Promoting Factors to Stay at Work Among Employees With Common Mental Health Problems: A Multiple-Stakeholder Concept Mapping Study.

Autor:	van Hees SGM; Occupation and Health Research Group, HAN University of Applied Sciences, Nijmegen, Netherlands.; Tilburg School of Social and Behavioral Sciences, Tilburg University, Tilburg, Netherlands., Carlier BE; Occupation and Health Research Group, HAN University of Applied Sciences, Nijmegen, Netherlands., Blonk RWB; Tilburg School of Social and Behavioral Sciences, Tilburg University, Tilburg, Netherlands.; TNO, Leiden, Netherlands.; Optentia, North West University, Vanderbijlpark, South Africa., Oomens S; Occupation and Health Research Group, HAN University of Applied Sciences, Nijmegen, Netherlands.; Department of Primary and Community Care, Nijmegen School of Occupational Health, Radboudumc, Nijmegen, Netherlands.
Jazyk:	angličtina
Zdroj:	Frontiers in psychology [Front Psychol] 2022 May 10; Vol. 13, pp. 815604. Date of Electronic Publication: 2022 May 10 (Print Publication: 2022).
DOI:	10.3389/fpsyg.2022.815604
Abstrakt:	Most individuals affected by common mental health problems are employed and actually working. To promote stay at work by workplace interventions, it is crucial to understand the factors perceived by various workplace stakeholders, and its relative importance. This concept mapping study therefore explores perspectives of employees with common mental health problems ( n = 18), supervisors ( n = 17), and occupational health professionals ( n = 14). Per stakeholder group, participants were interviewed to generate statements. Next, each participant sorted these statements on relatedness and importance. For each group, a concept map was created, using cluster analysis. Finally, focus group discussions were held to refine the maps. The three concept maps resulted in several clustered ideas that stakeholders had in common, grouped by thematic analysis into the following meta-clusters: (A) Employee's experience of autonomy in work (employee's responsibility, freedom to exert control, meaningful work), (B) Supervisor support (being proactive, connected, and involved), (C) Ways to match employee's capacities to work (job accommodations), (D) Safe social climate in workplace (transparent organizational culture, collective responsibility in teams, collegial support), and (E) professional and organizational support, including collaboration with occupational health professionals. Promoting stay at work is a dynamic process that requires joined efforts by workplace stakeholders, in which more attention is needed to the interpersonal dynamics between employer and employee. Above all, a safe and trustful work environment, in which employee's autonomy, capacities, and needs are addressed by the supervisor, forms a fundamental base to stay at work. Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest. (Copyright © 2022 van Hees, Carlier, Blonk and Oomens.)
Databáze:	MEDLINE
Externí odkaz:	Zobrazit plný text záznamu