Explaining Variations in Mindfulness Levels in Daily Life

Despite the apparent benefits of being mindful, people are often not very mindful. There seem to be forces that drive people toward as well as away from mindfulness. These forces are conceptualised in terms of competition for scarce attentional resources. To explore these forces and to test this framework, an experience sampling study was performed among people with an explicit intention to be mindful and an ongoing practice to examine concurrent associations between state mindfulness and daily life experiences that may affect it. Participants (N=29, 1012 observations) filled out questions on momentary experiences at semi-random intervals, five times a day, over a period of 7 to 10days. Predictors of within-person variations in awareness of Present Moment Experience (PME) and non-reactivity to PME were examined using multilevel analyses. Participants were more aware of PME when they had an activated intention to be mindful and when they felt good, and not very busy or hurried, and were not involved in social interaction. They were more reactive to PME when they experienced unpleasant affect, and when they were hurried or tired. An activated intention to be mindful was also associated with an increased tendency to analyse PME. Experiencing threat was associated with increased reactivity, but not with decreased awareness. Our study generally supports the idea that competition for attention can be a fruitful framework to describe mechanisms behind being or not being mindful

Towards Performance Indicators for the Health Care Sector

The health care sector is a huge industry in many Western countries going through fundamental changes, with increasing needs for new monitoring systems and performance indicators. The aim of this paper is to identify factors that influence the success of external reporting systems, which will ultimately affect the transparency and performance of the sector. We review theory on performance indicators, national care systems, and inter-organizational reporting systems, resulting in formulating several hypotheses. We use a data set and 12 interviews in one case study (the mental health care sector in the Netherlands) to evaluate the hypotheses. Our findings show that the new system is more successful for integrated care organizations than specialized care organizations, and more successful if care organizations have better internal information systems

What is the meaning of paid employment for well-being?:A focus group study on differences and similarities between autistic adults with and without employment

PurposeThe aim of the present study was to explore the meaning of work for the subjective well-being of autistic adults with and without paid (competitive) employment and to evaluate the differences and similarities between these groups.MethodsEight focus groups were conducted, including a total of 64 autistic adults. Four groups entailed participants with current paid employment (including part-time) and four groups entailed participants without paid employment. All discussions were audiotaped and transcribed verbatim to enable inductive thematic content analysis. Data were analyzed using ATLAS.ti 9.ResultsGenerally, both groups viewed paid employment as very important for well-being, albeit for different reasons. Three themes were found: (1) Not having paid employment was associated with lacking societal recognition, and subsequent low self-esteem, which was a dominant theme in those without work; (2) Work can seriously damage (mental) health and well-being, found in both groups; and (3) Paid employment provides many benefits for well-being, with subthemes: 'purpose,' 'social contacts,' 'growth and use of talents,' 'structure and calmness,' and 'income and freedom', which was a dominant theme in those with paid employment.ConclusionsBoth groups found paid employment highly important for their well-being, albeit for different reasons. However, both also agreed that paid employment can be very harmful to (mental) health and well-being. Suitable, well-supported jobs are important for well-being, may help to buffer stress in other life areas, and may even prevent autistic burnout. More studies are needed on how healthy jobs can be created where autistic individuals get positive energy and experience high well-being. This will also help to reduce socio-economic inequality.</p

Employable until retirement:How inclusive leadership and HR practices can foster sustainable employability through strengths use

Background: Although the new model of sustainable employability (SE), which builds on the capability approach, has received growing attention, research on how to enhance workers’ SE is scarce. In this study, we aimed to investigate whether (1) inclusive leadership and high-involvement HR practices are positively associated with SE and whether (2) strengths use mediates these associations. To test our research hypotheses, we surveyed Dutch employees (N = 364), selected with random sampling. The results of structural equation modeling showed that inclusive leadership and high-involvement HR practices were positively associated with workers’ SE. Moreover, we discovered that strengths use mediated these relationships. These results contribute to the SE literature by providing initial evidence that inclusive leadership and high-involvement HR practices are directly and indirectly (through strengths use) related to workers’ SE

The effects of a stigma awareness intervention on finding and retaining paid employment a cluster randomized controlled trial among unemployed people with mental illness

Introduction: Stigma is one of the barriers to paid employment for people with mental illness. Deliberate (non-)disclosure decisions may prevent this, but the effects of stigma awareness interventions are mostly unknown. This study aims to examine the effectiveness of a stigma awareness intervention for employment specialists and a decision aid and two infographics about disclosure of mental illness on finding and retaining employment for unemployed people with mental illness, compared to usual guidance. Material and methods: A clustered RCT was conducted. Participants were unemployed people with mental illness who receive social benefits (N=153) and were recruited at eight locations. The control group received guidance as usual and the experimental group received guidance as usual combined with the stigma awareness intervention. Health, wellbeing, job seeking activities and disclosure were measured at baseline and 3, 6 and 12 months. Multilevel analyses were conducted to analyze the effects of the intervention on finding and retaining employment, controlled for other factors. Results: In the experimental group, after six (T2) and twelve months (T3) almost twice as many participants had found paid employment (T2: CG=26.1% vs EG=50.7%, p=0.003; T3: CG=34.4% vs EG=53.8%, p=0.026), and retained paid employment after twelve months (CG=23.4% vs EG=49.2%, p=0.002), compared to the control group. Conclusions: A stigma awareness intervention contributes to more often finding and retaining paid employment for people with mental illness

A capability perspective on sustainable employability:A Dutch focus group study on organizational, work and personal conversion factors

Objective In the field of work, there is a shift towards more value-based approaches to study the sustainable employability of the present-day worker. The capability approach offers a value based and innovative conceptualisation and framework of sustainable employability characterized by contextuality, normativity and diversity. The capabilities of Dutch employees have been established and validated, yet it is not known which conversion factors on a personal, work and organizational level enable employees to achieve value in work in different Dutch occupational sectors. Methods Our qualitative approach included seven focus groups in different occupational sectors including elderly care, higher education, insurance work, facility management and the oil-, car- and chemical industry. Each focus group included 5–11 participants and took approximately one and a half hour. A qualitative content analysis was used to analyse the data, by combining deductive and inductive coding respectively. Deductive coding involved assigning themes to the conversion of resources into capabilities at the organizational, work and personal level. Results On the organizational conversion level, important themes were cultural aspects, power relations, shortage of personnel and policies for self-management. On the work conversion level, social contacts, communication and workload, tasks and schedules were identified. Social contacts were described as a work value in itself, but also conditional for achieving other work values. On the personal conversion level, experienced work stress, motivation and the ability to achieve values informally within the company. Conclusion From our findings it follows that focus groups are sensitive to identify conversion factors on all three levels of conversion. In addition, companies and their employees might effectively increase work capabilities by being sensitive to all three conversion levels simultaneously. Further research is necessary to study the effect of a capability-based intervention at the work floor

Mental health issues and illness and substance use disorder (non-)disclosure to a supervisor:A cross-sectional study on beliefs, attitudes and needs of military personnel

Objectives Research suggests that military personnel frequently delay disclosing mental health issues and illness (MHI), including substance use disorder, to supervisors. This delay causes missed opportunities for support and workplace accommodations which may help to avoid adverse occupational outcomes. The current study aims to examine disclosure-related beliefs, attitudes and needs, to create a better understanding of personnel’s disclosure decision making.Design A cross-sectional questionnaire study among military personnel with and without MHI. Beliefs, attitudes and needs regarding the (non-)disclosure decision to a supervisor were examined, including factors associated with (non-)disclosure intentions and decisions. Descriptive and regression (logistic and ordinal) analyses were performed.Setting The study took place within the Dutch military.Participants Military personnel with MHI (n=324) and without MHI (n=554) were participated in this study.Outcome measure (Non-)disclosure intentions and decisions.Results Common beliefs and attitudes pro non-disclosure were the preference to solve one’s own problems (68.3%), the preference for privacy (58.9%) and a variety of stigma-related concerns. Common beliefs and attitudes pro disclosure were that personnel wanted to be their true authentic selves (93.3%) and the desire to act responsibly towards work colleagues (84.5%). The most reported need for future disclosure (96.8%) was having a supervisor who shows an understanding for MHI. The following factors were associated both with non-disclosure intentions and decisions: higher preference for privacy (OR (95% CI))=(1.99 (1.50 to 2.65)intention, 2.05 (1.12 to 3.76)decision) and self-management (OR (95% CI))=(1.64 (1.20 to 2.23)intention, 1.79 (1.00 to 3.20)decision), higher stigma-related concerns (OR (95% CI))=(1.76 (1.12 to 2.77)intention, 2.21 (1.02 to 4.79)decision) and lower quality of supervisor–employee relationship (OR (95% CI))=(0.25 (0.15 to 0.42)intention, 0.47 (0.25 to 0.87)decision).Conclusion To facilitate (early-)disclosure to a supervisor, creating opportunities for workplace support, interventions should focus on decreasing stigma and discrimination and align with personnels’ preference for self-management. Furthermore, training is needed for supervisors on how to recognise, and effectively communicate with, personnel with MHI. Focus should also be on improving supervisor–employee relationships

Seeking treatment for mental illness and substance abuse:A cross-sectional study on attitudes, beliefs, and needs of military personnel with and without mental illness

Background Often, military personnel do not seek treatment for mental illness or wait until they reach a crisis point. Effective, selective, and indicated prevention is best achieved by seeking treatment early. Aims We aimed to examine military personnel's attitudes, beliefs, and needs around seeking treatment for mental illness. We compared those who sought treatment to those who did not and those with and without the intention to seek treatment. Finally, we examined factors associated with intentions of not seeking treatment. Method We conducted a cross-sectional questionnaire study of military personnel with (N = 324) and without (N = 554) mental illness. Descriptive and regression analyses (logistic and ordinal) were performed. Results The majority of the personnel believed treatment was effective (91.6%); however, most preferred to solve their own problems (66.0%). For personnel with mental illness, compared to those who sought treatment, those who did not had a higher preference for self-management and found advice from others less important. For those without mental illness, those with no intention to seek treatment indicated a higher preference for self-management, stigma-related concerns, denial of symptoms, lower belief in treatment effectiveness and found it less important to be an example, compared to those with treatment-seeking intentions. A clear indication of where to seek help was the most reported need (95.7%). Regression analyses indicated that not seeking treatment was most strongly related to preference for self-management (OR(95%CI) = 4.36(2.02–9.39); no intention to seek treatment was most strongly related to a lower belief that treatment is effective (OR(95%CI) = .41(0.28–0.59) and with not having had positive earlier experiences with treatment seeking (OR(95%CI) = .34(0.22–0.52). Conclusions To facilitate (early) treatment seeking, interventions should align with a high preference for self-management, mental illness stigma should be targeted, and a clear indication of where to seek treatment is needed