Coworker health awareness training: An evaluation

Oakie, Taylor; Smith, Nicholas A.; Dimoff, Jennifer K.; Kelloway, E. Kevin

doi:10.1111/jabr.12148

Cited by 4 publications

(3 citation statements)

References 44 publications

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“…Yet, few systematic studies exist on identification and evaluation of effective co-worker support strategies, interventions, or training. One exception is the Coworker Health Awareness Training (CHAT), a two-hour program designed to help employees become more knowledgeable about mental health and better support their coworkers in a workplace environment ( Oakie et al, 2018 ).…”

Section: The Role Of Co-workers In Workplace Mental Healthmentioning

confidence: 99%

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

Hammer,

Dimoff,

Mohr

et al. 2024

Occup Health Sci

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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.

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Section: The Role Of Co-workers In Workplace Mental Healthmentioning

confidence: 99%

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

Hammer,

Dimoff,

Mohr

et al. 2024

Occup Health Sci

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“…Twenty-five empirical studies were included, which were characterized and are presented in the following section (Dimoff et al, 2016;Dobson et al, 2021;Gould et al, 2007;Griffiths et al, 2016;Hamann et al, 2016;Hanisch et al, 2017;Hossain et al, 2009;Jensen et al, 2016;Jorm et al, 2010;Knifton et al, 2009;Krameddine et al, 2013;Kubo et al, 2018;Lunasco et al, 2010;Moffitt et al, 2014;Moll et al, 2015;Moll et al, 2018aMoll et al, , 2018bMoll et al, 2018aMoll et al, , 2018bNishiuchi et al, 2007;Oakie et al, 2018;Quinn et al, 2011;Reavley et al, 2018;Shann et al, 2019;Svensson & Hansson, 2014;Szeto et al, 2019;Tynan et al, 2018). The analysis plan was underpinned by selecting, reading, synthesizing, and exposing these studies on interventions to reduce mental health stigma in the workplace.…”

Section: Methodsmentioning

confidence: 99%

Interventions to reduce the stigma of mental health at work: a narrative review

Ramírez-Vielma

Vaccari

Cova

et al. 2023

Psicol. Refl. Crít.

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Background While there are reviews of the literature on mental health stigma reduction programs, very few have focused on the workplace. Objective: We sought to identify, describe and compare the main characteristics of the interventions to reduce the stigma towards mental health at work. Method The search of original articles (2007 to 2022) was carried out in the Web of Science Core Collection and Scopus databases, selecting 25 articles from the key terms: 1. Stigma, 2. Workplace, 3. Anti-stigma intervention/program, 4. Mental health. Results: These interventions can be effective in changing the knowledge, attitudes, and behaviors of workers towards people with mental health problems, although further verification of these results is needed as they are limited to date. Discussion and conclusion Interventions to reduce stigma in the workplace could create more supportive work environments by reducing negative attitudes and discrimination and improving awareness of mental disorders.

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“…Wellness movements have built awareness on the importance of psychologically healthy workplaces for organizational productivity and sustainability. Researchers have also responded to this need by developing evidence-based interventions such as mental health awareness training (MHAT; Dimoff et al, 2016) and co-worker mental health awareness training (CHAT; Oakie et al, 2018). These programs resulted in positive changes in the mental health and well-being of employees within organizations.…”

Section: Introductionmentioning

confidence: 99%

R.I.G.H.T. leadership: Scale development and validation of a psychologically healthy leadership model

et al. 2021

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The R.I.G.H.T. leadership model prescribes five specific behaviours for leaders in organizations to create psychologically healthy workplaces. The aim of this paper was to develop and validate a scale to measure the R.I.G.H.T. leadership behaviours. Collecting data from three samples across two studies (N = 108, N = 233, N = 420), we examined the factor structure and tested the validity of the R.I.G.H.T. leadership scale. We found support for the five-factor structure of R.I.G.H.T. leadership. Moreover, we observed a positive association between R.I.G.H.T. leadership and mental health mediated by psychological safety at work. The scale developed in this study can be used in future research involving leadership and mental health. K E Y W O R D S leadership, psychosocial factors, psychological health, psychologically health workplaces, transformational leadership Résumé Selon le modèle de leadership R.I.G.H.T., les dirigeants des organisations doivent adopter cinq comportements précis pour créer des milieux de travail psychologiquement sains. L'objectif de cet article est de concevoir et de valider une échelle permettant de mesurer les comportements de leadership R.I.G.H. T. À l'aide de données recueillies auprès de trois échantillons dans deux études (N = 108, N = 233, N = 420), les auteurs examinent la structure factorielle et testent la validité de l'échelle de leadership R.I.G.H.T. Ils trouvent que la structure à cinq facteurs du leadership R.I.G.H.T. est bien étayée. De plus, ils constatent une association positive entre le leadership R.I.G.H.T. et la santé mentale, médiée par la sécurité psychologique au travail. L'échelle élaborée dans cette étude peut être utilisée dans de futures recherches portant sur le leadership et sur la santé mentale.

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Coworker health awareness training: An evaluation

Cited by 4 publications

References 44 publications

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

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

Interventions to reduce the stigma of mental health at work: a narrative review

R.I.G.H.T. leadership: Scale development and validation of a psychologically healthy leadership model

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