their impact on WLB and mental health. Empirical evidence consistently underscores the association between a supportive corporate culture and positive mental health outcomes (Schein, 2010; Hofstede, 2011). Conversely, toxic cultures characterized by high stress, excessive workload, and lack of support mechanisms have been linked to increased stress, burnout, and deteriorating mental health among employees (Maslach et al., 2001; Leiter &Maslach, 2009).This study aims to identify critical factors within organizational frameworks that either foster or hinder WLB and subsequently effect mental health. By examining successful case studies and interventions promoting mental wellness within corporate cultures (Ryan & Deci, 2017; Spreitzer et al., 2012), it seeks to provide actionable insights for leaders and policymakers to cultivate environments conducive to WLB and bolster employee mental health. The findings of this research will contribute to a deeper understanding of the nexus between corporate culture, WLB, and mental health, offering valuable implications for fostering supportive cultures that prioritize employee health and productivity..

Exploring the relationship between adverse working environments and poor psychological states of Chinese workers: A comprehensive study

BackgroundEmployee mental health is linked with job satisfaction and productivity. However, there is a notable lack of empirical evidence regarding the adverse effects of Hazardous Work Environments (HWE) on employee mental health, indicating a significant gap in occupational health research. MethodsData from the China Family Panel Studies involving 9972 participants were utilized. Mental health was assessed using the Kessler 6 Psychological Distress Scale at baseline and the 8-item Center for Epidemiologic Studies Depression scale at follow-up. Associations between HWE exposure and mental health were explored cross-sectionally at baseline plus mediation analyses for the influence of sleep duration. Cox proportional hazards regression was used to assess the longitudinal implications of HWE exposure. FindingsParticipants exposed to HWE showed a higher risk of having serious psychological distress (OR (95%CI): 1.47 (1.29–1.69)) cross-sectionally at baseline, and this risk rose with increased number of HWE elements (1.30 (1.11–1.52) and 2.18 (1.75–2.72) for 1–2 and ≥ 3 elements, respectively). Longitudinally, HWE exposure was associated with an increased risk of depression (HR (95%CI): 1.10 (1.07–1.14)). Similarly, this risk risen with increased number of HWE elements (1.08 (1.06–1.09) and 1.20 (1.05–1.38) for 1–2 and ≥ 3 elements, respectively) and longer duration of exposure (1.01 (1.00–1.01)). Short sleep duration emerged as a significant mediator between HWE exposure and psychological distress. InterpretationThis study illuminates a robust association between HWE exposure and psychological distress, especially under prolonged and multiple exposures. We advocate for rigorous mental health monitoring and interventions for workers in adverse working environments. FundingCSTB2023NSCQ-BHX0042 and cffkyqdj.

Study of Determination of Turnover Intention Problems in the Digital Era at PT Bandha Graha Reksa Logistik Medan

The presence of technology in work has an extraordinary positive impact because it can make many jobs easier and at the same time put pressure on a number of employees with very heavy workloads due to demands for automation and fast-paced work. As a result, psychological problems arise, levels of stress and depression, which in turn will result in disruption to employees' mental health, which is something that is found in employees. This condition must be immediately addressed properly by the company considering the impact that will occur on the company where employees with a weak level of resistance will decide to take the decision to resign. Employee mental health problems in this case have an important role which will certainly be a trigger that makes it easier for employees to experience boredom and stress which will lead to the desire to resign from work. The changes that occur also have an impact on the workload currently borne by employees, not only in the form of demands to be able to work by adapting to very rapid changes in technological developments but also the variety of work so that one employee can bear several of the responsibilities of another. Furthermore, employees are also required to quickly complete work on time, which results in employees at work experiencing work pressure due to the changes that are currently occurring. The aim of this research is to describe how much mental health conditions, workload and work pressure encourage employee resignation in the digital era

Factors that affect voluntary turnover among millennials in the professional services industry of Kuala Lumpur

The purpose of this research is to examine the factors that affect voluntary turnover among millennials in the professional services industry in Kuala Lumpur, Malaysia. An online survey using convenience sampling was used, of which a total of 120 samples were successfully collected from millennials working or having worked in the professional services industry and residing in Kuala Lumpur, Malaysia. Structural equation modelling was employed in the analysis part to suggest a working turnover model. Results of the analysis showed that career development showed little significance with voluntary turnover; work-life integration showed a moderate relationship with voluntary turnover, while stress has a strong relationship with voluntary turnover. On the other hand, working culture has no significant effect on the dependent variable. It is essential to emphasize that the findings of this research article will most significantly contribute to the sector of the economy that is concerned with professional services. In the context of forthcoming research, it is necessary to broaden the scope of past studies that have focused on the disparities across different generations of workers about their inclination to change employment willingly. It is crucial to take good care of the employees' physical and mental health. Employers may want to think about setting up an employee assistance programme ("EAP") that includes a hotline that anyone can call to speak with an outside counsellor who is available around the clock. Further investigation can be done to determine the other variables that might influence millennials' voluntary turnover in Kuala Lumpur's professional services sector.

The impacts of organizational support and customer incivility on employee vulnerability and job performance: The moderating role of employee mental health

While customers are increasingly uncivil in the workplace, many hospitality firms continue to have customer centric policies that can negatively impact employees without considering the employee’s mental health. To address these important issues, this research uses a 2 × 2×2 between subjects experimental design: organizational support (employee-oriented vs. customer-oriented) x two customer incivility (civil vs. uncivil) x two mental health (strong vs. weak). Results find that uncivil customers and customer-focused firm policies negatively employee’s capacity to satisfy customers and perform their job. Furthermore, employees with less healthy mental health are more affected by uncivil customers and customer-focused organizational support. This study broadens the hospitality literature by incorporating the role of employee mental health and organizational support when it comes to dealing with customer incivility. In addition, the findings address the benefit to hospitality firms by raising awareness of the benefits of maintaining employee’s good mental health and sharing best practices firms can adopt.

“Quite simply they don’t communicate”: a case study of a National Health Service response to staff suicide

Workplace suicide can have significant knock-on effects within an organisation, yet research has shown within the healthcare profession, not all staff receive suicide prevention training, and few employers take the...

Impact of Work from Home on Employee Work and Life

Work from Home has become an increasingly common working mode in the modern working environment. The COVID-19 pandemic moved a significant shift to working from home (WFH), and it has become the only option for many industries to keep their business running. This sudden shift makes us wonder whether home working is a positive or negative change. However, many studies have analyzed the economic benefits and productivity impacts of telecommuting. There is still a limited exploration of how it affects employees' quality of life, work-life balance, family relationships, and mental health. The research aims to examine the impact of home from work on employees' quality of life and its acceptance. First, I explored employees' acceptance of telecommuting and its possible implications for work-personal life balance. Then, I examined whether prolonged time spent with family in a home-based work environment strengthened parent-child and couple bonds or increased relationship friction and tension. Ultimately, this study assessed home-based work's positive and negative effects on employee mental health and identified key factors that may increase or decrease psychological stress. While the economic and productivity benefits of telecommuting have received extensive research attention, there is a gap in how it affects employee quality of life. This research provides novel and in-depth analyses in this area. It suggests strategies for companies, policymakers, and other stakeholders to meet employees' needs better and, in turn, enhance their job satisfaction and productivity. Given that home-based work is becoming an ongoing work pattern, a deeper understanding of its long-term impact on employees' quality of life will provide valuable insights for society to help them adapt more smoothly to this work pattern.

Recruiting and Retaining Generation Z in the Workforce

The modern workforce is characterized by a diverse range of generations, with Generation Z emerging as a significant presence. This generation, born between 1997 and 2012, is marked by their having digital-native status, valuing diversity, and experiencing unique challenges like the COVID-19 pandemic. To recruit Generation Z employees, consider reaching out to transfer students, explore non-traditional educational paths, and emphasize organizational values. Avoid age bias and focus on effective onboarding. For retaining Generation Z talent, offer opportunities for advancement, professional development, and personal connections. Prioritize employee well-being, including physical and mental health. In a world with labor shortages, adapting recruitment and retention strategies is crucial to harness the potential of Generation Z in the workforce.

Effectiveness of an online recovery training for employees exposed to blurred boundaries between work and non-work: Bayesian analysis of a randomised controlled trial

BackgroundBlurred work–non-work boundaries can have negative effects on mental health, including sleep.ObjectivesIn a randomised control trial, we aimed to assess the effectiveness of an online recovery training programme designed to...

Supporting employers and their employees with mental hEalth conditions to remain eNgaged and producTive at wORk (MENTOR): A feasibility randomised controlled trial

Employees with mental health conditions often struggle to remain in employment. During the COVID-19 pandemic, these employees faced additional stressors, including worsening mental health and work productivity. In 2020, as part of a larger programme of work called the Mental Health and Productivity Pilot (MHPP), we developed a new early intervention (MENTOR) that jointly involved employees, managers, and a new professional (Mental Health Employment Liaison Worker, MHELW). The intervention involved trained MHELWs delivering ten sessions to employees with existing mental health conditions and managers (three individual sessions and four joint sessions) over twelve weeks. These sessions aimed to improve psychological flexibility, interpersonal relationships, and engagement of employees. This feasibility randomised controlled trial aimed to examine the feasibility and acceptability of the intervention from the perspective of employees and managers using a mixed methods approach. The intervention was largely considered feasible and acceptable. Initial findings suggest there may be benefits for employees productivity, mental health, and managers' mental health knowledge. Logistical challenges acted as a barrier to the participation of employees and managers in the trial and their retention throughout its duration. The major strengths of this study were the co-design and inter-disciplinary approach taken. Overall, findings suggest that this novel intervention has potential but needs some adjustments and testing in a larger sample.

Improving Enterprise Resilience TTrough Research on Employee Mental Health and Stress Management in Multiple Environment

Improving Enterprise Resilience TTrough Research on Employee Mental Health and Stress Management in Multiple Environment

The impact of perceived environmental competitiveness on employee mental health: a moderated mediation model of job crafting and work-family conflict.

Drawing from the conservation of resources theory, this study proposes that individuals who perceive environmental competitiveness may improve their mental health through their job crafting behaviors at work. Data were collected from 450 full-time Chinese employees using a three-wave time-lagged approach. The results showed that perceived environmental competitiveness is positively correlated with job crafting, and job crafting has a positive relationship with mental health. Moreover, the results indicated that job crafting mediates the relationship between perceived environmental competitiveness and mental health. Additionally, the present study found that work-family conflict plays a moderating role in the relationships among environmental competitiveness, job crafting and mental health. A moderated mediation model was proposed in this study. Finally, theoretical and practical implications of this study are also discussed.

A population health approach to workplace mental health: rationale, implementation and engagement.

To describe a population health-based program to support employee and dependent mental health and learn from engagement trends. Retrospective analysis of a program utilizing an assessment of mental health risk. For scoring "at risk," a Care Concierge is offered to connect users with resources. Participation was offered to 56,442 employees and dependents. Eight thousand seven hundred thirty-one completed the assessment (15%). Of those, 4,644 (53%) scored moderate or higher. A total of 418 (9%) engaged the Care Concierge. Factors that negatively influenced the decision to engage care included bodily pain, financial concerns. Positive influences were younger age, high stress, anxiety, PTSD and low social support. Proactive assessment plus access to a Care Concierge facilitates mental healthcare utilization. Several factors influence likelihood to engage in care. A better understanding of these factors may allow for more targeted outreach and improved engagement.

How employees mental health mediates the relationship between job stress, organisational commitment, and job performance of nurses after COVID-19 epidemic recovery period

How employees mental health mediates the relationship between job stress, organisational commitment, and job performance of nurses after COVID-19 epidemic recovery period

Exploring Caring Dynamics in a Private University: Impact on Employee Well-Being at one of the Private University at East Java

The COVID-19 pandemic phenomenon situation makes mental health has become one of the main things of concern throughout the world, including aspects of human resources. The era of working with a new remote system such as Work From Home (WFH) has contributed to affecting employee mental health. Through this research, will explore caring dynamics in a private university: impact on employee well-being at one of the private universities at East Java. The method is quantitative research using AMOS software. Data was collected from 100 respondents using the questionnaires. The results showed Organizational Caring, Managerial Caring, Co-Worker Caring has a significant effect on Climate of Care for Employee, and Climate of Care for Employee has a significant effect on Employee Caring, Attitudes, Behavior, and Well-Being.

A study of employees mental health by the motivation in car dealership industry

Every organization is designed or build with long-term engagement with customers and Employees. Happy customers and Satisfied Employees are the biggest asset of any organization. Whatever the industry is, a Motivated worker will always make a big difference in achieving the organization goals and his personal goals. Motivation Programs can be done through various levels like rewards, bonus, incentives, etc. But “without Mental Health” Motivating employees becomes a tall mountain to climb.