Shann Advisory.
School of Business and Economics, Tasmanian School of Business and Economics, University of Tasmania.
J Occup Health Psychol. 2019 Feb;24(1):20-35. doi: 10.1037/ocp0000110. Epub 2018 Jan 4.
Addressing the stigma of mental illness and its effect in the workplace is a contemporary issue in occupational health. The role of leaders is a vital but relatively unexplored dimension of this phenomenon. This study examined the effectiveness and application of an online intervention to reduce depression-related stigma in organizational leaders. A randomized controlled, "in the field" study was conducted with 196 leaders. Participants completed an online survey and were randomly assigned to either the experimental or wait-list control group. One week later, participants in the experimental group were given access to a brief online workplace mental health intervention and asked to complete a postsurvey, whereas the control group had to only complete the online postsurvey. Six months later, participants completed a follow-up online survey. Results revealed significant reductions in behavioral and affective depression-related stigma scores among leaders who completed the intervention, compared with the control group. These reductions were similar at 6 months. The factors that enabled or hindered training transfer from the intervention were examined through semistructured interviews with 16 of the participating leaders. Results showed that positive attitudes and high levels of knowledge are not sufficient to ensure leaders apply intervention learning in their work environments. Factors including the nature of the work environment, the collective readiness and capability of the organization to address these issues, the attitudes of others at work, and the broader political context affected the application of learning from the intervention. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
解决职场中精神疾病污名化及其影响是职业健康领域的一个当代问题。领导者的作用是这一现象中一个至关重要但相对尚未被充分探索的维度。本研究考察了一种在线干预措施在减少组织领导者中与抑郁相关的污名方面的效果和适用性。这项随机对照的“现场”研究共纳入了 196 名领导者。参与者完成了一项在线调查，并被随机分配到实验组或候补对照组。一周后，实验组的参与者可以访问一个简短的在线工作场所心理健康干预措施，并被要求完成一项后续调查，而对照组只需完成在线后续调查。六个月后，参与者完成了一项在线随访调查。结果显示，与对照组相比，完成干预的领导者在行为和情感上与抑郁相关的污名得分显著降低。这些减少在 6 个月时是相似的。通过对 16 名参与研究的领导者进行半结构化访谈，探讨了从干预中促进或阻碍培训转移的因素。结果表明，积极的态度和高水平的知识不足以确保领导者将干预学习应用于工作环境中。包括工作环境的性质、组织集体准备和解决这些问题的能力、工作中其他人的态度以及更广泛的政治背景等因素，都会影响对干预学习的应用。（美国心理协会，2019）。
