The Business Case for Quality Mental Health Services: Why Employers Should Care About the Mental Health and Well-Being of Their Employees

Goetzel, Ron Z.; Ozminkowski, Ronald J.; Sederer, Lloyd I.; Mark, Tami L.

doi:10.1097/00043764-200204000-00012

Cited by 177 publications

(149 citation statements)

References 42 publications

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“…Depression is a well-documented enemy of zest, and its toll on productivity and physical health is enormous (Burton, Conti, Chen, Schultz, & Edington, 1999). The prevention or reduction of depression among workers might pay the additional benefit of increasing their sense that work is a calling (Goetzel, Ozminkowski, Sederer, & Mark, 2002). Hersey (1955) argued that a supportive supervisor at work and good social relationships outside of work are important contributors to zest, implying additional targets for intervention (cf.…”

Section: Discussionmentioning

confidence: 99%

Zest and work

et al. 2009

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SummaryZest is a positive trait reflecting a person's approach to life with anticipation, energy, and excitement. In the present study, 9803 currently employed adult respondents to an Internet site completed measures of dispositional zest, orientation to work as a calling, and satisfaction with work and life in general. Across all occupations, zest predicted the stance that work was a calling (r ¼ .39), as well as work satisfaction (r ¼ .46) and general life satisfaction (r ¼ .53). Zest deserves further attention from organizational scholars, especially how it can be encouraged in the workplace.

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Section: Discussionmentioning

confidence: 99%

Zest and work

et al. 2009

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“…Common mental disorders are also common among people who are working [5]. These symptoms are associated with reduced functioning and participation at the workplace [6,7] and future sick leave [8]. Presenteeism, i.e.…”

Section: Introductionmentioning

confidence: 99%

Early and Late Return to Work After Sick Leave: Predictors in a Cohort of Sick-Listed Individuals with Common Mental Disorders

et al. 2015

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Objectives: The study aims to identify individual and workplace factors associated with early return to work [RTW] -defined as within 3 months -and factors associated with later RTW -between 3 and 12 months after being sick-listed -in a cohort of newly sick-listed individuals with common mental disorders.Methods: In a prospective cohort study, a cross-sectional analysis was performed on baseline measures of patients granted sick leave due to common mental disorders. A total of 533 newly sicklisted individuals fulfilled the inclusion criteria and agreed to participate. A baseline questionnaire was sent by post within three weeks of their first day of certified medical sickness; 354 (66%) responded. Those who were unemployed were excluded, resulting in a study population of 319 individuals. Sick leave was recorded for each individual from the Social Insurance Office during one year. Analyses were made with multiple Cox regression analyses.Results: Early RTW was associated with lower education, better work ability at baseline, positive expectations of treatment and low perceived interactional justice with the supervisor. RTW after three months was associated with a need to reduce demands at work, and turnover intentions.Conclusions: Early RTW among sick-listed individuals with common mental disorders seems to be associated with the individual's need to secure her/his employment situation, whereas later RTW is associated with variables reflecting dissatisfaction with work conditions. No health measures were associated with RTW. The study highlights the importance of considering not only health and functioning, but also workplace conditions and relations at the workplace in implementing RTW interventions.

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“…I n many industrialized countries, the rising administrative and insurance costs of mental disorders in the workplace have prompted burgeoning interest in the interrelations between work and mental health and how best to minimize the impact on the individual and the employer (1,2). Epidemiologic data, especially longitudinal etiologic research, can provide information to inform early intervention and mental health promotion in the workplace.…”

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confidence: 99%

Common Mental Disorders in the Workforce: Recent Findings from Descriptive and Social Epidemiology

2006

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Objective: To review the recent descriptive and social epidemiology of common mental disorders in the workplace, including prevalence, participation, work disability, and impact of quality of work, as well as to discuss the implications for identifying targets for clinical and preventive interventions. Method:We conducted a structured review of epidemiologic studies in community settings (that is, in the general population or in workplaces). Evidence was restricted to the peer-reviewed, published, English-language literature up to the end of June 2005. We further restricted evidence to studies that used recent classification systems; then, if evidence was insufficient, we reviewed studies that used standardized psychiatric screening scales. To distinguish this article from recent reviews of health and work quality, we focused on new areas of investigation and new evidence for established areas of investigation: underemployment, organizational justice, job control and demand, effort-reward imbalance, and atypical (nonpermanent) employment.Results: Depression and simple phobia were found to be the most prevalent disorders in the working population. The limited data on rates of participation suggested higher participation among people with depression, simple phobia, social phobia, and generalized anxiety disorder. Depression and anxiety were more consistently associated with "presenteeism" (that is, lost productivity while at work) than with absenteeism, whether this was measured by cutback days or by direct questionnaires. Seven longitudinal studies, with an average sample size of 6264, showed a strong association between aspects of low job quality and incident depression and anxiety. There was some evidence that atypical work was associated with poorer mental health, although the findings for fixed-term work were mixed. Conclusions:Mental health risk reduction in the workplace is an important complement to clinical interventions for reducing the current and future burden of depression and anxiety in the workplace. (Can J Psychiatry 2006;51:63-75) Information on funding and support and author affiliations appears at the end of the article. Clinical Implications· The effect of depression and anxiety on work ability is significant, and maintaining capacity and productivity in the work role is an important goal of clinical treatment. · Quality of work in terms of control and demand, effort-reward imbalance, and organizational justice is a critical social influence on mental health and offers opportunities for mental health promotion and early intervention. · Identifying subpopulations in the workforce that may be at increased risk for depression and anxiety is an important area of future research both to inform early intervention and to encourage access to appropriate treatment. Limitations· Most population-based psychiatric surveys used crude measures of work disability. · Studies on the association of work quality and mental health all relied on screening instruments to assess psychiatric status; thus, these fin...

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The Business Case for Quality Mental Health Services: Why Employers Should Care About the Mental Health and Well-Being of Their Employees

Cited by 177 publications

References 42 publications

Zest and work

Zest and work

Early and Late Return to Work After Sick Leave: Predictors in a Cohort of Sick-Listed Individuals with Common Mental Disorders

Common Mental Disorders in the Workforce: Recent Findings from Descriptive and Social Epidemiology

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