Effect of an E-mental Health Approach to Workers' Health Surveillance versus Control Group on Work Functioning of Hospital Employees: A Cluster-RCT

Ketelaar, Sarah M.; Nieuwenhuijsen, Karen; Gärtner, Fania R.; Bolier, Linda; Smeets, Odile; Sluiter, Judith K.

doi:10.1371/journal.pone.0072546

Cited by 27 publications

(82 citation statements)

References 40 publications

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“…Moreover, low levels of user adherence (i.e., failure to complete an intervention as prescribed by the researchers) are a common issue with web-based interventions 65) and were observed in many of studies reviewed here 25 , 28 , 37 , 52) . It may be that blended and guided programs encourage higher levels of user adherence than self-guided and automated programs.…”

Section: Discussionmentioning

confidence: 95%

“…Ketelaar, Nieuwenhuijsen, Gartner, Bolier, Smeets, and Sluiter 37) reported on a cluster RCT in which intervention group participants completed and received feedback on a worker health surveillance module and then either offered a range of online interventions (which targeted psychological well-being, depressive and panic symptoms, work-related stress, and problem drinking). Both the intervention and control groups improved in work functioning although there was no significant difference between the two.…”

Section: Resultsmentioning

confidence: 99%

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Web-based interventions for the management of stress in the workplace: Focus, form, and efficacy

Ryan

Bergin

Chalder

et al. 2017

Journal of Occupational Health

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Objectives:This review sought to determine what is currently known about the focus, form, and efficacy of web-based interventions that aim to support the well-being of workers and enable them to manage their work-related stress. Method: A scoping review of the literature as this relates to web-based interventions for the management of work-related stress and supporting the psychological well-being of workers was conducted. Results: Forty-eight web-based interventions were identified and reviewed, the majority of which (n = 37) were " individual " -focused and utilized cognitive-behavioral techniques, relaxation exercises, mindfulness, or cognitive behavior therapy. Most interventions identified were provided via a website (n = 34) and were atheoretical in nature. Conclusions : There is some low-to-moderate quality evidence that " individual " -focused interventions are effective for supporting employee well-being and managing their work-related stress. There are few webbased interventions that target "organizational" or "individual/organization" interface factors, and there is limited support for their efficacy. A clear gap appears to exist between work-stress theory and its application in the design and development of web-based interventions for the management of work-related stress. Supporting employee well-being in the workplace is an increasingly important public health challenge 1) . Recent organizational trends have pointed to the emergence of progressively more challenging and dynamic working environments, attributable in part to economic globalization, the decline of traditional industries, and the growth of occupational sectors such as IT and service industries 2) . Issues associated with this changing landscape include pressure to upskill, job insecurity, role conflict, reduced employees leave and rest time, fewer rewards, and insufficient work-life balance 3) . Much of the current research with regard to worker stress interventions is marked by a distinct transition in focus from the traditional face-to-face format to webbased delivery modalities. Web-based behavioral health interventions are typically delivered through dedicated program websites, computer program, or smartphone application 4) . The benefits of web-based versus traditional face-to-face interventions include fewer constraints with regard to time and location, the potential to access a larger target group, and protection of participant anonymity, thereby reducing possible stigma with regard to seeking help for stress. An increasing number of studies have reported on the delivery and evaluation of web-based stress management interventions for workers. However, the literature has yet to be reviewed with regard to the focus and form of such interventions and their efficacy in the prevention and management of employee stress.A considerable number of worker-directed stress management intervention studies have been published. A recent meta-review synthesized the findings of 23 systematic reviews, reporting 499 primary research st...

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Section: Discussionmentioning

confidence: 95%

Section: Resultsmentioning

confidence: 99%

Web-based interventions for the management of stress in the workplace: Focus, form, and efficacy

Ryan

Bergin

Chalder

et al. 2017

Journal of Occupational Health

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“…Mental health programmes implemented in health facilities tend to be individually focused secondary prevention interventions that aim to modify individuals' responses to stressors. While gains have been made with such programmes, changes in behaviour can be short lived and fail to achieve health outcomes (Ketelaar et al, 2013;Villani et al, 2013). Individual-focused interventions do not recognize the multiple determinants of nurses' health, including environmental (such as workplace) context (Hjorth, Davidsen, Kilian, Jensen, & Munk-Jørgensen, 2016;Tucker et al, 2011).…”

Section: Intervention Topicsmentioning

confidence: 99%

Building expert agreement on the importance and feasibility of workplace health promotion interventions for nurses and midwives: A modified Delphi consultation

Perry

Nicholls

Duffield

et al. 2017

Journal of Advanced Nursing

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“…For instance, the internal consistency of the NWFQ subscales used in the current research is good (α>.70), and these subscales also have good construct validity and good discriminative validity. Cut-off points exist in the literature for each subscale of the NWFQ 16,17) , and a score above the cut-off point indicates impaired work functioning due to mental health problems. The cut-off point of the subscale "cognitive aspects of task execution and general incidents" is 25, "avoidance behavior" is 13, "conflicts and irritations with colleagues " is 29, " impaired contact with patients and their family" is 19, "lack of energy and motivation" is 32, and "causing incidents at work" is 15.…”

Section: Measure To Examine the Predictive Value Of The Screenermentioning

confidence: 99%

“…Objective indicators of work functioning, such as supervisor plus coworker ratings of work performance and number of days absent from work, may better reflect the actual work functioning of healthcare workers, and thus be better "gold standard" measures. At the same time, the NWFQ has good psychometric properties 15 ) and is an instrument that researchers frequently use for recording the work functioning of healthcare workers 16,17) . Thus, for now, it is a recommendation to examine whether the WFS-H also has predictive value for work functioning scores obtained with objective indicators.…”

Section: Limitations and Suggestions For Further Researchmentioning

confidence: 99%

Predictive value and construct validity of the work functioning screener‐healthcare (WFS‐H)

Boezeman

Nieuwenhuijsen

Sluiter

2016

Journal of Occupational Health

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Objectives: To test the predictive value and convergent construct validity of a 6-item work functioning screener (WFS-H). Methods: Healthcare workers (249 nurses) completed a questionnaire containing the work functioning screener (WFS-H) and a work functioning instrument (NWFQ) measuring the following: cognitive aspects of task execution and general incidents, avoidance behavior, conflicts and irritation with colleagues, impaired contact with patients and their family, and level of energy and motivation. Productivity and mental health were also measured. Negative and positive predictive values, AUC values, and sensitivity and specificity were calculated to examine the predictive value of the screener. Correlation analysis was used to examine the construct validity. Results: The screener had good predictive value, since the results showed that a negative screener score is a strong indicator of work functioning not hindered by mental health problems (negative predictive values: 94%-98%; positive predictive values: 21%-36%; AUC:.64-.82; sensitivity: 42%-76%; and specificity 85%-87%). The screener has good construct validity due to moderate, but significant (p<.001), associations with productivity (r=.51), mental health (r=.48), and distress (r=.47). Conclusions: The screener (WFS-H) had good predictive value and good construct validity. Its score offers occupational health professionals a helpful preliminary insight into the work functioning of healthcare workers.

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Effect of an E-mental Health Approach to Workers' Health Surveillance versus Control Group on Work Functioning of Hospital Employees: A Cluster-RCT

Cited by 27 publications

References 40 publications

Web-based interventions for the management of stress in the workplace: Focus, form, and efficacy

Web-based interventions for the management of stress in the workplace: Focus, form, and efficacy

Building expert agreement on the importance and feasibility of workplace health promotion interventions for nurses and midwives: A modified Delphi consultation

Predictive value and construct validity of the work functioning screener‐healthcare (WFS‐H)

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