Your browser doesn't support javascript.
loading
Mostrar: 20 | 50 | 100
Resultados 1 - 20 de 6.707
Filtrar
1.
Artigo em Inglês | MEDLINE | ID: mdl-33008097

RESUMO

Research shows that bullying is a significant workplace issue. A previous study showed increased sickness-related absences among municipality employees during the Icelandic economic crisis in 2008. This led to the following research questions: has bullying and/or harassment increased between the time points of the study up to seven years after the crisis? Did bullying and/or harassment change depending on downsizing? Are quantitative job demands, role conflicts and social support connected to bullying and/or harassment at work and if so, how? The study is based on a four-wave longitudinal balanced panel dataset consisting of those who work within the education and care services operated by Icelandic municipalities. It was seen that bullying and harassment had increased between the time points of the study. Furthermore, employees in downsized workplaces, workplaces with higher quantitative job demands, more role conflicts and less support were more likely to experience bullying and/or harassment than employees in other workplaces. Since the effects may prevail for several years, the study demonstrates that the consequences of downsizing need to be carefully considered and that managers must be supported in that role. As economic crises tend to occur periodically, presently due to COVID-19, the knowledge is both of theoretical and practical importance.


Assuntos
Bullying , Recessão Econômica , Downsizing Organizacional , Local de Trabalho/psicologia , Humanos , Islândia
3.
BMJ ; 370: m2984, 2020 09 02.
Artigo em Inglês | MEDLINE | ID: mdl-32878868

RESUMO

OBJECTIVE: To analyse the relation between exposure to workplace sexual harassment and suicide, as well as suicide attempts. DESIGN: Prospective cohort study. SETTING: Sweden. PARTICIPANTS: 86 451 men and women of working age in paid work across different occupations responded to a self-report questionnaire including exposure to work related sexual harassment between 1995 and 2013. The analytical sample included 85 205 people with valid data on sexual harassment, follow-up time, and age. MAIN OUTCOME MEASURES: Suicide and suicide attempts ascertained from administrative registers (mean follow-up time 13 years). RESULTS: Among the people included in the respective analyses of suicide and suicide attempts, 125 (0.1%) died from suicide and 816 (1%) had a suicide attempt during follow-up (rate 0.1 and 0.8 cases per 1000 person years). Overall, 11 of 4095 participants exposed to workplace sexual harassment and 114 of 81 110 unexposed participants committed suicide, and 61/4043 exposed and 755/80 513 unexposed participants had a record of suicide attempt. In Cox regression analyses adjusted for a range of sociodemographic characteristics, workplace sexual harassment was associated with an excess risk of both suicide (hazard ratio 2.82, 95% confidence interval 1.49 to 5.34) and suicide attempts (1.59, 1.21 to 2.08), and risk estimates remained significantly increased after adjustment for baseline health and certain work characteristics. No obvious differences between men and women were found. CONCLUSIONS: The results support the hypothesis that workplace sexual harassment is prospectively associated with suicidal behaviour. This suggests that suicide prevention considering the social work environment may be useful. More research is, however, needed to determine causality, risk factors for workplace sexual harassment, and explanations for an association between work related sexual harassment and suicidal behaviour.


Assuntos
Assédio Sexual/psicologia , Tentativa de Suicídio/prevenção & controle , Tentativa de Suicídio/psicologia , Local de Trabalho/psicologia , Adulto , Feminino , Seguimentos , Humanos , Masculino , Pessoa de Meia-Idade , Estudos Prospectivos , Medição de Risco , Fatores de Risco , Autorrelato , Assédio Sexual/estatística & dados numéricos , Ideação Suicida , Tentativa de Suicídio/estatística & dados numéricos , Inquéritos e Questionários , Suécia/epidemiologia
4.
Psychiatry Res ; 291: 113272, 2020 09.
Artigo em Inglês | MEDLINE | ID: mdl-32886958

RESUMO

Nurses are acknowledged for their care and expertise on the front line of pandemics over the last century. The recent global impact of COVID-19 has been unprecedented and a parallel battle has also been fought by increasing numbers of nurses for their workplace mental health. Factors associated with nurses mental stress and consequence of suicide were identified from a retrospective analysis of six non-representative media case-reports in high and low resource countries. The need for a structured model of nursing workforce mental health preparation, monitoring, support and health care is essential to inform advocacy and timely intervention in pandemic response.


Assuntos
Infecções por Coronavirus/psicologia , Enfermeiras e Enfermeiros/psicologia , Recursos Humanos de Enfermagem no Hospital/psicologia , Estresse Ocupacional/mortalidade , Pneumonia Viral/psicologia , Estresse Psicológico/mortalidade , Suicídio/estatística & dados numéricos , Local de Trabalho/psicologia , Adulto , Betacoronavirus , Infecções por Coronavirus/epidemiologia , Humanos , Saúde Mental , Pandemias , Pneumonia Viral/epidemiologia , Estudos Retrospectivos , Estresse Psicológico/etiologia , Estresse Psicológico/psicologia , Suicídio/psicologia
5.
J UOEH ; 42(3): 281-290, 2020.
Artigo em Japonês | MEDLINE | ID: mdl-32879193

RESUMO

The purpose of this study is to investigate and clarify the relationships between occupational stress, personal factors, buffer factors and stress responses of newly graduated nurses, based on the NIOSH model. A questionnaire survey was conducted on 320 newly graduated nurses working at university hospitals where research cooperation was obtained. Data from 107 people was collected by mail (the response rate of 33.4%). In the results of the analysis, the GHQ-12 scores of the nurses on the three-shift system (23.5 ± 7.04) were found to be higher than those on the two-shift system (18.88 ± 6.03) (P = 0.007). The GHQ-12 score was significantly higher in the high stressor group (24.1 ± 6.20), who had higher job demand and lower work ratings than the low stressor group (18.93 ± 6.14) (P = 0.001, t = -3.44). The results of a multiple logistic regression analysis using high/low GHQ groups defined by a cut-off point of 4 in the GHQ-12 (GHQ method) as the dependent variables and the associated variables as the independent variables showed that the basic role identity and colleague support were found to have a significant relationship. The results of a Hosmer-Lemeshow test were P = 0.643, and the coefficient of determination was as high as 81.0%. This study was conducted approximately 6 months after the nurses entered employment, which is in the middle of the critical transition period from a student to a working member of society and can be assumed to be the most exhausting state of the year both physically and mentally. The results of this study suggest that various stressors might cause serious stress reactions. Also, as shown in previous literature, newly graduated nurses tend not to seek support from their bosses or preceptors throughout the year. Their main sources of support are family members, friends, and colleagues. Taken together, it became clear from our study that support from colleagues in the workplace is the most powerful buffer against stress and an indispensable resource to overcome the "reality shock" of working life.


Assuntos
Saúde Mental , Enfermeiras e Enfermeiros/psicologia , Saúde do Trabalhador , Estresse Ocupacional , Local de Trabalho/psicologia , Adolescente , Feminino , Humanos , Modelos Logísticos , Masculino , Admissão e Escalonamento de Pessoal , Apoio Social , Inquéritos e Questionários , Carga de Trabalho/psicologia , Adulto Jovem
6.
J Christ Nurs ; 37(4): E43-E44, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-32898076

RESUMO

Nurses have put themselves in precarious situations by caring for COVID-19 patients. Through the grid of faith, hope, and love as depicted in 1 Corinthians, the author commends the selfless work of nurses and esteems God's faithfulness to nurses who acknowledge him.


Assuntos
Cristianismo , Infecções por Coronavirus/enfermagem , Papel do Profissional de Enfermagem/psicologia , Pneumonia Viral/enfermagem , Religião e Medicina , Local de Trabalho/psicologia , Betacoronavirus , Comportamento Cooperativo , Empatia , Humanos , Relações Enfermeiro-Paciente , Pandemias , Filosofia em Enfermagem
7.
An. psicol ; 36(2): 348-360, mayo 2020. tab, graf
Artigo em Inglês | IBECS | ID: ibc-192072

RESUMO

The purpose of this research was to empirically test the hypothesis that the organizational psychological safety climate and the perception of organizational politics predict the extent to which employees feel engaged in their work. Using hierarchical linear modeling and data collected from 1,244 employees in 64 organizations, organizational level psychological safety climate and employee-level perception of organizational politics predicted employee work engagement. There was also significant cross-level interaction, so that the negative effect of the perception of organizational politics was amplified in organizations with a positive psychological safety climate. In other words, organizational psychological safety benefits the work engagement of individuals more when they perceive the existence of low organizational politics. The results offer insight into the mechanisms by which the perceived organizational context may influence employees' work engagement and highlight the importance for the perceived organizational consistency in the promotion of work engagement within their organization. Human Resource professionals and managers should promote frequent meetings with the workers and apply other practices that can boost a safe climate for the employees


El propósito de esta investigación fue probar empíricamente la hipótesis de que el clima de seguridad psicológica de la organización y la percepción de las políticas de la organización predicen hasta qué punto los empleados se sienten comprometidos con su trabajo. El uso de modelos jerárquicos lineales y los datos recopilados de 1,244 empleados en 64 organizaciones mostraron que el clima de seguridad psicológica a nivel organizativo y la percepción de la política organizacional a nivel de los empleados predijo el compromiso con el trabajo de los empleados. También hubo una inesperada interacción significativa entre los niveles, de modo que el efecto negativo de la percepción de las políticas organizacionales se amplificó en organizaciones con un clima de seguridad psicológica positivo. En otras palabras, la seguridad psicológica organizacional beneficia más el compromiso de los individuos cuando ellos perciben la existencia de políticas organizacionales bajas. Los resultados ofrecen información sobre los mecanismos por los cuales el contexto organizativo percibido puede influir en el compromiso laboral de los empleados y resaltar la importancia de la coherencia organizativa percibida en la promoción del compromiso laboral dentro de su organización


Assuntos
Humanos , Masculino , Feminino , Adolescente , Adulto Jovem , Adulto , Pessoa de Meia-Idade , Idoso , Percepção , Política Organizacional , Engajamento no Trabalho , Gestão da Segurança , Análise Multinível , Emprego/psicologia , Local de Trabalho/psicologia
8.
Work ; 66(4): 731-737, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-32925134

RESUMO

BACKGROUND: The COVID-19 pandemic has become a major cause of stress and anxiety worldwide. Due to the global lockdown, work, employment, businesses and the economic climate have been severely affected. It has generated stress among people from all sections of society, especially to workers who have been assigned to cater to healthcare service or those constrained to secure daily essential items. It is widely perceived that elderly or those affected by diabetes, hypertension and other cardiovascular diseases are prone to COVID-19. As per an ongoing survey, the initial data shows that the above-mentioned anxiety and stress cause insomnia, and has the considerable potential to weaken the immune system, the sole protection against the virus. OBJECTIVE: This study focuses on the need of Yoga practice at work places and at home during the global lockdown due to the COVID-19 pandemic. METHODS: Literature was searched using PubMed and Google Scholar for COVID-19-related stress and anxiety at work and society due to the worldwide lockdown. The predisposing comorbidities, viral mechanism of action and treatment regimen were also searched. Yoga-based intervention studies and online programs were also searched. RESULTS: As the lockdown cannot last forever and workplaces will have to be functional soon, there is an increased possibility of recurrent infection. Therefore, Yoga can provide the necessary tool for risk reduction, amelioration of stress and anxiety and strengthening of the immune function. The online platforms provide a good media for Yoga training at work places and homes. CONCLUSION: Due to social distancing norms, the availability of Yoga trainers has become restricted. Yoga practice is actively sought to achieve reduced anxiety and stress so that improved sleep may positively impact immunity. As a consequence, there is a spurt in social media, catering to daily online Yoga sessions which apparently prove useful in providing accessible means to achieve mental as well as physical well-being.


Assuntos
Infecções por Coronavirus/psicologia , Sistema Imunitário/fisiologia , Pneumonia Viral/psicologia , Distúrbios do Início e da Manutenção do Sono/prevenção & controle , Telecomunicações , Ioga , Ansiedade/complicações , Ansiedade/psicologia , Ansiedade/reabilitação , Betacoronavirus/imunologia , Betacoronavirus/patogenicidade , Infecções por Coronavirus/epidemiologia , Infecções por Coronavirus/imunologia , Infecções por Coronavirus/prevenção & controle , Humanos , Controle de Infecções/normas , Pandemias/prevenção & controle , Pneumonia Viral/epidemiologia , Pneumonia Viral/imunologia , Pneumonia Viral/prevenção & controle , Distúrbios do Início e da Manutenção do Sono/imunologia , Distúrbios do Início e da Manutenção do Sono/fisiopatologia , Distúrbios do Início e da Manutenção do Sono/psicologia , Distância Social , Estresse Psicológico/complicações , Estresse Psicológico/psicologia , Estresse Psicológico/reabilitação , Local de Trabalho/psicologia
9.
Medicine (Baltimore) ; 99(32): e21607, 2020 Aug 07.
Artigo em Inglês | MEDLINE | ID: mdl-32769917

RESUMO

Job-related stress had adverse effects on both patients and community nurses. To evaluate stress, an effective and reliable instrument was needed. The aim of this study was to develop a short-form Chinese Community Nurse Stress Scale and examine its psychometric properties.A cross-sectional study was conducted. A total of 969 community nurses were selected from 56 community centers/stations in Sichuan Province. The socio-demographic data and job stress assessed by the Chinese Community Nurse Stress Scale (CNSS) were collected. After randomly splitting the sample into group 1 and group 2, exploratory and confirmatory factor analysis were carried out to shorten the scale and test its reliability and construct validity.There were no significant differences in socio-demographic variables between group 1 (n = 488) and group 2 (n = 481). During exploratory factor analysis, 4 factors were selected, including management and interpersonal relationships (8 items), patient care (7 items), environment and resources of work (6 items), and career promotion (4 items), which explained 62.66% of all variance. Cronbachs α coefficient of the short-form CNSS was 0.94, and the cross-sample validity test supported the best fit model for this 25-item CNSS.The results in this study supported that the 25-item CNSS had a good reliability and validity when it was administrated to Chinese community nurses.


Assuntos
Enfermeiros de Saúde Comunitária/psicologia , Psicometria/normas , Estresse Psicológico/complicações , Adulto , China , Estudos Transversais , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Enfermeiros de Saúde Comunitária/estatística & dados numéricos , Psicometria/instrumentação , Psicometria/métodos , Reprodutibilidade dos Testes , Estresse Psicológico/psicologia , Inquéritos e Questionários , Local de Trabalho/psicologia , Local de Trabalho/normas
11.
J Nurs Adm ; 50(9): 449-455, 2020 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-32804704

RESUMO

OBJECTIVE: The aim of this study was to explore clinical nurses' perspectives of shift length. BACKGROUND: Discussions about scheduling practices, work rotations, and shift length are pervasive among nurses and nursing leadership. However, the science surrounding nurse perceptions of longer shifts is limited. METHODS: A survey instrument was developed and distributed to nurses engaged in the state's professional association. RESULTS: Data from 190 clinical nurses were included. When working a 40-hour work week, 76.3% reported a preference for 10-hour shifts, whereas 83.5% preferred a 12-hour shift during a 36-hour week. Those who chose longer shifts perceived improved work life balance and better patient care. Those identifying 8-hour shifts also pointed to work life balance as benefit. CONCLUSIONS: The results capture the voice of the nurse regarding shift length. The preference for the 10-hour shift within the 40-hour work week is novel. These results may assist with efforts to initiate change, improve the work environment and enhance home life.


Assuntos
Enfermeiras e Enfermeiros , Admissão e Escalonamento de Pessoal/estatística & dados numéricos , Tolerância ao Trabalho Programado/psicologia , Estudos Transversais , Humanos , Enfermeiras e Enfermeiros/psicologia , Enfermeiras e Enfermeiros/estatística & dados numéricos , Inquéritos e Questionários , Local de Trabalho/psicologia
12.
J Nurs Adm ; 50(9): 489-494, 2020 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-32826518

RESUMO

OBJECTIVE: The aim of this study was to determine the relationship between clinical nurses' perception of the authentic nurse leadership of their manager and their perception of the work environment on their unit. BACKGROUND: Authentic leadership (AL) and healthy work environments contribute to staff engagement and improved patient outcomes. There is limited research linking these 2 variables. METHODS: Two hundred fifty-four clinical nurses at a national conference participated in a cross-sectional, correlational, descriptive study using the Authentic Nurse Leadership Questionnaire and the Critical Elements of a Healthy Work Environment Survey. RESULTS: Overall, nurses rated the authentic nurse leadership of their manager as present most of the time and agreed their work environment was healthy. There was a moderate correlation between AL and healthy work environment. Background variables were not significantly related to nurses' perceptions of the authentic nurse leadership of their manager or their work environment. CONCLUSIONS: This is the 1st study using these authentic nurse leadership and healthy work environment frameworks. In this novel nursing model of AL, caring is an attribute that was valued by frontline nurses. This is a call to action for leadership development at every level using AL principles and for the improvement of lagging domains in nursing work environments, both critically needed during challenging healthcare times and for the ultimate purpose of improving patient and workforce outcomes.


Assuntos
Liderança , Enfermeiras Administradoras/psicologia , Enfermeiras Administradoras/estatística & dados numéricos , Local de Trabalho/psicologia , Adulto , Estudos Transversais , Feminino , Humanos , Masculino , Modelos de Enfermagem , Enfermeiras Administradoras/organização & administração , Inquéritos e Questionários , Local de Trabalho/organização & administração
13.
BMJ Open Qual ; 9(3)2020 08.
Artigo em Inglês | MEDLINE | ID: mdl-32826279

RESUMO

The coronavirus pandemic has presented a new set of challenges for the frontline National Health Service staff. It is not only the long working hours but also the uncertainty and increase in patient mortality that has affected mental health and staff well-being. Hospitals all around the country have rightly responded with various well-being initiatives to help their staff such as wobble rooms and developing online resources. Our vision was to set up a safe space for staff away from clinical noise to enable and encourage mindfulness and psychological resilience through a calm and serene environment. We used the continuous quality improvement methodology and administered an initial needs assessment survey to see if our trust staff will be interested in having such a space. Within our team, we managed to secure a place, and used donations to hospital charity and set up a space within a week. Since opening the hub, we have had excellent feedback from various staff groups. Immediate feedback was obtained using emoji stickers asking for feelings before and after visit. A mood board was put up allowing anonymous expression of feelings. Delayed feedback was requested using a repeat survey. We believe that while there is a lot of talk about well-being and an increasing number of resources being offered electronically, the need for a neat and quiet space cannot be overlooked. We collect feedback on a weekly basis and adapt the space to meet the needs of staff. Long-term impact of such spaces will be reassessed at a later stage.


Assuntos
Infecções por Coronavirus/psicologia , Pessoal de Saúde/psicologia , Transtornos Mentais/prevenção & controle , Transtornos Mentais/psicologia , Pneumonia Viral/psicologia , Melhoria de Qualidade , Local de Trabalho/psicologia , Betacoronavirus , Esgotamento Profissional/prevenção & controle , Esgotamento Profissional/psicologia , Hospitais , Humanos , Pandemias , Resiliência Psicológica , Reino Unido
14.
Medicine (Baltimore) ; 99(34): e21662, 2020 Aug 21.
Artigo em Inglês | MEDLINE | ID: mdl-32846780

RESUMO

The first case of atypical pneumonia caused by coronavirus disease 2019 (COVID-19) was reported in Wuhan, China in December 2019. Since then, cases of novel coronavirus-infected pneumonia (NCIP) have been reported throughout China as well as in 25 other countries. With the rapid growth of this global outbreak, psychological disorders or impact among the healthcare nurses caused by the COVID-19 pandemic is of great importance and worth to be evaluated. Here, we aimed to determine the levels of stress and psychological disorders of nurses who provided nursing care during the COVID-19 outbreak. A total of 159 nurses who provided healthcare work for COVID-19 patients were enrolled in our study. The psychological disorders and stress level were assessed via a questionnaire implemented by the mobile app. The results showed that the nurses who worked in the non-critical care ward (general ward in which the invasive medical procedure such as mechanical ventilation is absent) scored significantly higher on the traumatization condition (P < .05) and stress level (P < .01) as well as the impact of event scale -revised level (P < .01) compared with those worked in the critical care ward. In contrast to the previous report, our findings revealed that the future intervention for preventing the mental crisis among the healthcare nurses needs to be focusing on the individuals in the non-critical care ward instead of those in the critical care ward under the spreading of COVID-19.


Assuntos
Infecções por Coronavirus/epidemiologia , Saúde Mental/estatística & dados numéricos , Recursos Humanos de Enfermagem no Hospital/psicologia , Pneumonia Viral/epidemiologia , Estresse Psicológico/epidemiologia , Adulto , Ansiedade/epidemiologia , Betacoronavirus , China/epidemiologia , Depressão/epidemiologia , Feminino , Humanos , Masculino , Pandemias , Distúrbios do Início e da Manutenção do Sono/epidemiologia , Fatores Socioeconômicos , Local de Trabalho/psicologia
15.
Sleep Med ; 73: 47-52, 2020 09.
Artigo em Inglês | MEDLINE | ID: mdl-32771927

RESUMO

OBJECTIVES: The 2019 novel coronavirus (COVID-19) pandemic is a severe global crisis which has resulted in many public health problems. This study aimed to investigate the prevalence of poor sleep quality and its related factors among employees who returned to work during the COVID-19 pandemic. METHODS: Our online cross-sectional study included 2,410 participants aged ≥17 years in Deqing and Taizhou, Zhejiang Province, China from 5th to 14th March 2020. The questionnaire covered information on demographic characteristics, health status, workplace, lifestyle, attitude towards COVID-19, assessment of anxiety, depression and sleep quality. The Chinese version of the Pittsburgh Sleep Quality Index (CPSQI) was administered to measure the poor sleep quality. Poor sleep quality was defined as a global PSQI score>5. Factors associated with sleep quality were analyzed by logistic regression models. RESULTS: In sum near half (49.2%) of 2,410 returning workers were females and the average year of subjects was 36.3 ± 9.1 years. The overall prevalence of poor sleep quality was 14.9% (95%CI: 13.5%-16.3%). The average score of PSQI was 3.0 ± 2.5 and average sleep duration was 7.6 ± 1.2 h. Independent related factors of poor sleep quality included age older than 24 years, higher education level, negative attitude towards COVID-19 control measures, anxiety and depression. CONCLUSIONS: Poor sleep quality was common and there was a shorter sleep duration among returning workers during the COVID-19 pandemic. Possible risk factors identified from this study may be of great importance in developing proper intervention for the targeted population to improve the sleep health during the COVID-19 public health emergency.


Assuntos
Betacoronavirus , Infecções por Coronavirus/psicologia , Pandemias , Pneumonia Viral/psicologia , Distúrbios do Início e da Manutenção do Sono/psicologia , Local de Trabalho/psicologia , Adolescente , Adulto , China/epidemiologia , Infecções por Coronavirus/epidemiologia , Estudos Transversais , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Pneumonia Viral/epidemiologia , Prevalência , Distúrbios do Início e da Manutenção do Sono/epidemiologia , Inquéritos e Questionários , Adulto Jovem
16.
PLoS One ; 15(7): e0234897, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-32735586

RESUMO

BACKGROUND: Stress-induced exhaustion disorder (SED) is a primary cause for sickness absence among persons with mental health disorders in Sweden. Interventions involving the workplace, and supporting communication between the employee and the supervisor, are proposed to facilitate return to work (RTW). The aim of this study was to explore experiences of persons with SED who participated in a dialogue-based workplace intervention with a convergence dialogue meeting performed by a rehabilitation coordinator. METHODS: A qualitative design based on group interviews with 15 persons with SED who participated in a 24-week multimodal rehabilitation program was used. The interviews were analyzed with the methodology of grounded theory. RESULTS: The analysis resulted in a theoretical model where the core category, restoring confidence on common ground, represented a health promoting process that included three phases: emotional entrance, supportive guidance, and empowering change. The health promoting process was represented in participant experiences of personal progress and safety in RTW. CONCLUSIONS: The intervention built on a health-promoting pedagogy, supported by continuous guidance from a rehabilitation coordinator and structured convergence dialogue meetings that enhanced common communication and collaboration with the supervisor and others involved in the RTW process. The intervention balanced relationships, transferred knowledge, and changed attitudes about SED among supervisors and colleagues in the workplace. The inclusion of a rehabilitation coordinator in the intervention was beneficial by enhancing RTW and bridging the gaps between healthcare, the workplace, and other organizational structures. In addition, the intervention contributed to a positive re-orientation towards successful RTW instead of an endpoint of employment. In a prolonged process, a dialogue-based workplace intervention with convergence dialogue meetings and a rehabilitation coordinator may support sustainable RTW for persons with SED.


Assuntos
Estresse Ocupacional/psicologia , Estresse Ocupacional/reabilitação , Retorno ao Trabalho/psicologia , Adulto , Esgotamento Profissional/psicologia , Emoções , Emprego , Feminino , Teoria Fundamentada , Humanos , Entrevistas como Assunto/métodos , Estudos Longitudinais , Masculino , Transtornos Mentais , Pessoa de Meia-Idade , Estresse Ocupacional/fisiopatologia , Licença Médica , Suécia , Local de Trabalho/psicologia
20.
Int J Occup Environ Med ; 11(3): 119-127, 2020 07.
Artigo em Inglês | MEDLINE | ID: mdl-32683424

RESUMO

BACKGROUND: Stigma can be a barrier for workers experiencing a mental illness to access accommodations at work. However, work accommodations may be necessary to maintain a worker's ability to work. Therefore, it may be important to develop effective interventions to address workplace stigma. OBJECTIVE: To determine (1) what proportion of workers would probably disclose their mental health issue to their manager, (2) what are the motivating factors for the decision of whether or not to disclose, and (3) what would potentially change the disclosure decision? METHODS: A link to a Web-based questionnaire was sent to a nationally representative sample of 1671 Dutch adults over 18 years of age. The response rate was 74%. We focused on the 892 respondents who indicated they were either employed for pay or looking for employment, not in management positions, and never experienced a mental health issue. This group comprised 73% of the total sample. They were asked if they would disclose their mental health issue to their manager. For what reasons would they disclose/not disclose the issue? And, what could change their decision? RESULTS: We found that almost 75% of workers would disclose to their managers. The perceived relationship with their managers and feelings of responsibility to their workplaces were important contributors to the decision. A large minority of workers would not tell, preferring to deal with their issues alone. In addition, a significant proportion of workers would choose not to disclose fearing negative consequences. CONCLUSION: Our results indicate that the majority of these Dutch workers would disclose a mental health issue to their managers. The relationship with the manager plays a central role. The advice from a trusted individual and the experiences of colleagues are also significant factors in the disclosure decision.


Assuntos
Tomada de Decisões , Transtornos Mentais , Autorrevelação , Local de Trabalho , Adolescente , Adulto , Emprego/psicologia , Feminino , Humanos , Estudos Longitudinais , Masculino , Transtornos Mentais/epidemiologia , Transtornos Mentais/psicologia , Pessoa de Meia-Idade , Países Baixos/epidemiologia , Sistemas de Apoio Psicossocial , Estigma Social , Fatores Socioeconômicos , Inquéritos e Questionários , Trabalho/psicologia , Trabalho/estatística & dados numéricos , Local de Trabalho/psicologia , Adulto Jovem
SELEÇÃO DE REFERÊNCIAS
DETALHE DA PESQUISA