Workplaces
http://hdl.handle.net/20.500.12904/10280
2024-03-29T00:25:14Z
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Training for line managers should focus on primary prevention of mental ill-health at work
http://hdl.handle.net/20.500.12904/17486
Training for line managers should focus on primary prevention of mental ill-health at work
Bartle, Craig
This article focuses on the mental health of working-age adults who are not being treated by statutory mental health services. It proposes preventive approaches to mental ill-health through line manager training and support.
© Royal Society for Public Health 2023.
Creative Commons License (CC BY-NC 4.0)
This article is distributed under the terms of the Creative Commons Attribution-NonCommercial 4.0 License (https://creativecommons.org/licenses/by-nc/4.0/) which permits non-commercial use, reproduction and distribution of the work without further permission provided the original work is attributed as specified on the SAGE and Open Access page (https://us.sagepub.com/en-us/nam/open-access-at-sage).
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2023-01-01T00:00:00Z
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Self-compassion, mental health shame and work motivation in German and Japanese employees
http://hdl.handle.net/20.500.12904/17483
Self-compassion, mental health shame and work motivation in German and Japanese employees
Kotera, Yasuhiro
In Germany, more than two-thirds of employees report mental health issues, while in Japan, more than half of the country's workforce are mentally distressed. Although both countries are socio-economically developed in similar ways, their cultures differ strongly. This article investigates mental health constructs among German and Japanese employees. A cross-sectional design was employed in which 257 German and 165 Japanese employees completed self-report scales regarding mental health problems, mental health shame, self-compassion and work motivation. T-tests, correlation and regression analyses were conducted. Results show that German employees have significantly higher levels of mental health problems, mental health shame, self-compassion and work motivation than Japanese employees. While many correlations were similar, mental health problems were associated with intrinsic motivation in Germans, but not in Japanese. Shame was associated with both intrinsic and extrinsic motivation in Japanese, but not in Germans. Self-compassion - defined as a complex of compassion, humanity, care and unconditional, compassionate love - was associated with gender and age in Japanese, but not in German employees. Lastly, regression analysis uncovered that self-compassion was the strongest predictor of mental health problems in Germans. In Japanese employees, mental health shame is the strongest predictor of mental health problems. Results can guide managers and psychologists in internationalised organisations to effectively approach employee mental health.
2023-01-01T00:00:00Z
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“sharing in people's pain is not an easy thing to do”: Cognitive behavioural therapists' understandings of compassion in the workplace
http://hdl.handle.net/20.500.12904/17064
“sharing in people's pain is not an easy thing to do”: Cognitive behavioural therapists' understandings of compassion in the workplace
Mistry, Dipti
Objectives Compassion is central to the aim of improving patient care and staff well‐being within healthcare systems. To inform service development, explorations of experiences and meanings of compassion are needed. This study explored cognitive behavioural therapists' understandings of compassion within their work environment. Design A qualitative study was conducted using semistructured interviews and interpretative phenomenological analysis (IPA). Methods Data were obtained from five practicing cognitive behavioural therapists. Results Two superordinate themes were developed, each with two subordinate themes. CBT therapists reported entering the profession with intrinsic motivation to care for others. They further developed an interest in compassion with exposure to clients and ongoing professional development in compassion‐focused therapy (CFT). Compassionate work environments helped to facilitate compassionate practice; however, for many, workplaces were perceived to lack compassion. Challenges were encountered when negative workplace interactions left therapists feeling fatigued, distressed and demoralised. There was a desire for recognition and to be seen as more than a “work machine,” the experience of which was a threat to retaining therapists within the profession. Conclusions Current recruitment and training processes are producing staff with skills and motivation to deliver compassionate care. However, lack of compassion within workplaces can be a barrier to actioning these skills and motivations. Research needs to focus on how to effectively implement and run systems that are compassionate for both staff and clients. To provide compassionate care, staff need work environments that show compassion to them. These findings provide some insights into and practical suggestions regarding how this can be achieved. (PsycInfo Database Record (c) 2023 APA, all rights reserved) (Source: journal abstract)
This is an open access article under the terms of the Creative Commons Attribution License, which permits use, distribution and reproduction in any medium,
provided the original work is properly cited.
© 2023 The Authors. Counselling and Psychotherapy Research published by John Wiley & Sons Ltd on behalf of British Association for Counselling and
Psychotherapy.
2023-01-01T00:00:00Z
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Protocol for a feasibility randomised controlled study of a multicomponent intervention to promote a sustainable return to work of workers on long-term sick leave — PROWORK: PROmoting a Sustainable and Healthy Return to WORK
http://hdl.handle.net/20.500.12904/15784
Protocol for a feasibility randomised controlled study of a multicomponent intervention to promote a sustainable return to work of workers on long-term sick leave — PROWORK: PROmoting a Sustainable and Healthy Return to WORK
Bartle, Craig; Marwaha, Steven; Newman, Kristina L.; Thomson, Louise
The cost of sickness absence has major social, psychological and financial implications for individuals and organisations. Return-to-work (RTW) interventions that support good quality communication and contact with the workplace can reduce the length of sickness absence by between 15 and 30 days. However, initiatives promoting a sustainable return to work for workers with poor mental health on long-term sickness absence across small, medium and large enterprises (SMEs and LEs) are limited. This paper describes the protocol of a pilot randomised controlled trial (RCT) to test the feasibility of implementing a RTW intervention across SMEs and LEs across all sectors.
2022-01-01T00:00:00Z