Depression and other mental illnesses in the context of workplace efficacy

Longitudinal psychological empowerment profiles, their determinants, and some health-related outcomes

“…Longitudinal Psychological Empowerment Profiles 30 However, beyond these non-significant differences between the Low Empowerment profile and other profiles characterized by higher levels of global and specific PE, it remains important to keep in mind that this profile still presented the highest levels of depressive symptoms. These results are consistent with our expectations and confirm that employees with low levels of PE are not enthusiastic and ready to invest in their work, and have reduced beliefs in their own competencies and skills, thus leading to higher levels of ill-being (Edward & Munro, 2008;Lee et al, 2017).…”

“…Likewise, prior investigations emphasized that sleep is particularly important in the recovery process and that sleeping difficulties may lead to detrimental outcomes (e.g., high presenteeism, low performance; Gillet et al, 2020a). Finally, depressive symptoms are known to be prevalent among healthcare workers and to play a key role in their functioning (Edward & Munro, 2008).…”

“…When workers feel meaningful, they are enthusiastic and want to invest in their work, which results in lower levels of ill-being (e.g., depressive symptoms; Lee et al, 2017). A perceived lack of selfdetermination has also been proposed as one central factor for the development and perpetuation of depressive disorders (Han et al, 2018), while depressed individuals have reduced beliefs in their own competencies and skills (Edward & Munro, 2008). Further, when employees display low levels of perceived competence, feelings of self-worth are low, possibly leading workers to increase their job involvement in order to prove themselves (Spence & Robbins, 1992).…”

Cognitive work hardening for return to work following depression: An intervention study

“…Finally, participants placed value on experiential practice with tasks that enabled them to believe in their abilities and transferability of gains to the workplace. This finding aligns with literature that links task mastery to feelings of selfefficacy (Bandura, 1977;Fabian, 2000;Schwoerer, May, Hollensbe, & Mencl, 2005) as well as to literature that highlights the important role that self-efficacy can have on RTW outcomes (Edward & Munro, 2008;Fabian, 2000;Gage, Noh, Polatajko, & Kaspar, 1994;Regenold, Sherman, & Fenzel, 1999;Vining Radomski, 2000).…”