How effective is workplace counselling? A review of the research literature

McLeod, John; McLeod, Julia

doi:10.1080/14733140112331385060

Cited by 36 publications

(40 citation statements)

References 29 publications

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“…McLeod's first review concluded that workplace counselling interventions produce a small yet positive impact on work-related outcomes such as job commitment, work functioning and job satisfaction (McLeod, 2001). In addition, McLeod's second review reported that this form of intervention can reduce sickness absence by up to 60% (McLeod, 2008). These conclusions are compromised by the methodological limitations of the included studies.…”

Section: Resultsmentioning

confidence: 99%

Workplace interventions for common mental disorders: a systematic meta-review

et al. 2015

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Depression and anxiety disorders are the leading cause of sickness absence and long-term work incapacity in most developed countries. The present study aimed to carry out a systematic meta-review examining the effectiveness of workplace mental health interventions, defined as any intervention that a workplace may either initiate or facilitate that aims to prevent, treat or rehabilitate a worker with a diagnosis of depression, anxiety or both. Relevant reviews were identified via a detailed systematic search of academic and grey literature databases. All articles were subjected to a rigorous quality appraisal using the AMSTAR assessment. Of the 5179 articles identified, 140 studies met the inclusion criteria, of which 20 were deemed to be of moderate or high quality. Together, these reviews analysed 481 primary research studies. Moderate evidence was identified for two primary prevention interventions; enhancing employee control and promoting physical activity. Stronger evidence was found for CBT-based stress management although less evidence was found for other secondary prevention interventions, such as counselling. Strong evidence was also found against the routine use of debriefing following trauma. Tertiary interventions with a specific focus on work, such as exposure therapy and CBT-based and problem-focused return-to-work programmes, had a strong evidence base for improving symptomology and a moderate evidence base for improving occupational outcomes. Overall, these findings demonstrate there are empirically supported interventions that workplaces can utilize to aid in the prevention of common mental illness as well as facilitating the recovery of employees diagnosed with depression and/or anxiety.

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Section: Resultsmentioning

confidence: 99%

Workplace interventions for common mental disorders: a systematic meta-review

et al. 2015

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“…Brief psychological counseling has been studied frequently and, according to McLeod and McLeod's (2001) review of this literature, can be effective. Whether helping employees find child care reduces stress caused by difficulty finding child care has not been formally assessed; it nevertheless would seem to be a direct and highly plausible solution to that source of stress.…”

Section: Body and Soulmentioning

confidence: 99%

Brinksmanship Redux: Employee Assistance Programs’ Precursors and Prospects

Weiss

2010

Employ Respons Rights J

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Originating in the U.S. 70 years ago as industrial alcoholism programs, and promoted for decades by R. Brinkley "Brink" Smithers, these programs finally gained popularity during the 1970s and 1980s, when they were renamed "employee assistance programs" and given a broader mission than identifying alcoholics. Attempting to change their image as instruments of coercion, EAPs added a variety of social work functions to their portfolios but, now primarily operating as external contractors, have seen cash flows fall dramatically in the face of intense competition from similar services. EAP practitioners have called for restoring the approach promoted by academics supported by Smithers, who aggressively maintain that eliminating behavioral health problems is the responsibility of employees rather than employers. This article compares the evidence addressing the efficacy of that approach with that of alternatives, being developed outside of the U.S., that expand employee rights.

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“…For instance, businesses might find that returns on investments increase as a result of employer-subsidized ill-being interventions. Indeed, businesses might already be crunching these numbers (Hargrave & Hiatt, 2005;Hargrave, Hiatt, Alexander, & Schaffer, 2008;McLeod, 2010;McLeod & Mcleod, 2001;Stewart, Ricci, Chee, Hahn, & Morganstein, 2003).…”

Section: Practical Utilitymentioning

confidence: 99%

Causal Network Accounts of Ill-Being: Depression & Digital Well-Being

Byrd

2020

Philosophical Studies Series

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Depression is a common and devastating instance of ill-being which deserves an account. Moreover, the ill-being of depression is impacted by digital technology: some uses of digital technology increase such ill-being while other uses of digital technology increase well-being. So a good account of ill-being would explicate the antecedents of depressive symptoms and their relief, digitally and otherwise. This paper borrows a causal network account of well-being and applies it to ill-being, particularly depression. Causal networks are found to provide a principled, coherent, intuitively plausible, and empirically adequate account of cases of depression in everyday and digital contexts. Causal network accounts of illbeing also offer philosophical, scientific, and practical utility. Insofar as other accounts of ill-being cannot offer these advantages, we should prefer causal network accounts of ill-being.

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How effective is workplace counselling? A review of the research literature

Cited by 36 publications

References 29 publications

Workplace interventions for common mental disorders: a systematic meta-review

Workplace interventions for common mental disorders: a systematic meta-review

Brinksmanship Redux: Employee Assistance Programs’ Precursors and Prospects

Causal Network Accounts of Ill-Being: Depression & Digital Well-Being

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