Rahmenbedingungen des BGM: gesundheitspolitische und betriebswirtschaftliche Grundlagen

Berger, Hendrike; Nolten, Andreas

doi:10.1007/978-3-658-22193-5_3

Cited by 5 publications

(14 citation statements)

References 24 publications

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“…Furthermore, previous research indicates that small companies are less likely to offer health interventions [38,43], but that small companies are motivated to implement health interventions when given a speci c implementation guideline [38]. Our study suggests that preferences regarding organisational aspects of psychotherapeutic consultation at work are very similar between employees of smaller and larger companies.…”

Section: Discussionmentioning

confidence: 57%

“…These include, inter alia, processes to select responsible persons within the company and nancing approaches (e.g. by the company or health insurance) [20,23,43,63]. Further research is needed to determine whether preferences on these aspects differ between occupational areas, company sizes, supervisor function and requirement levels.…”

Section: Discussionmentioning

confidence: 99%

“…Further research is needed to determine whether preferences on these aspects differ between occupational areas, company sizes, supervisor function and requirement levels. Especially among small companies, nancial barriers were mentioned regarding implementation of health interventions [43,44] and should therefore be considered in further analyses. This study theoretically investigated how psychotherapeutic consultation at work should be implemented in order that employees make use of it.…”

Section: Discussionmentioning

confidence: 99%

“…For example, previous study results show that more years of education as well as a higher educational degree are related to the use of psychotherapeutic treatment [42]. Furthermore, company size seems to play a signi cant role in the implementation of health interventions at work, as small companies are less likely to implement services such as EAP than large companies [38,43]. Within small companies, lack of nancial and human resources are often mentioned as barriers for implementation [43,44].…”

Section: Introductionmentioning

confidence: 99%

“…Furthermore, company size seems to play a signi cant role in the implementation of health interventions at work, as small companies are less likely to implement services such as EAP than large companies [38,43]. Within small companies, lack of nancial and human resources are often mentioned as barriers for implementation [43,44]. In addition, employees of small companies often think that health interventions should not be related to the employer [38].…”

Section: Introductionmentioning

confidence: 99%

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Employees’ preferences on organisational aspects of psychotherapeutic consultation at work by occupational area, company size, requirement levels and supervisor function – a cross-sectional study in Germany

Kohl

Angerer

Weber

2022

Preprint

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Background Common mental disorders affect a significant proportion of the population worldwide at any given time. Psychotherapeutic consultation at work offers employees with mental distress short-term and low-threshold access to psychotherapeutic treatment. However, this offer is only accepted by one to two perfect of the employees to whom it is offered. Taking into account employees‘ preferences regarding organisational aspects might increase the use of psychotherapeutic consultation at work. This study therefore aimed to identify preferences on organisational aspects of psychotherapeutic consultation at work among employees of diverse occupational areas, company sizes, supervisor functions and job requirement levels. Methods A total of 755 employees were recruited via advertisements on social media (Instagram, Facebook and LinkedIn). Participants rated on a 5-point Likert scale their agreement to different implementation options of psychotherapeutic consultation at work: type (in-person/video/telephone), location (on/outside company premises), time (within/outside working hours), scope (diagnostic/diagnostic + treatment) and purpose (private/occupational). Additionally, the maximum accepted distance to the location of consultation was assessed. Various analyses of variances (ANOVA) were conducted to determine differences in agreement to implementation options within each organisational aspect and to analyse differences between occupational areas, company sizes, requirement levels and between employees with and without supervisor function. Results Participants indicated a preference for in-person psychotherapeutic consultation that takes places outside company premises and outside working hours. Furthermore, they preferred offers including diagnostic and treatment sessions compared to offers including diagnostic sessions only. Even though participants agreed that consultation should be offered for all purposes, agreement for occupational issues was stronger than for private issues. For some implementation options, the level of agreement varied according to occupational field, company size, supervisor function and level of requirement. However, these differences did not affect the key findings mentioned above. Conclusion Those findings give practical indications on the organisational design of psychotherapeutic consultation at work. The results suggest that in-person consultation outside company premises and working hours combining diagnostic and treatment sessions will be accepted by employees regardless of their occupational area, company size, supervisor function and requirement level.

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Section: Discussionmentioning

confidence: 57%

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Employees’ preferences on organisational aspects of psychotherapeutic consultation at work by occupational area, company size, requirement levels and supervisor function – a cross-sectional study in Germany

Kohl

Angerer

Weber

2022

Preprint

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Psychotherapeutische Sprechstunde am Arbeitsplatz: Zusammenhänge zwischen Unternehmensgröße und psychosomatischer Gesundheit

Hander,

Krohn,

Kohl

et al. 2024

Bundesgesundheitsbl

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Zusammenfassung Hintergrund Die Inanspruchnahme der psychotherapeutischen Sprechstunde am Arbeitsplatz (PT-A) wurde bislang in Großunternehmen (GU) untersucht. Diese unterscheiden sich strukturell von mittleren und Klein(st)unternehmen (KMU). Unterschiede der Nutzerprofile einer PT‑A hinsichtlich psychosomatischer Gesundheit, arbeitsbezogener Selbstwirksamkeit und Arbeitsfähigkeit sowie des psychosozialen Sicherheitsklimas (PSC) abhängig von der Unternehmensgröße wurden bisher kaum betrachtet. Methoden In der Interventionsstudie „Frühe Intervention am Arbeitsplatz“ (friaa) wurden zwischen 09/2021 und 01/2023 an einer PT‑A interessierte Beschäftigte aus GU und KMU deutschlandweit befragt. Mittels t‑ und χ2-Tests wurden Unterschiede zwischen Beschäftigten in GU (n = 439) und KMU (n = 109) hinsichtlich F‑Diagnosen nach ICD-10 („International Statistical Classification of Diseases and Related Health Problems“; psychische und Verhaltensstörungen), Depressivität (PHQ-9), Ängstlichkeit (GAD-2), allgemeinen Funktionsniveaus (GAF), somatischer Symptombelastung (SSS-8), Gesundheit (VR-12), Arbeitsfähigkeit (WAI), Selbstwirksamkeit (SOSES) und psychosozialen Sicherheitsklimas (PSC-4) geprüft und mittels Korrelationsanalyse explorativ deren Zusammenhänge untersucht. Ergebnisse Beide Gruppen zeigten sich ähnlich stark beansprucht. In GU wurden aus Sicht der Beschäftigten psychosoziale Themen signifikant häufiger thematisiert als in KMU mit einer mittleren Effektgröße. Die Studie lieferte erste Hinweise, dass in GU positive Zusammenhänge des PSC‑4 mit SOSES und WAI sowie negative mit PHQ‑9 und SSS‑8 vorliegen. Diskussion Die vergleichbare psychische Beanspruchung der Beschäftigten in GU und KMU weist auf den Bedarf von verhältnis- und verhaltenspräventiven Maßnahmen unabhängig von der Unternehmensgröße hin. Vor allem in KMU sollte die Thematisierung psychosozialer Gesundheit einen größeren Stellenwert einnehmen.

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Multikausale Wirkung von Interventionen der Betrieblichen Gesundheitsförderung und besondere Chancen für kleine und mittelständige Unternehmen

Scholz

Schneider

2019

Präv Gesundheitsf

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Rahmenbedingungen des BGM: gesundheitspolitische und betriebswirtschaftliche Grundlagen

Cited by 5 publications

References 24 publications

Employees’ preferences on organisational aspects of psychotherapeutic consultation at work by occupational area, company size, requirement levels and supervisor function – a cross-sectional study in Germany

Employees’ preferences on organisational aspects of psychotherapeutic consultation at work by occupational area, company size, requirement levels and supervisor function – a cross-sectional study in Germany

Psychotherapeutische Sprechstunde am Arbeitsplatz: Zusammenhänge zwischen Unternehmensgröße und psychosomatischer Gesundheit

Multikausale Wirkung von Interventionen der Betrieblichen Gesundheitsförderung und besondere Chancen für kleine und mittelständige Unternehmen

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