Mental health in the workplace: Towards evidence-based practice.

Kelloway, E. Kevin

doi:10.1037/cap0000084

Cited by 32 publications

(30 citation statements)

References 49 publications

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“…Our results support a rationale to develop interventions to reduce burnout and distress among Canadian farmers. Research on the impact of workplace conditions on one's mental well-being has focussed on "identifying and, eventually, changing organizational conditions with the ultimate goal of improving well-being" [39] (p. 2). The stressors inherent in farming are unique and research based on monitoring organizational characteristics and the impact of implementing organizational change on the mental well-being of employees has limited generalizability to farmers at best.…”

Section: Gender Differences In Burnoutmentioning

confidence: 99%

Farmer Burnout in Canada

Jones‐Bitton

Hagen

Fleming

et al. 2019

IJERPH

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While farmers in several countries worldwide are reported to be at higher risk for poor mental health outcomes like chronic stress, depression, and anxiety, there is a paucity of research on burnout in farmers. This cross-sectional study used an online survey administered between September 2015 and February 2016 to investigate burnout (as measured by the Maslach Burnout Inventory–General Survey (MBI–GS)) amongst farmers in Canada. The specific objectives were to measure the three components of burnout (exhaustion, cynicism, and professional efficacy), and to explore potential associated risk factors, as well as to determine the prevalence of the different burnout profiles (engaged, ineffective, overextended, disengaged, and burnout). MBI–GS results were obtained from 1075 farmers. Approximately 70% of the study sample identified as male and 30% as female, and participants were from a variety of farming commodities. Scores for exhaustion, cynicism, and professional efficacy were all higher than international norms. While 43% of participants were classified as engaged, 44% were classified in the ineffective, overextended, or disengaged profiles (i.e., intermediate profiles on the engagement – burnout continuum), and 12% were classified in the burnout profile. Risk factor results highlighted the positive effects of farmer support from spouse/romantic partner, friends, and industry. Overall, the results from this study demonstrate cause for concern with respect to farmer burnout, suggest potential avenues for intervention, and serve as a call to action to better support farmers in Canada.

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Section: Gender Differences In Burnoutmentioning

confidence: 99%

Farmer Burnout in Canada

Jones‐Bitton

Hagen

Fleming

et al. 2019

IJERPH

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“…In much of the developed world, approximately one in five people will experience a significant mental health problem each year (National Institute of Mental Health, ; World Health Organization [WHO], ). Due to mental health promotion work by government bodies and major organizations (e.g., Australia's National Mental Health Strategy; Mental Health Commission of Canada; National Health Service [NHS] England's Five Year Forward View for Mental Health; WHO), there is growing recognition of the need for employers to respond effectively to this societal problem (Kelloway, ). We addressed this need by developing and conducting a preliminary evaluation of a workplace program focused on mental health literacy using a wait‐list control group design with a sample of employees working in Canada.…”

Section: Validating the Coworker Health Awareness Trainingmentioning

confidence: 99%

Coworker health awareness training: An evaluation

Oakie

Smith

Dimoff

et al. 2018

J Appl Biobehavioral Res

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Mental health issues are extremely common in the developed world, with as many as one in five people experiencing a mental illness every year. There are a host of negative outcomes for both organizations and individuals with mental health problems. One strategy that previous research has shown to be effective in reducing stigma around mental illness in organizations is mental health awareness training (MHAT) for leaders. The aim of the current study was to evaluate a complementary program to the MHAT, the Coworker Health Awareness Training Program (CHAT) for employees. The present study uses a wait‐list control design (N = 40) to test the effectiveness of the CHAT on various outcomes, such as knowledge, stigma, self‐efficacy in recognizing and addressing mental health problems, mental health promotion intentions, and willingness to use resources. Results showed that those employees who were trained with the CHAT displayed increases in knowledge, self‐efficacy, mental health promotion, and willingness to use resources. These results provide support for the effectiveness of the CHAT, and have practical and methodological implications.

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“…Although prevention and intervention efforts to reduce the occurrence and severity of workplace mental health problems have been the focus of an increasing amount of research in the field of occupational health psychology, less attention has focused on the process of job accommodations for such issues (Kelloway, 2017), which involve reasonable modifications to the job or workplace for the purpose of diminishing barriers to employment (Chow, Cichocki, & Croft, 2014). This is surprising given that legislation has been enacted in many countries such as Canada (Canadian Human Rights Act, 1985) and the United States (Americans with Disabilities Act, 1990) to promote accommodations as a means of providing equal opportunities for those with mental and physical disabilities.…”

Section: The Impact Of Job Accommodations On Mental Health-related Stmentioning

confidence: 99%

“…The role of job accommodations. Research to improve workplace mental health has been described has having three main categories of activities: prevention, intervention, and accommodation (Kelloway, 2017). Prevention focuses on creating a work environment that promotes optimal health to keep employees from developing mental health problems.…”

Section: Accommodationsmentioning

confidence: 99%

“…Although accommodation has received far less attention than prevention and intervention in the field of psychology (Kelloway, 2017), occupational rehabilitation researchers and practitioners (Schultz et al, 2011) view accommodations as an important means of helping individuals with residual symptoms return to work following leaves of absence for mental health problems and to stay at work during episodes of increased symptom severity.…”

Section: Accommodationsmentioning

confidence: 99%

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The Impact of Job Accommodations on Mental Health-Related Stigma

Tulk¹

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The current research examined the impact of accommodations for depression or anxiety (Study 1) and educational information (Study 2) on mental health-related stigma in the workplace. Participants read a scenario about a fictitious coworker returning to work following a leave of absence and answered items on negative stereotypes, unfairness, and emotional and behavioural responses. Scenarios varied the reason for leave [depression, anxiety, surgery] and accommodation [yes, no]. In Study 2, half of participants also read information about the employer's duty to accommodate. The results provided no evidence that accommodations or educational information influenced stigma. Rather, the results suggested that stigma towards accommodations for depression or anxiety may be the result of disclosing these mental health problems. Moreover, there was solid evidence that participants who endorsed negative stereotypes were more likely to believe that making changes for coworkers with health problems is unfair and to respond with negative emotions and behaviours.

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Mental health in the workplace: Towards evidence-based practice.

Cited by 32 publications

References 49 publications

Farmer Burnout in Canada

Farmer Burnout in Canada

Coworker health awareness training: An evaluation

The Impact of Job Accommodations on Mental Health-Related Stigma

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