Employer Perspectives on Supervising Individuals with Mental Health Problems

MizzoniCarrie,; KirshBonnie,

doi:10.7870/cjcmh-2006-0021

Cited by 16 publications

(10 citation statements)

References 20 publications

(21 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…In recent years, in Canada, there have been a growing number of educational programs, training workshops, and online resources that aim to change employer attitudes about WWMI and to increase their awareness about mental disorders in the workplace. In keeping with the employers' needs Hand & Tryssenaar, 2006;Kirby & Keon, 2006;Mizzoni & Kirsh, 2006;Strong, 1998;Tse, 2004), these programs also educate employers about their responsibilities as supervisors and provide skills to frontline supervisors/managers on dealing with performance issues of workers and crisis situations in case they occur. Noteworthy among these programs are Mental Health Works (www.mentalhealthworks.ca), and Workplace strategies for Mental Health initiated by Great-West Life Centre for Mental Health in the Workplace (http:// www.workplacestrategiesformentalhealth.com).…”

Section: Literature Reviewmentioning

confidence: 99%

Employers’ Perspectives on Hiring and Accommodating Workers With Mental Illness

et al. 2014

View full text Add to dashboard Cite

Research on the social determinants of health informs us that employment is a major determinant of mental health not only because it provides income but also because it affords people a sense of identity and purpose, social contacts and opportunities for personal growth (Harnois & Gabriel, 2000;Keon & Pepin, 2009;Raphael, Bryant, & Rioux, 2010). In the case of people with serious mental disorder, employment can provide a stepping-stone to recovery and there is increasing evidence that the ability to participate in employment enriches their quality of life and decreases disability (Ackerman &

show abstract

Section: Literature Reviewmentioning

confidence: 99%

Employers’ Perspectives on Hiring and Accommodating Workers With Mental Illness

et al. 2014

View full text Add to dashboard Cite

show abstract

“…Extant studies that have investigated managers' and business owners' perceptions of managing employees with mental illness, have been mainly concerned with the employment of an individual with a pre-existing mental health problem at the time of employment (e.g. Shankar et al, 2014;Tse, 2004) or were very small in scale (n ¼ 5; Mizzoni and Kirsh, 2006).…”

Section: Introductionmentioning

confidence: 99%

How managers experience situations involving employee mental ill-health

Martin

Woods

Dawkins

2018

IJWHM

View full text Add to dashboard Cite

Mental health conditions such as depression are prevalent in working adults, costly to employers, and areas of social and legal liability for employers. Line managers are crucial in implementing organizational responses to employee mental ill-health but their perspectives are largely unrepresented in literature on workplace mental health promotion. This study aimed to explore situations in which line managers became aware of, and responded to, employees' emergent mental ill-health issues in order to guide theory and practice development. Design: Semi-structured interviews were conducted with 24 Australian managers who had supervised an employee with emerging mental health issues relating to depression or burnout. Interview transcripts were content analyzed to explore themes in managers' experiences. Findings: Managing an employee with an emerging mental health issue involves becoming aware of the issue, taking action to understand the situation and develop an action response, implementing the response and managing the ongoing situation. Each of these tasks had a range of positive and negative aspects to them e.g. managing the situation can be experienced as both a source of stress for the manager but also as an opportunity to develop greater management skills. Practical implications: Understanding line managers' experiences is critical to successful implementation of HR policies regarding employee health and wellbeing. HR strategies for dealing with employee mental health issues need to consider implementation support for managers, including promotion of guiding policies, training, emotional support and creating a psychosocial safety climate in their work units or teams.

show abstract

“…Prevention of mental health disorders via elimination or modification of work‐related psychosocial risk factors is a key to this agenda. However, mental health literacy (MHL) interventions that focus on ‘knowledge and beliefs about mental disorders which aid their recognition, management or prevention’ (Jorm et al, , p. 396) are increasingly delivered in the workplace (LaMontagne et al, ; Mizzoni & Kirsh, ). Despite this, there are few examples of controlled studies that evaluate the impact of MHL interventions on stigmatizing attitudes that are contextualized to the workplace (Szeto & Dobson, ).…”

Section: Introductionmentioning

confidence: 99%

Confirmatory Factor Analysis of a Questionnaire Measure of Managerial Stigma Towards Employee Depression

Martin

Giallo

2015

Stress Health

View full text Add to dashboard Cite

Managers' attitudes play a key role in how organizations respond to employees with depression. We examine the measurement properties of a questionnaire designed to assess managerial stigma towards employees with depression. Using data from a sample of 469 Australian managers representing a wide range of industries and work settings, we conducted a confirmatory factor analysis to assess three proposed subscales representing affective, cognitive and behavioural forms of stigma. Results were equivocal indicating acceptable fit for two-factor (affective and cognitive + behavioural), three-factor (affective, cognitive and behavioural) and higher order models. Failure to demonstrate the discriminant validity of the cognitive and behavioural dimensions, even though they are theoretically distinct, suggests that further work on the scale is warranted. These results provide an extension to the psychometric profile of this measure (exploratory factor analysis; Martin, ). Development of strategies to operationalize this construct will benefit occupational health research and practice, particularly in interventions that aim to reduce the stigma of mental health issues in the workplace or where managers' attitudes are a key mechanism in intervention efficacy. We encourage future research on this measure pertaining in particular to further enhancing all aspects of its construct validity. Copyright © 2015 John Wiley & Sons, Ltd.

show abstract

Employer Perspectives on Supervising Individuals with Mental Health Problems

Cited by 16 publications

References 20 publications

Employers’ Perspectives on Hiring and Accommodating Workers With Mental Illness

Employers’ Perspectives on Hiring and Accommodating Workers With Mental Illness

How managers experience situations involving employee mental ill-health

Confirmatory Factor Analysis of a Questionnaire Measure of Managerial Stigma Towards Employee Depression

Contact Info

Product

Resources

About