Psychosocial Work Conditions and Mental Health: Examining Differences Across Mental Illness and Well-Being Outcomes

Fan, Jonathan; Mustard, Cameron; Smith, Peter M.

doi:10.1093/annweh/wxz028

Cited by 21 publications

(15 citation statements)

References 48 publications

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“…In contrast, reduced positive mental health related to work-life conflict could actually put a worker at risk of developing mental health issues in the future. Although research on workers’ positive mental health is still in its infancy, the results found in this study confirm and extend recent findings ( Page et al, 2014 ; Fan et al, 2019 ; Hori et al, 2019 ). Particularly, Hori et al (2019) identified a negative association of occupational stress (i.e., mental workload) with positive mental health; our results seem to suggest that workload and occupational stress could affect positive mental health through work-life conflict mechanisms.…”

Section: Discussionsupporting

confidence: 90%

When Work Conflicts With Personal Projects: The Association of Work-Life Conflict With Worker Wellbeing and the Mediating Role of Mindfulness

2021

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The negative emotional and health effects of work-life conflict (WLC) have been demonstrated in numerous studies regarding organizational psychology and occupational health. However, little is known about WLC’s relationship with positive wellbeing outcomes, including emotional, psychological, and social aspects of workers’ thriving. Furthermore, the mediating processes underlying the effects of WLC remain mostly unknown. The current study investigated the associations of perceived time- and strain-based WLC with positive mental health and thriving at work, as well as the mediating role of mindfulness in these associations. It is argued that WLC causes reduced mindfulness capacities among workers, which is in turn associated with lower positive wellbeing given the importance of mindfulness in emotion regulation. A sample of 330 workers based in Québec, Canada, completed an online survey including a measure of strain- and time-based interference with personal projects (i.e., the goals and activities that define the daily life of an individual) and validated scales of wellbeing outcomes and mindfulness. Results of structural equation modeling revealed negative associations between time- and strain-based WLC with positive mental health and thriving at work. Work-life conflict was related to lower mindfulness, which played a mediating role in the associations between time-based WLC with positive mental health and thriving at work, as well as strain-based WLC with positive mental health. The mediation was complete for the time-based WLC and positive mental health association, but partial for the other mediated pathways, highlighting the need for more research to identify additional mediators. These results highlight that beyond resulting in negative emotional/health outcomes often studied in previous research, WLC may be associated with workers’ reduced potential to live a fulfilling life, in general and in the workplace. Recommendations (e.g., mindfulness intervention to promote emotional regulation, personal project intervention) for workplace policymakers and practitioners are identified.

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Section: Discussionsupporting

confidence: 90%

When Work Conflicts With Personal Projects: The Association of Work-Life Conflict With Worker Wellbeing and the Mediating Role of Mindfulness

2021

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“…This study implicates the double value of workplace policies and practices that improve psychosocial working conditions, reduce workrelated SRD and improve mental well-being in general, for example, by giving workers greater job control or social support. 39 In conclusion, several psychosocial work-related risk factors for SRD were established, confirming the multifactorial aetiology of SRD. Effort-reward imbalance, low organisational justice and high job demands were associated with the largest increased risk of SRD, varying from 60% to 90%.…”

Section: Preventionmentioning

confidence: 53%

“…Ultimately, to develop individually and organisationally directed interventions, it is necessary that the relevant psychosocial risk factors in organisations are known. 37 38 Recently, Fan et al 39 have suggested that some psychosocial factors such as job control, job security and social support are also associated with a greater likelihood of workers' experiencing positive mental well-being in terms of satisfaction and purpose in life, personal growth, social contribution and integration. This study implicates the double value of workplace policies and practices that improve psychosocial working conditions, reduce workrelated SRD and improve mental well-being in general, for example, by giving workers greater job control or social support.…”

Section: Preventionmentioning

confidence: 99%

Work-related psychosocial risk factors for stress-related mental disorders: an updated systematic review and meta-analysis

et al. 2020

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ObjectiveThe objective was to conduct an update of a previously published review and meta-analysis on the association between work-related psychosocial risk factors and stress-related mental disorders (SRD).DesignSystematic review and meta-analysis.Data sourcesMedline, Embase and PsycINFO were searched for articles published between 2008 and 12 August 2019 and references of a systematic review performed for the period before 2008 were included. Primary prospective studies were included when outcome data were described in terms of SRD assessment or a dichotomous outcome, based on a validated questionnaire, and at least two levels of work-related exposure were reported (exposed vs less or non-exposed). We used GRADE to assess the evidence for the associations between risk factors and the onset of SRD.ResultsSeventeen studies met the inclusion criteria. In total, a population of 73 874 workers from Belgium, Denmark, England, Finland, Japan, the Netherlands and Sweden were included in the meta-analysis of 14 prospective cohort studies. This meta-analysis revealed moderate evidence for associations between SRD and effort reward imbalance (OR=1.9, 95% CI 1.70 to 2.15), high job demands (OR=1.6, 95% CI 1.41 to 1.72), organisational justice (ORs=1.6 to 1.7, CIs 1.44 to 1.86), social support (ORs=1.3 to 1.4, CIs 1.16 to 1.69), high emotional demands (OR=1.6, 95% CI 1.35 to 1.84) and decision authority (OR=1.3, CI 1.20 to 1.49). No significant or inconsistent associations were found for job insecurity, decision latitude, skill discretion and bullying.ConclusionModerate evidence was found that work-related psychosocial risk factors are associated with a higher risk of SRD. Effort-reward imbalance, low organisational justice and high job demands exhibited the largest increased risk of SRD, varying from 60% to 90%.

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“…There is a growing interest for studying the relationship between mental health and mental illness in various environments, including work settings and psychosocial work conditions [47]. MHC-SF has been found to be valid and reliable for monitoring well-being in both clinical (patients with affective disorders) and nonclinical samples [30].…”

Section: The Two Continua Modelmentioning

confidence: 99%

A Salutogenic Mental Health Model: Flourishing as a Metaphor for Good Mental Health

Mjøsund

2021

Health Promotion in Health Care – Vital Theories and Research

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This chapter focuses on a salutogenic understanding of mental health based on the work of Corey Keyes. He is dedicated to research and analysis of mental health as subjective well-being, where mental health is seen from an insider perspective. Flourishing is the pinnacle of good mental health, according to Keyes. He describes how mental health is constituted by an affective state and psychological and social functioning, and how we can measure mental health by the Mental Health Continuum—Short Form (MHC-SF) questionnaire. Further, I elaborate on Keyes’ two continua model of mental health and mental illness, a highly useful model in the health care context, showing that the absence of mental illness does not translate into the presence of mental health. You can also read about how lived experiences of former patients support Keyes dual model of mental health and mental illness. This model makes it clear that people can perceive they have good mental health even with mental illness, as well as people with perceived poor or low mental health can be without any mental disorder. The cumulative evidence for seeing mental disorder and mental health function along two different continua, central mental health concepts, and research significant for health promotion are elaborated in this chapter.

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Psychosocial Work Conditions and Mental Health: Examining Differences Across Mental Illness and Well-Being Outcomes

Cited by 21 publications

References 48 publications

When Work Conflicts With Personal Projects: The Association of Work-Life Conflict With Worker Wellbeing and the Mediating Role of Mindfulness

When Work Conflicts With Personal Projects: The Association of Work-Life Conflict With Worker Wellbeing and the Mediating Role of Mindfulness

Work-related psychosocial risk factors for stress-related mental disorders: an updated systematic review and meta-analysis

A Salutogenic Mental Health Model: Flourishing as a Metaphor for Good Mental Health

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