Atilola O, Akinyemi O, Atilola B
Niger J Med. 2014 Jan-Mar;23(1):70-6.
The continued relevance of optimal employee mental health to sustainable human capital development in the workplace underscores the need to start harnessing all resources that can be mobilized to promote the entrenchment of workplace mental health. The strategic place of workplace Human Resource (HR) units in formulating and implementing workplace welfare schemes makes them potential partners. To actualize this, it is important to initially assess the preparedness of HR personnel for, and the possible barriers to entrenching mental health in the workplace. To suggest the initial course of action and to serve as a template for a robust large-scale study, we conduct a pilot assessment of the experience with, attitudes towards, and level of prioritization of mental health in the workplace among a cohort of HR personnel in Nigeria.
Participants were recruited in the course of a seminar/workshop and questionnaires were developed by authors to assess variables of interest. Attitudes were examined using an adapted form of the Link's Discrimination-Devaluation (LD-D) scale.
A total of 90 human-resource personnel completed the questionnaires. Only 16% of the participants reported having handled the case of an employee with a suspected mental health problem in the preceding 2 years. Attitudes toward employees and prospective employees with mental illness were largely poor. For instance, more than 70% were likely to consider for employment someone with a pre-existing physical disability than for someone with a history of mental illness. In terms of workplace health promotion priorities, physical health seminars took wide precedence over mental health seminars.
The preliminary findings of this pilot study justify a need to conduct a large scale study. Significant challenges encountered in the course of this pilot study were highlighted while insights were drawn for the conduct of the main study/project.
员工最佳心理健康状况与工作场所可持续人力资本发展的持续相关性凸显了利用一切可调动资源来促进工作场所心理健康确立的必要性。工作场所人力资源（HR）部门在制定和实施工作场所福利计划方面的战略地位使其成为潜在合作伙伴。要实现这一点，首先评估HR人员对在工作场所确立心理健康的准备情况以及可能存在的障碍很重要。为了提出初步行动方案并作为大规模稳健研究的模板，我们对尼日利亚一组HR人员在工作场所心理健康方面的经验、态度和优先排序水平进行了试点评估。
在研讨会/讲习班过程中招募参与者，作者设计问卷以评估感兴趣的变量。使用经过改编的林克歧视-贬低（LD-D）量表来检查态度。
共有90名人力资源人员完成了问卷。只有16%的参与者报告在过去两年中处理过疑似有心理健康问题的员工案例。对患有精神疾病的员工和潜在员工的态度大多很差。例如，超过70%的人更愿意雇佣有身体残疾史的人，而不是有精神疾病史的人。在工作场所健康促进优先事项方面，身体健康研讨会比心理健康研讨会更受重视。
这项试点研究的初步结果证明有必要进行大规模研究。强调了在这项试点研究过程中遇到的重大挑战，同时为主要研究/项目的开展提供了见解。
