Author Correction: Economic value of protected areas via visitor mental health.

An amendment to this paper has been published and can be accessed via a link at the top of the paper.

Economic value of protected areas via visitor mental health.

We evaluate methods to calculate the economic value of protected areas derived from the improved mental health of visitors. A conservative global estimate using quality-adjusted life years, a standard measure in health economics, is US$6 trillion p.a. This is an order of magnitude greater than the global value of protected area tourism, and two to three orders greater than global aggregate protected area management agency budgets. Future research should: refine this estimate using more precise methods; consider interactions between health and conservation policies and budgets at national scales; and examine links between personalities and protected area experiences at individual scale.

Job support, coping, and control: Assessment of simultaneous impacts within the occupational stress process.

The assessment of occupational stress is marred by an overwhelming adoption of simplistic research designs that generally fail to represent the complex reality of the occupational stress process. Informed by the theoretical tenants of both the transactional stress model and the job-demands-control-support model, this paper presents a rare simultaneous assessment of how two types of job demands (cognitive and emotional) are both moderated by job control and social support and mediated by coping for the prediction of work engagement and psychological strain over time. Self-report surveys were administered twice over 12 months to a sample of police-service workers and moderated mediation analyses were conducted on the matched sample of N = 2,481 respondents. The results offer support for the process of occupational stress by demonstrating how both accommodation and avoidance coping mediate the job-demands-outcome relationship over time. The results also demonstrate that this stressor-coping-strain process is simultaneously moderated by job support or job control. We found it interesting that this research also demonstrated that the estimation of work engagement was not unduly influenced by the type of job demands these police employees were exposed to. (PsycINFO Database Record

Promoting mental health in small-medium enterprises: an evaluation of the "Business in Mind" program.

BACKGROUND: Workplace mental health promotion (WMHP) aims to prevent and effectively manage the social and economic costs of common mental illnesses such as depression. The mental health of managers and employees within small-medium enterprises (SMEs) is a neglected sector in occupational health research and practice, despite the fact that this sector is the most common work setting in most economies. The availability and propensity of SME staff to attend face-to-face training/therapy or workshop style interventions often seen in corporate or public sector work settings is a widely recognised problem. The 'Business in Mind' program employs a DVD mode of delivery that is convenient for SME managers, particularly those operating in regional and remote areas where internet delivery may not be optimal. The objective of the intervention program is to improve the mental health of SME managers, and examine whether employees of managers' whose mental health improves, report positive change in their psychosocial work environment. The mechanisms via which we aim to improve managers' mental health are through the development of their psychological capital (a higher order construct comprised of hope, self efficacy, resilience and optimism) and their skills and capacities for coping with work stress. METHODS/DESIGN: The effectiveness of two versions of the program (self administered and telephone facilitated) will be assessed using a randomised trial with an active control condition (psychoeducation only). We aim to recruit a minimum of 249 managers and a sample of their employees. This design allows for 83 managers per group, as power analyses showed that this number would allow for attrition of 20% and still enable detection of an effect size of 0.5. The intervention will be implemented over a three month period and postal surveys will assess managers and employees in each group at baseline, intervention completion, and at 6 month follow up. The intervention groups (managers only) will also be assessed at 12 and 24 month follow-up to examine maintenance of effects. Primary outcomes are managers' levels of psychological capital (hope, resilience, self-efficacy and optimism), coping strategies, anxiety and depression symptoms, self-reported health, job satisfaction and job tension. Secondary outcomes are participating managers subordinates' perceptions of manager support, relational justice, emotional climate and job tension. In order to provide an economic evaluation of the intervention, both employees and manager rates of absenteeism and presenteeism will also be assessed. DISCUSSION: The intervention being trialled is expected to improve both primary and secondary outcomes. If proven efficacious, the intervention could be disseminated to reach a much larger proportion of the business community.