Stress management standards: a warning indicator for employee health

Background: Psychological stress is a major cause of lost working days in the UK. The Health and Safety Executive have developed Management Standards (MS) to help organisations to assess work-related stress. Aims: The aim of this study was to investigate the relationships between the MS Indicator Tool and employee health, job attitudes, work performance and environmental outcomes. Methods: The first phase involved a survey employing the MS Indicator Tool, GHQ-12, job attitudes, work performance and environmental measures. Three hundred and four call centre employees from a large utility company responded. The second phase comprised six focus groups to investigate what employees believed contributed to their perceived stress. Results: Significant negative correlations were found between GHQ-12 and two MS dimensions; demands (Rho = -0.211, p = 0.000) and relationships (Rho = -0.134, p = 0.02). Other dimensions showed no significant relationship with GHQ-12. Higher levels of stress were associated with reduced job performance, job motivation and increased intention to quit but low stress levels were associated with reduced job satisfaction. Lack of management support, recognition and development opportunities were identified as sources of stress. Conclusion: The findings support the utility of the MS as a measure of employee attitudes and performance

Developing occupational health services for active age management

To review current occupational health (OH) approaches aimed at maintaining the health and workability of older workers. A literature review was undertaken to identify articles onOHinterventions focused on maintaining the health of older workers (published since 2000). The inclusion criteria included studies that reported interventions aimed specifically at older workers. A limited number of interventions targeting older workers were identified. A second literature search was therefore conducted that identified types of workplace interventions that, if used with older workers, may benefit their health, well-being and workability. Very few OH interventions have addressed the health and workability of older workers and there is considerable scope for developing OH provision, which accounts for the needs of the older workforce

Supplementary information files for 'Process evaluation of a tailored workplace intervention designed to promote sustainable working in a rapidly changing world'

Supplementary information files for Process evaluation of a tailored workplace intervention designed to promote sustainable working in a rapidly changing world'Abstract:Increasing numbers of people are employed in sedentary occupations, spending large amounts of time sitting at work which is detrimental to health and wellbeing. Evidence-based guidance is required to intervene to reduce sedentary behaviour, encourage physical activity and promote sustainable working. This article presents a process evaluation of a successful workplace intervention Walking Works Wonders, shown to be effective in improving health, job satisfaction and motivation (Haslam et al. 2018). In this qualitative process evaluation employees reported an increased awareness of their sedentary time and they particularly valued the monitoring of activity using pedometers. They described changes to their working and leisure time activity to accumulate more steps. Participants reported improved physiological and psychological health outcomes, improved working relations with colleagues, changes in dietary behaviour and involving their families in physical activity. The results highlight elements of the intervention that encouraged healthy and more sustainable working practices. Practitioner summary: This study provides the employees’ perspective on the effective elements of a workplace intervention which encouraged physical activity and reduced sitting time. The results offer valuable insights for practitioners aiming to develop interventions to improve health and facilitate more sustainable working practices in a rapidly changing world of work.</div

Back, but not better: ongoing mental health hampers return to work outcomes

Research commissioned by the Mental Health Foundation suggests that employees off sick with depression or anxiety may be returning to work with ongoing symptoms, and that follow-up support is often lacking

Returning to work. The role of depression

This study was carried out by Loughborough University and funded by the Foundation's grants programme. It examines the role of depression in returning to work after a period of sickness absence across four types of chronic illnesses: depression and anxiety, back pain, heart disease and cancer. The report shows that almost half (45%) of those with a physical condition experienced mild to moderate depression, but were more worried about telling their employer about their mental health issues than their cancer or heart disease. Despite the fact that depression impacted on their well-being and ability to function at work, most felt unable to tell their line managers about the difficulties they were facing