Healthcare workers use of psychological support resources during COVID-19; a mixed methods approach utilising Pillar Integration Analysis

Abstract

Objectives We sought to examine healthcare workers (HCWs) utilisation of formal and informal psychological support resources in the workplace during the first and third waves of the COVID-19 pandemic in Ireland. Methods A convergent mixed methods approach was undertaken. Four hundred and thirty HCWs in the Mid West and South of Ireland responded to an online survey in terms of their use of psychological support resources during Wave 1 (April/May 2020) of COVID-19. Thirty-nine HCWs undertook in depth interviews at Wave 3 (January/February 2021), and a further quantitative survey was distributed and completed by 278 HCWs at this time. Quantitative data arising at Wave 1 and Wave 3, were synthesised with Qualitative data collected at Wave 3. A Pillar Integration Process (PIP) was utilised in the analysis of the quantitative and qualitative data. Results Five pillars were identified from the integration of results. These were: a) the primacy of peer support, b) the importance of psychologically informed management, c) a need to develop the organisational well-being ethos, d) support for all HCWs, and e) HCWs ideas for developing the well-being path. These pillars encapsulated a strong emphasis on collegial support, an emphasis on the need to support managers, a questioning of the current supports provided within the healthcare organisations and critical reflections on what HCWs viewed as most helpful for their future support needs. Conclusions HCWs who utilised supportive resources indicated ‘in house’ supports, primarily collegial resources, were the most frequently used and perceived as most helpful. While formal psychological supports were important, the mechanism by which such psychological support is made available, through utilising peer support structures and moving towards psychologically informed supervisors and workplaces is likely to be more sustainable and perceived more positively by HCWs.

A cross-sectional study factors associated with resilience among medical staff in radiology departments during COVID-19, Riyadh, Kingdom of Saudi Arabia

“…On the other hand, the majority of participants (51.2%) do not know whether it is available or not, this could be attributed to what has been noticed by Gilleen et al 72 that healthcare workers may not appropriately prioritise their mental health, and existing formal support mechanisms require healthcare workers to initiate contact with the resource. This requires an individual to recognise and act on their potential need 73. Similarly, Xiang et al 74 reported that although some healthcare workers might need psychosocial support, they rarely seek help.…”

ENACT study: What has helped health and social care workers maintain their mental well‐being during the COVID ‐19 pandemic?

“…Further research is needed to better understand these patterns of help‐seeking behaviour among HSCWs and to gain further insight into their preferences for drawing upon informal supports and peer networks and to better understand any perceived barriers in accessing formal support systems. Whether this preference is a product of perceived inadequacy of formal supports across sectors requires further investigation, as do other general help‐seeking patterns and formal support barriers (Richards et al, 2022).…”

An Assessment of Faculty Perceptions of Wellness Needs and Strategies to Optimize Engagement With Wellness Resources in Academic Medicine

“… 20 When asked about what they need from psychological support programs, HCWs placed high value on resources that help them build coping skills, 24 have diverse providers, 22 assist a range of employee types, 26 provide individualized services, 20–22 provide timely access to support, 22,23 are free and easy to access, 20,22 can link them to higher levels of mental health care, 27 and provide confidential services 20,23,25 . In addition, HCWs note that clarity in messaging around psychological resources available is critical, 20,22,25,26 especially with regard to whom programs are intended to benefit. 26 …”

“…Healthcare workers report several barriers to using emotional support resources, such as limited availability of evening/weekend appointments 20 ; time to participate 21–23 ; stigma or reluctance to engage with psychological supports 18,20–25 ; belief that psychological supports are only for specific types of HCWs 26 ; uncertainty about the efficacy of psychological supports 25 ; or wanting to speak with an expert, such as a clinical psychologist, instead of utilizing lay supports. 20 When asked about what they need from psychological support programs, HCWs placed high value on resources that help them build coping skills, 24 have diverse providers, 22 assist a range of employee types, 26 provide individualized services, 20–22 provide timely access to support, 22,23 are free and easy to access, 20,22 can link them to higher levels of mental health care, 27 and provide confidential services 20,23,25 . In addition, HCWs note that clarity in messaging around psychological resources available is critical, 20,22,25,26 especially with regard to whom programs are intended to benefit.…”

“…Previous qualitative research examining the attitudes of HCWs more broadly toward psychosocial supports and interventions, while limited, has identified several important challenges in the implementation of wellness supports for this population and opportunities for improvement. Healthcare workers report several barriers to using emotional support resources, such as limited availability of evening/weekend appointments 20 ; time to participate 21–23 ; stigma or reluctance to engage with psychological supports 18,20–25 ; belief that psychological supports are only for specific types of HCWs 26 ; uncertainty about the efficacy of psychological supports 25 ; or wanting to speak with an expert, such as a clinical psychologist, instead of utilizing lay supports. 20 When asked about what they need from psychological support programs, HCWs placed high value on resources that help them build coping skills, 24 have diverse providers, 22 assist a range of employee types, 26 provide individualized services, 20–22 provide timely access to support, 22,23 are free and easy to access, 20,22 can link them to higher levels of mental health care, 27 and provide confidential services 20,23,25 .…”