Workplace 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.

Promoting Workplace Mental Health for Hospital Social Workers Using Compassionate Mind Training

Hospital social workers commonly experience empathy fatigue and burnout at work. However, empathic distress can be reversed by cultivating compassion as a skill and learning how to turn empathy into compassion. This report explores how 60 staff used Compassion Mind Training (CMT) to promote workplace mental health for hospital social workers. It recommends building a workplace culture of compassion through CMT using various ways to reinforce individual and organizational commitments. This helps create a sense of psychological safety that leads to positive ripple effects in the mental health of staff.

Impact of motherhood and social support on the wellbeing of UK female police officers and staff

Abstract Background Female officers and staff face gender-specific challenges, particularly, during pregnancy and motherhood. Our study explores whether and how motherhood affects mental health outcomes (e.g., probable depression and anxiety) and return to work following sickness absence (SA), considering mediating role of workplace social support. Methods Logistic regression analysed probable depression and anxiety using Airwave Health Monitoring Study (AHMS) data. Cox proportional hazards models assessed return to work after sickness absence, linking AHMS with sickness absence data from 26 police forces. Exposure variables were created by the interaction of motherhood status and social support, while covariates included sociodemographic, lifestyle, and work-related factors. Results Mothers with low social support from superiors had higher odds of probable depression (OR = 2.14, 95% CI = 1.81-2.54) and anxiety (OR = 1.86, 95% CI = 1.62-2.14) compared to non-mothers. Moderate and high social support reduced odds of depression (Moderate: OR = 0.97, 95% CI = 0.85-1.11; High: OR = 0.65, 95% CI = 0.57-0.73) and anxiety (Moderate: OR = 1.24, 95% CI = 1.12-1.36; High: OR = 0.82, 95% CI = 0.75-0.9) for mothers, but the impact varied when adjusted for covariates. Mothers with lower levels of social support were less likely to return to work after SA compared to non-mothers, as indicated by the survival analysis (Low social support: HR = 0.83, 95% CI = 0.95-1.13; High social support: HR = 1, 95% CI = 0.96-1.04). These trends persisted across social support sources-colleagues and combined support-emphasising the complex interplay between workplace social support, motherhood, mental health, and sickness absence in policing. Conclusions Our study emphasises boosting workplace social support for female police officers and staff, to aid them in navigating motherhood demands. This improvement can lead to better mental health, retention, job satisfaction, and organisational effectiveness, ultimately promoting community safety. Key messages • Highlighting the importance of workplace social support for female police officers and staff, informs policy makers and practitioners to prioritize social support initiatives within policing. • Lower social support was associated with a reduced likelihood of returning to work after sickness absence, particularly among mothers compared to non-mothers.

Improving Workplace Well-being in Modern Organizations: A Review of Large Language Model-based Mental Health Chatbots

The global rise in mental disorders, particularly in workplaces, necessitated innovative and scalable solutions for delivering therapy. Large Language Model (LLM)-based mental health chatbots have rapidly emerged as a promising tool for overcoming the time, cost, and accessibility constraints often associated with traditional mental health therapy. However, LLM-based mental health chatbots are in their nascency, with significant opportunities to enhance their capabilities to operate within organizational contexts. To this end, this research seeks to examine the role and development of LLMs in mental health chatbots over the past half-decade. Through our review, we identified over 50 mental health-related chatbots, including 22 LLM-based models targeting general mental health, depression, anxiety, stress, and suicide ideation. These chatbots are primarily used for emotional support and guidance but often lack capabilities specifically designed for workplace mental health, where such issues are increasingly prevalent. The review covers their development, applications, evaluation, ethical concerns, integration with traditional services, LLM-as-a-service, and various other business implications in organizational settings. We provide a research illustration of how LLM-based approaches could overcome the identified limitations and also offer a system that could help facilitate systematic evaluation of LLM-based mental health chatbots. We offer suggestions for future research tailored to workplace mental health needs.

Workplace mental health promotion in a large state organization: Perceived needs, expected effects, neglected side effects

Background Work ability and mental health in the workplace is increasingly promoted in terms of workplace health management. In order to select suitable interventions at work in a concrete context, employees and managers of a large state organization (science and development sector) were asked about perceived needs, desired effects and possible side effects of health promotion interventions. Methods 13 semi-structured interviews with managers and three focus group interviews with employees (N = 20) were conducted in autumn 2020 by a behavior therapist in training. The evaluation was carried out by a qualitative content analysis of the interview transcripts according to a deductive procedure and was checked by two independent raters. Results Most frequently, need was expressed for individual case counselling by a health expert due to the diversity of work-related problems. Managers would like to see more health-related leadership training, and a review of the various communication channels of their organization. Expected positive effects are increased self-efficacy, higher person-job-fits and reduced absenteeism. Side effects were mentioned, such as confusion of health management activities with therapy, or sensitization effects when speaking too much about mental health in mentally healthy teams. Lack of competence with the topic of mental health was mentioned as a reason for non-participation in mental health promotion activities. Conclusions The role of managers in relation to mental health needs to be more defined. Side effects related to mental health activities should be considered in evaluations. Selection of health interventions should depend on the concrete needs of the organization.

Even if you build it, they may not come: challenges in the uptake of workplace mental health toolkits

BackgroundStrategies to promote workplace mental health can target system, organization, team, and individual levels exclusively or in concert with each other. Creating toolkits that include these different levels is an emerging innovative strategy to support employees working in various sectors. Our paper describes the development, implementation, and refinement of two different online toolkits: the Healthy Professional Worker Toolkit for Education Workers and the Health Worker Burnout Toolkit.MethodsThe Knowledge to Action Framework guided the team during the development and early interventions phases of toolkit development. Stakeholder engagement regarding the intended use of the toolkit of promising practices for workplace interventions was integrated throughout with different forms of feedback in a research capacity between 2022 and 2024.ResultsReflecting on the different phases of the KTA Framework, we describe first the engagement involved in building the toolkits and then on their utilization. Our toolkits were built to include different resources aimed at empowering workers, teams, and employers offering innovative ideas to address the mental health-leaves of absence and return to work cycle in one case and the different forms and consequences of burnout in the other. Criteria for inclusion were informed by ongoing research with a range of stakeholders and other intended toolkit users including managers, supervisors, executives, human resource specialists, staff, and others in healthcare and educational organizations and settings. In the implementation phase, the volume of resources available in each toolkit considered a strength by some was overwhelming for some partners and individual workers to navigate. Capacity, engagement, time, and readiness for change, are themes that heavily influenced if and when organizations interacted with each toolkit, and how much time they spent exploring the resources provided.ConclusionIt is critical to ground toolkits in the experiential evidence of workplace mental health as is linking these to evidence-informed interventions that correspond to workplace concerns. Organizational readiness to adopt and adapt resources and implement changes is a key consideration. Ultimately, user engagement is what brought these toolkits to life.

©Trans-faire: A training protocol for strengthening unions and others’ care of workplace mental health injuries

©Trans-faire: A training protocol for strengthening unions and others’ care of workplace mental health injuries Mélanie Dufour-Poirier, Ph. D., CRIA, Associate Professor, School of Industrial Relations, Université de Montréal, walks us through ©Trans-faire, a training protocol for strengthening unions and others’ care of workplace mental health injuries. The neologism ©Trans-faire was devised by me (Dr. Mélanie Dufour- Poirier, PhD) and a former colleague, Dr. Francine D’Ortun, to serve as a term for the transfer of knowledge, expertise and soft skills among peers in the same working community (for further references, see our webpage).

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.

Effectiveness of psychological workplace counseling for South Korean employees: A longitudinal study

Purpose: This study aimed to determine the effectiveness of psychological workplace counseling for South Korean employees.Methods: Psychological counseling sessions were conducted for 93 employees from 11 companies that signed a contract for psychological counseling services with the Workplace Mental Health Institute, Kangbuk Samsung Hospital. Each 50-minute session was tailored to the individual needs of the clients. The Clinical Outcomes in Routine Evaluation-Outcome Measure (CORE-OM) counseling effectiveness assessment scale was administered before and after the counseling. A paired t-test was used to compare the mean scores before and after the sessions, and an analysis of variance (ANOVA) was performed, followed by a Scheffe post hoc analysis.Results: In the overall sample, the mean CORE-OM scores before and after counseling showed a significant decrease from 1.343 to 0.883, with improvements observed in all four sub-domains. ANOVA showed that the group with more than 11 sessions showed greater change in scores than the group with four sessions or fewer. The reliable change index scores showed that 38% of the employees demonstrated a reliable change, and the groups with eight or more sessions exhibited greater change than the group with fewer than eight sessions.Conclusion: Among South Korean employees who received workplace counseling services, both the mean total score of the CORE-OM and the mean scores of the four sub-domains decreased after counseling. In addition, the effectiveness of counseling significantly increased as the total number of sessions increased.

Social validity of acceptance-based workplace mental health training for use in a low resource setting. A qualitative study with Ugandan mental health providers

In low-resource settings, working age adults suffer a disproportionately higher mental health burden due to precarious work environments; yet access to evidence-based worksite mental health promotion programs remains severely limited due to the lack of professional service providers. Alternative mental wellness programs that are affordable, accessible and help build resilience to deal with the daily demands of work and life need to be introduced in workplaces of low-resource contexts. Such programs should however be acceptable and of social importance to the targeted contexts. Acceptance-based approaches meet these criteria but have mainly been implemented and evaluated in high-income countries. Gauging the appropriateness of such programs for low-resource workplace settings before wide-scale implementation is necessary. We engaged n = 14 mental health providers living and working in Kampala-Uganda in a one-day workshop focused on using acceptance and commitment training in the workplace. During in-depth interviews, these providers shared feedback on the social importance of the program’s goals and effects, and acceptability of the program’s procedures to Ugandan society. A deductive thematic approach was used to analyze data (codes organized according to a priori thematic categories that aligned with the Social Validity Framework). Findings showed that the program’s goals and effects were gauged as socially significant and the training process was acceptable. However, key adjustments were recommended, including introducing communal values into the program, reducing session load, integrating mental health awareness strategies, and adding contextually relevant metaphors. These adjustments are likely to enhance the appropriateness of this type of acceptance-based worksite mental health promotion program for use in Uganda.

Prevalence and determinants of occupational depression, anxiety, and stress among Ethiopian healthcare workers

Studies on the prevalence and factors of depression, and anxiety symptoms from a work-ascribed or causal perspective are not available and studies on the prevalence of occupational stress in Ethiopia are limited. Therefore, this study aimed to determine the prevalence of occupational depression, job anxiety, and occupational stress, and to identify their determinants in healthcare workers. We conducted a multicenter cross-sectional study in selected public hospitals in the Central and Southern Ethiopia from 16th January to 28th February 2023. We used stratified random sampling to select 9 public hospitals from three strata: primary, general and tertiary hospitals. We collected data using scales of perceived occupational stress, occupational depression inventory, and job anxiety. We performed a confirmatory factor analysis followed by determining the prevalence of those mental symptoms and identifying independent factors using multiple ordinal logistic regression. Among 1426 healthcare workers, the overall prevalence of occupational depressive, job anxiety, and occupational stress symptoms were 39.0%, 57.6%, and 68.0%, respectively. Females, medical specialists, participants with a history of disease or injury, those with low job dissatisfaction, higher sleeping disorder scores, higher life-threatening events (LTEs) scores, and longer working hours were more likely to report occupational depressive symptoms. Participants with poor perceived health significantly increased the odds of reporting job anxiety symptoms. Participants with low job satisfaction, a history of workplace verbal violence, higher scores for sleep disorders, and higher LTEs score had significantly greater odds of reporting both job anxiety and occupational stress symptoms. Younger participants were also more likely to report occupational stress symptoms. Our study highlights the need to prioritize workplace mental health interventions for healthcare workers. The study also suggested the need to address gender, educational level, job satisfaction, and sleep hygiene, develop coping mechanisms for LTEs, prevent workplace violence, and manage of working hours per week to enhance the mental well-being of healthcare workers in Ethiopia.

Supportive Workplace Wellness Cultures and Mattering Are Associated With Less Burnout and Mental Health Issues in Nurse Managers.

The aims of this study were to describe burnout, mental health, and healthy lifestyle behaviors of nurses in a managerial role and assess associations among workplace culture factors (perceived culture, mattering, support, and staff shortages) with burnout, mental health outcomes, and healthy lifestyle behaviors. Nurse managers foster unit-based wellness cultures, yet burnout and mental health problems adversely impact the culture and well-being of staff. A cross-sectional, descriptive correlational design was used. The Florida Organization for Nursing Leadership enabled distribution of a wellness survey to nurse managers. There were 125 participants. Healthy lifestyle behaviors were infrequently practiced. Analysis revealed significant correlations among workplace culture factors, burnout, and mental health outcomes. When compared with nurse managers with staff shortages, those without staff shortages were 6.11 times more likely to not screen positive for burnout. Health systems should address workplace culture factors and staff shortages to reduce burnout, improve mental health, and enhance healthy behaviors in nurse managers.

Individual and organizational outcomes of engaging peers in the cocreation of digital mental health interventions.

Within mental health services, persons in recovery from their own experiences of mental health challenges (peers) are increasingly being trained to provide peer support. This study describes individual and organizational outcomes related to engaging peers in a multisite demonstration project in California that sought to integrate them as cocreators throughout planning and implementation of digital mental health interventions. We collected data from key informants across 11 sites. Quarterly online surveys invited key informants to report perceived outcomes of the peer component. Biannual interviews elicited details regarding survey-reported outcomes. Quantitative data provided indications of outcome prevalence and consistency, and quotes from the interviews illustrated the complex realities underlying survey responses. One hundred three quarterly surveys and 39 biannual interviews were completed between Summer 2020 and Fall 2022. Key informants reported diverse outcomes, including integration of peer input into local decision making, mental health benefits to peers and community members, reduced workplace mental health stigma, and new cross-site collaborations. Five sites reported outcomes with greater consistency compared to the other six sites. Reports of increased peer visibility in the workplace coincided with reports of reduced stigma and increased value of peer input by mental health professionals. This study offers encouragement for the potential positive impact of engaging peers as cocreators of mental health interventions. Data suggest integrating peers does not increase mental health stigma and may instead result in various positive outcomes. The degree to which these outcomes manifest in a specific setting, however, may vary. Future research should seek to identify contextual factors that support actualization of positive outcomes. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Economic evaluations of eHealth interventions targeting mental health problems in the workplace: a systematic review.

Work-related mental health problems impose significant economic and personal burdens. eHealth interventions may offer low-cost, practical solutions, but guidance on their cost-effectiveness in workplace mental health is limited. The objective of this study was to systematically review economic evaluations of workplace eHealth interventions for mental health, offering insights into methodologies and cost-effectiveness outcomes. Adhering to PRISMA guidelines, searches were conducted in Embase, MEDLINE, Web of Science, Google Scholar, Cochrane library, PsycInfo and EconLit databases in May 2022, selecting peer-reviewed papers that performed economic evaluations on workplace eHealth interventions for adult mental health. Quality was assessed using the Drummond checklist. From 3213 references, eight met the inclusion criteria. These studies varied in economic perspective, types of economic analysis type, primary outcome measures, intervention focus (e.g. stress, alcohol, insomnia & return-to-work) and direct non-medical costs. Five eHealth interventions were found to be cost-effective and/or have a positive return on investment, with seven studies rated as high quality according to the Drummond checklist. The study outcomes unveiled the potential cost-effectiveness of eHealth interventions targeting mental health issues, particularly these focusing on workplace stress. However, generalization is challenging due to variations in the methodologies across studies.

Proceedings from a National Summit on Workplace Mental Health and Well-Being: A Focus on the Graduate Academic Environment.

To spotlight the challenges, gaps, and opportunities to improve workforce mental health and well-being in higher education institutions (HEIs). We convened a full-day summit of subject matter experts from academia, business, government, and practice to share research and best practices on workplace mental health. Highlights from the summit are presented in this paper covering the importance of leadership and culture; the mental health costs associated with being a Black STEM scholar; the role of the environment; case studies of three university mental health and well-being programs; and the future of work. Establishing a culture of caring requires leadership commitment; strategic planning; accountability and shared responsibility; and measurement and evaluation. HEI leaders are called to lead by example; foster community partnerships; adopt a Total Worker Health framework; and regularly evaluate progress.

A study of the psychological mechanisms of job burnout: implications of person-job fit and person-organization fit.

Job burnout and work pressure are pivotal concerns in human resource management and workplace mental health, profoundly impacting organizational sustainability and individual well-being. Grounded in the person-environment fit theory, this empirical study quantitatively investigates the psychological mechanisms of person-job fit and person-organization fit in job burnout, highlighting the mediating role of work pressure. To test our hypotheses, we investigated 477 employees from 63 IT enterprises around China's Pearl River Delta region. The findings reveal that person-job fit is negatively associated with job burnout and work pressure, while work pressure positively influences job burnout, partially mediating the relationship between person-job fit and job burnout. Similarly, person-organization fit negatively affects job burnout and work pressure. However, its direct influence on job burnout is insignificant, indicating that work pressure fully mediates the relationship between person-organization fit and job burnout. These findings are consistent with the person-environment fit theory, enhancing our understanding of how individuals fit with their jobs and how organizations affect job burnout through work pressure. This study offers valuable insights for organizations seeking to mitigate burnout and promote employee well-being.

A mentally healthy framework to guide employers and policy makers.

Mental health problems among the working population represent a growing concern with huge impacts on individuals, organizations, compensation authorities, and social welfare systems. The workplace presents both psychosocial risks and unique opportunities for intervention. Although there has been rapid expansion of workplace mental health interventions over recent decades, clear direction around appropriate, evidence-based action remains limited. While numerous workplace mental health models have been proposed to guide intervention, general models often fail to adequately consider both the evidence base and where best-practice principles alone inform action. Further, recommendations need to be updated as new discoveries occur. We seek to update the Framework for Mentally Healthy Workplaces based on new evidence of intervention effectiveness while also incorporating evidence-based principles. The updated model also integrates concepts from existing alternate models to present a comprehensive overview of strategies designed to enhance wellbeing, minimize harm, and facilitate recovery. Examples of available evidence and obstacles to implementation are discussed. The Framework is designed to support employers and managers in determining which strategies to apply and to guide future avenues of research.

Detection and disclosure of workplace mental health challenges: an exploratory study from India

Workplace mental health challenges have emerged as a significant concern post-pandemic. Despite this, the pervasive stigma surrounding mental illness leads to the concealment of symptoms and reluctance to seek professional help among employees. This study aims to explore the perception of different stakeholders towards the ‘Detection and disclosure’ of workplace mental health challenges in the Indian context. Fifteen semi-structured interviews were conducted with human resource professionals, counselors, and employees who had previously experienced mental health challenge(s). Thematic analysis was done to identify recurring themes and sub-themes. Three critical pathways were identified: minimizing the inhibitory factors, including lack of awareness, denial, low self-efficacy, stigma, and underestimating organizational capability; maximizing the encouraging factors, including psychological safety, perceived social support, and communicating success stories; and implementing supportive organizational practices, including generating awareness and literacy, build the organizational capability, strengthen the role of managers, leadership advocacy, policies, and processes. By fostering a culture of support and prioritizing employee well-being, organizations in India can create healthier and more resilient work environments, benefiting both individuals and the larger society.

Co-construction: A key to preventing mental health injuries in occupational settings

Co-construction: A key to preventing mental health injuries in occupational settings Dr Mélanie Dufour-Poirier from the Université de Montréal and Dr Jean-Paul Dautel from the Université du Québec en Outaouais outline a new approach to preventing workplace mental health injuries and improving wellbeing. In Canada, it is estimated that mental health-related costs total approximately $50bn annually. In the province of Quebec, close to one out of two workers has experienced psychological distress since the onset of the COVID-19 pandemic. Amongst its pathogens are the porosity of working time, isolation, competition among colleagues, and the demand for short-term profitability. New - more stressful - forms of work organization, including telework, have emerged, bringing with them excessive workloads, increases in the pace of work, growing job flexibility, precarious contract employment, and job insecurity. These issues have put workplace mental health back at the centre of the debate in Quebec. More generally, the crisis has called for a rethinking of management methods for better upstream protection of mental health, ideally through a collective and participatory approach that involves all the actors in a working community rather than one that aims at protecting against and treating such mental health injuries on the level of the individual, as is the current tendency. It is an issue of the utmost importance for unions, a subject we discussed in a recent article (Open Access Government, April 2024).

Exploring the Impact of Workplace Violence on the Mental Health of Chinese Correctional Officers: A JD-R Model Approach.

Correctional officers face widespread workplace violence and the resulting overwork that can profoundly damage their physical and mental health. This study aims to investigate the mediating role of overwork in the relationship between workplace violence and the manifestation of physical and mental health issues among correctional officers. This study enlisted 472 eligible participants. Cross-sectional data were obtained using the Chinese version of the Workplace Violence Scale (WVS), while the physical and mental health of correctional officers was evaluated through relevant scales. Analysis involved descriptive statistics, correlation analyses, and tests for mediation models. The study found significant correlations between workplace violence, overwork, and various mental health variables (depression, anxiety, stress, suicidal ideation, and insomnia), with correlations ranging from 0.135 to 0.822 (p < 0.01). Mediation analysis revealed that workplace violence directly impacts correctional officers' physical and mental health (p < 0.001) and also has an indirect effect through overwork (p < 0.023). These findings underscore the substantial impact of workplace violence on the health of correctional officers, both directly and indirectly. Workplace violence and overwork significantly contribute to the physical and mental health challenges faced by correctional officers. Overwork acts as a mediator in the relationship between workplace violence and these health issues. The study suggests addressing workplace violence and mental health issues among correctional officers by increasing their numbers, improving the work environment, and implementing enhanced welfare policies.