Heterogeneity of Urban and Rural Areas in Association of Fringe Benefits and Depression: A Cross-Sectional Study

Abstract

BackgroundFringe benefits are an important social support in the work scenario, but empirical research on their effect on the mental health of employees is lacking. This study aims to analyse the relationship between different fringe benefits and depression in urban and rural areas.MethodsChi-square analysis was used to describe the distribution differences of individual characteristics between urban and rural areas in depression groups. Logistic regression was used to further estimate the relationship between fringe benefits and depression between urban and rural areas.ResultsPeople with free lunch in urban areas are less likely to suffer from depression. People with food subsidies in rural areas are also less likely to suffer from depression. The abnormal result is people with housing subsidies in rural areas are more likely to be depressed. The effects of job type and contract on depression were different between urban and rural areas.ConclusionsEmployers in urban areas should focus on providing free lunch and the quality of lunch, whereas in rural areas, catering subsidies may be a more appropriate way to improve the mental health of employees. The psychological status of rural workers who receive housing subsidies and have contracts also needs attention.

The impact of differentiated empowering leadership on employees’ depression: moderation of employees’ envy and gender

“…In this regard, the literature has examined the effects of various organizational factors on employees’ depression, such as psychosocial working conditions (Hanson et al , 2009), job stress (Park et al , 2009), effort–rewards imbalance (Vearing and Mak, 2007), workplace discrimination (Hammond et al , 2010), work–family conflict (Kan and Yu, 2016), long working hours, job insecurity (Bernhard‐Oettel et al , 2020; Högnäs et al , 2022) and precarious employment (Kim et al , 2016; Luo et al , 2022; Oh et al , 2022). Prior studies found that the positive factors that reduce employees’ depression include organizational support, justice (Gu et al , 2020), fringe benefits (Luo et al , 2022) and employment stability (Oh et al , 2022). Similarly, positive leadership types, such as transformational leadership (Perko et al , 2014) and servant leadership (Ruiz-Palomino et al , 2021), help employees to manage their depression.…”