Typology of employers offering line manager training for mental health
Occupational Medicine,
Год журнала:
2024,
Номер
74(3), С. 242 - 250
Опубликована: Март 11, 2024
Mental
ill
health
has
a
high
economic
impact
on
society
and
employers.
National
international
policy
advocates
line
manager
(LM)
training
in
mental
as
key
intervention,
but
little
is
known
about
employer
provisions.
Язык: Английский
The relationship between line manager training in mental health and organisational outcomes
PLoS ONE,
Год журнала:
2024,
Номер
19(7), С. e0306065 - e0306065
Опубликована: Июль 17, 2024
Background
Line
manager
(LM)
training
in
mental
health
is
gaining
recognition
as
an
effective
method
for
improving
the
and
wellbeing
of
workers.
However,
research
predominantly
focuses
on
impacts
at
employee-level,
often
neglecting
broader
organisational-level
outcomes.
Most
studies
derive
insights
from
LMs
using
self-reported
data,
with
very
few
examining
Aim
To
explore
relationship
between
LM
outcomes
company-level
data
a
diverse
range
organisations.
Methods
This
study
secondary
analysis
anonymised
panel
survey
firms
England,
derived
computer-assisted
telephone
surveys
over
four
waves
(2020,
1899
firms;
2021,
1551;
2022,
1904;
2023,
1902).
The
merged
datasets
to
control
temporal
variations.
Probit
regression
was
conducted
including
controls
age
organisation,
sector,
size,
wave
isolate
specific
relationships
interest.
Results
We
found
that
significantly
associated
several
outcomes,
including:
improved
staff
recruitment
(β
=
.317,
p
<
.001)
retention
.453,
.001),
customer
service
business
performance
.349,
lower
long-term
sickness
absence
due
ill-health
-.132,
.05).
Conclusion
first
large
sample
organisations
different
types,
sizes,
sectors.
Training
directly
related
aspects
organisations’
functioning
and,
therefore,
has
strategic
value
knowledge
international
relevance
policy
practice
workforce
performance.
Язык: Английский
Digital Training Program for Line Managers (Managing Minds at Work): Protocol for a Feasibility Pilot Cluster Randomized Controlled Trial
JMIR Research Protocols,
Год журнала:
2023,
Номер
12, С. e48758 - e48758
Опубликована: Июль 17, 2023
Mental
health
problems
affect
1
in
6
workers
annually
and
are
one
of
the
leading
causes
sickness
absence,
with
stress,
anxiety,
depression
being
responsible
for
half
all
working
days
lost
United
Kingdom.
Primary
interventions
a
preventative
focus
widely
acknowledged
as
priority
workplace
mental
interventions.
Line
managers
hold
primary
role
preventing
poor
within
and,
therefore,
need
to
be
equipped
skills
knowledge
effectively
carry
out
this
role.
However,
most
previous
intervention
studies
have
directly
focused
on
increasing
line
managers'
understanding
awareness
rather
than
giving
them
competencies
take
proactive
approach
how
they
manage
design
work.
The
Managing
Minds
at
Work
(MMW)
digital
training
was
collaboratively
designed
address
gap.
aims
increase
confidence
work-related
stress
promoting
It
consists
5
modules
providing
evidence-based
interactive
content
looking
after
your
health,
designing
managing
work
promote
well-being,
management
that
prevent
developing
psychologically
safe
workplace,
having
conversations
about
work.The
aim
study
is
pilot
feasibility
test
MMW,
managers.We
use
cluster
randomized
controlled
trial
consisting
2
arms,
arm
3-month
waitlist
control,
multicenter
study.
will
complete
baseline
questionnaire
screening,
immediately
post
(approximately
weeks
baseline),
3-
6-month
follow-ups.
control
an
initial
questionnaire,
repeated
3
months
waitlist.
They
then
granted
access
MMW
intervention,
following
which
intervention.
direct
reports
both
arms
also
invited
part
by
completing
questionnaires
follow-up.
As
study,
formal
sample
size
not
required.
A
minimum
8
clusters
(randomized
into
groups
4)
sought
inform
future
from
organizations
different
types
sectors.Recruitment
closed
January
2022.
Overall,
24
224
been
recruited.
Data
analysis
finished
August
2023.The
results
provide
insight
usability
acceptability
its
potential
improving
manager
outcomes
those
their
reports.
These
development
subsequent
trials.ClinicalTrials.gov
NCT05154019;
https://clinicaltrials.gov/study/NCT05154019.DERR1-10.2196/48758.
Язык: Английский
Supporting employers and their employees with mental hEalth conditions to remain eNgaged and producTive at wORk (MENTOR): A feasibility randomised controlled trial
Journal of Contextual Behavioral Science,
Год журнала:
2024,
Номер
unknown, С. 100720 - 100720
Опубликована: Янв. 1, 2024
Employees
with
mental
health
conditions
often
struggle
to
remain
in
employment.
During
the
COVID-19
pandemic,
these
employees
faced
additional
stressors,
including
worsening
and
work
productivity.
In
2020,
as
part
of
a
larger
programme
called
Mental
Health
Productivity
Pilot
(MHPP),
we
developed
new
early
intervention
(MENTOR)
that
jointly
involved
employees,
managers,
professional
(Mental
Employment
Liaison
Worker
(MHELW).
The
trained
MHELWs
delivering
ten
sessions
existing
managers
(three
individual
four
joint
sessions)
over
twelve
weeks.
These
aimed
improve
psychological
flexibility,
interpersonal
relationships,
engagement
employees.
This
feasibility
randomised
controlled
trial
examine
acceptability
from
perspective
using
mixed
methods
approach.
was
largely
considered
feasible
acceptable.
Initial
findings
suggest
there
may
be
benefits
for
employee's
productivity,
health,
knowledge.
Logistical
challenges
acted
barrier
participation
retention
participants
trial.
major
strengths
this
study
were
co-design
inter-disciplinary
approach
taken.
Overall,
novel
has
potential
but
needs
some
adjustments
testing
sample.
Язык: Английский
Line manager training and organizational approaches to supporting well-being
Occupational Medicine,
Год журнала:
2024,
Номер
74(6), С. 416 - 422
Опубликована: Июнь 14, 2024
Abstract
Background
Employee
mental
health
and
well-being
(MH&WB)
is
critical
to
the
productivity
success
of
organizations.
Training
line
managers
(LMs)
in
plays
an
important
role
protecting
enhancing
employee
well-being,
but
its
relationship
with
other
MH&WB
practices
under-researched.
Aims
To
determine
whether
organizations
offering
LM
training
differ
adoption
workplace-
(i.e.
primary/prevention-focused)
worker-directed
(including
both
secondary/resiliency-focused
tertiary/remedial-focused)
interventions
those
not
explore
changes
proportions
activities
offered
over
time.
Methods
Secondary
analysis
enterprise
data
from
computer-assisted
telephone
interview
surveys.
The
included
England
across
4
years
(2020:
n
=
1900;
2021:
1551;
2022:
1904;
2023:
1902).
Results
Offering
was
associated
organizations’
uptake
primary-,
secondary-,
tertiary-level
all
years.
proportion
secondary-
increased
On
average,
were
most
adopted
80%;
81%;
84%;
84%),
followed
by
primary-level
66%;
72%;
73%)
secondary-level
62%;
60%;
61%;
67%).
Conclusions
Suggesting
that
are
committed
agenda
more
likely
take
a
holistic
approach
worker
workplace
strategies)
promoting
workforce
health,
rather
than
providing
isolation.
Язык: Английский
Organizations offering line manager training in mental health and presenteeism: A secondary data analysis of organizational‐level data
Journal of Occupational and Organizational Psychology,
Год журнала:
2024,
Номер
unknown
Опубликована: Окт. 5, 2024
Abstract
Presenteeism
(
working
while
ill
)
due
to
mental
ill‐health
is
estimated
be
one
of
the
largest
economic
costs
employers.
We
seek
investigate
relationship
between
line
manager
training
in
health
(MH)
and
presenteeism
trends
at
work.
The
aim
this
study
was
twofold:
(i)
examine
provision
a
new
emerging
workplace
MH
wellbeing
(MH&WB)
initiative
–
(LM)
as
reported
by
organizations
(ii)
reasons
for
presenteeism,
organizational‐level
strategies
used
action
it.
To
address
these
questions,
we
conducted
secondary
data
analysis
using
panel
from
7139
firms
England
over
four
time
points
(2020–2023).
Probit
regression
revealed
that
offering
LM
are
less
likely
report
presenteeism.
Our
providing
may
increase
awareness
readiness
tackle
within
organization,
but
does
not
always
translate
into
actionable
strategies.
Limitations
recommendations
future
research
discussed.
Язык: Английский