Factors perceived by employees regarding their sick leave due to depression

Abstract

The conditions in which employees were working before they started their leave of absence should be identified; notably (1) relationships with organizational stakeholders (e.g. immediate supervisor, colleagues) and (2) psychosocial risk factors (e.g. work overload, over-commitment). A good relationship between the immediate supervisor and the employee is an important factor to prevent sick leave due to depression. The supervisors should be informed quickly after the first appearance of depressive symptoms in employees in order to implement feasible and appropriate accommodations as soon as possible.

Managing employees’ depression from the employees’, co-workers’ and employers’ perspectives. An integrative review

“…Seven studies were conducted in the Netherlands [17,45,[49][50][51][52][53], four in Canada [12,13,54,55], four in the USA [56][57][58][59], one in Japan [60] and one in Korea [61].…”

“…People with depression have a variety of symptoms such as persistent sadness or low mood, loss of interest or pleasure, fatigue or low energy, disturbed sleep, poor concentration or indecisiveness, low self-confidence, suicidal thoughts, agitation, guilt and self-blame, which are all symptoms that challenge psychosocial functioning and may hinder WP [9]. Other obstacles to WP are stigma [2,10], severity and duration of depression [11] and low support from co-workers and employers [12,13]. Poor collegial relationships can result in distrust and insecurity [13,14], and fear of being discriminated by coworkers and employer is found to be a major barrier for help-seeking and disclosure of disability in the workplace [15].…”

“…Other obstacles to WP are stigma [2,10], severity and duration of depression [11] and low support from co-workers and employers [12,13]. Poor collegial relationships can result in distrust and insecurity [13,14], and fear of being discriminated by coworkers and employer is found to be a major barrier for help-seeking and disclosure of disability in the workplace [15]. In contrast, supportive relations at the workplace can provide emotional support and lower the risk of work disability [13,14,16].…”

“…Poor collegial relationships can result in distrust and insecurity [13,14], and fear of being discriminated by coworkers and employer is found to be a major barrier for help-seeking and disclosure of disability in the workplace [15]. In contrast, supportive relations at the workplace can provide emotional support and lower the risk of work disability [13,14,16]. Understanding and support at work e.g., regular communication between employer and employee with respect to progress, is found to promote WP among employees with depression [17]; thus, it can be assumed that the attitudes of co-workers and employers play a key role in WP among employees with depression.…”

Afastamento do trabalho e crise do capital:

“…Isto revela uma percepção de que o ambiente de trabalho, ao qual estavam expostos antes de se afastarem, era potencialmente gerador de problemas de saúde MENDES, 2008). Aspectos relativos à carga de trabalho e deficiência nas relações socioprofissionais são identificados nos dados, indo ao encontro do que aponta Corbière et al (2015) como fatores de risco para o aparecimento de doenças e afastamento.…”