Human resource management training of supervisors for improving health and well-being of employees

Kuehnl, Andreas; Seubert, Christian; Rehfuess, Eva; Elm, Erik von; Nowak, Dennis; Glaser, Jürgen

doi:10.1002/14651858.cd010905.pub2

Cited by 38 publications

(31 citation statements)

References 123 publications

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“…As a result, the authors suggest a rather low impact of leadership interventions on staff members' mental health. This can be seen as discrepant to our systematic review, but parallel to our estimate, the authors emphasized the need for well-designed further studies (Kuehnl et al 2019).…”

Section: Discussioncontrasting

confidence: 92%

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The effectiveness of health-oriented leadership interventions for the improvement of mental health of employees in the health care sector: a systematic review

Stuber¹,

Seifried-Dübon²,

Rieger

et al. 2020

Int Arch Occup Environ Health

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Purpose An increasing prevalence of work-related stress and employees’ mental health impairments in the health care sector calls for preventive actions. A significant factor in the workplace that is thought to influence employees’ mental health is leadership behavior. Hence, effective leadership interventions to foster employees’ (leaders’ and staff members’) mental health might be an important measure to address this pressing issue. Methods We conducted a systematic review according to the PRISMA statement (Liberati et al. 2009) and systematically searched the following databases: PubMed (PMC), Web of Science, PsycINFO (EBSCOhost), EconLit (EBSCOhost), and Business Source Premier (EBSCOhost). In addition, we performed a hand search of the reference lists of relevant articles. We included studies investigating leadership interventions in the health care sector that aimed to maintain/foster employees’ mental health. Results The systematic search produced 11,221 initial search hits in relevant databases. After the screening process and additional literature search, seven studies were deemed eligible according to the inclusion criteria. All studies showed at least a moderate global validity and four of the included studies showed statistically significant improvements of mental health as a result of the leadership interventions. Conclusions Based on the findings, leadership interventions with reflective and interactive parts in group settings at several seminar days seem to be the most promising strategy to address mental health in health care employees. As the available evidence is limited, efforts to design and scientifically evaluate such interventions should be extended.

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Section: Discussioncontrasting

confidence: 92%

“…Moreover, a recent review (Kuehnl et al 2019) on the association of human resource management training in general and staff members' mental health only comprises 25 studies with a rather low quality of study design. As a result, the authors suggest a rather low impact of leadership interventions on staff members' mental health.…”

Section: Discussionmentioning

confidence: 99%

The effectiveness of health-oriented leadership interventions for the improvement of mental health of employees in the health care sector: a systematic review

Stuber¹,

Seifried-Dübon²,

Rieger

et al. 2020

Int Arch Occup Environ Health

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show abstract

“…In addition, positive social interactions at work make them feel welcome, respected, and supported. As far as healthy people are concerned, especially supervisory behavior may result in satisfaction and well-being [21,22]. Supervisory fields of investigation were work support, interpersonal interaction, as well as social and emotional support.…”

Section: Introductionmentioning

confidence: 99%

Long-Term Attitude Change After a Single-Day Manager Training Addressing Mental Health at the Workplace

Schwarz

Schiller

Moertl

et al. 2019

IJERPH

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Mental health problems have become one of the most common causes of incapacity for work, and engender high costs to society. Especially managerial behavior was found to have a great impact on employees' well-being. In order to support those in leading positions in dealing with their own, as well as their employees', psychological stress factors, we conducted a specific manager training. At the same time, we wanted to find out about the training's short-and long-term effects. Participants were asked to give information about their knowledge and attitudes concerning mental health (Mental Health Knowledge Schedule, Social Distance Scale), as well as to comment on their own health condition (12-Item Short Form Health Survey, Patient Health Questionnaire) and working situation (Effort-Reward Inventory, Irritation Scale). Data were collected at baseline, as well as 3 and 12 months after the training. Results show long-term improvements in knowledge and attitudes measured by the Mental Health Knowledge Schedule (MAKS: M t1 = 22.88, Mt2 = 23.79, Mt3 = 23.79, p = 0.005) but not in the Social Distance Scale (SoDi: M t1 = 0.96, Mt2 = 0.85, Mt3 = 0.84, p = 0.165). Over the period of time observed, no changes were found regarding health-or work-related instruments. Due to the uncontrolled design of the study, further research is needed to determine the exact effectiveness.

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“…The focus on more psychosocial aspects of remote work means that occupational health nurses could expand the assessment of remote workers to include the stress of work-from-home remote workers (Hoying et al, 2020;Martin & Giallo, 2016;Sanchez et al, 2017). Some estimates indicate up to a quarter of employees have undiagnosed stress or global discomfort (Barrech et al, 2018;Kuehnl et al, 2019;Rundle et al, 2018). The lack of face-to-face interaction, or clinical assessment for stress, presented a challenge for the occupational health nurse.…”

Section: Discussionmentioning

confidence: 99%

Remote Monitoring of a Work-From-Home Employee to Identify Stress: A Case Report

Gleason¹

2021

Workplace Health Saf

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How do you assess the mental wellness of your work-from-home employees? This case study reports on how an occupational health nurse used work-from-home employee’s own phone and Fitbit™ smartwatch to obtain heart rate data to screen for high periods of stress. Telemedicine and telemetry allowed the occupational health nurses to screen an employee when the nurse could not assess the employee face-to-face. When the occupational health nurses identified an at-risk employee, the occupational health nurses referred the employee to the Employee Assistance Program (EAP) for counseling. Leveraging heart rate data on a smartwatch is a free intervention that is scalable and has a demonstrated outcome measure with a positive return on investment.

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Human resource management training of supervisors for improving health and well-being of employees

Cited by 38 publications

References 123 publications

The effectiveness of health-oriented leadership interventions for the improvement of mental health of employees in the health care sector: a systematic review

The effectiveness of health-oriented leadership interventions for the improvement of mental health of employees in the health care sector: a systematic review

Long-Term Attitude Change After a Single-Day Manager Training Addressing Mental Health at the Workplace

Remote Monitoring of a Work-From-Home Employee to Identify Stress: A Case Report

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