Carolan Stephany, de Visser Richard O
School of Psychology, University of Sussex, Brighton, United Kingdom.
JMIR Ment Health. 2018 Jan 19;5(1):e8. doi: 10.2196/mental.9146.
Prevalence rates of work-related stress, depression, and anxiety are high, resulting in reduced productivity and increased absenteeism. There is evidence that these conditions can be successfully treated in the workplace, but take-up of psychological treatments among workers is low. Digital mental health interventions delivered in the workplace may be one way to address this imbalance, but although there is evidence that digital mental health is effective at treating stress, depression, and anxiety in the workplace, uptake of and engagement with these interventions remains a concern. Additionally, there is little research on the appropriateness of the workplace for delivering these interventions or on what the facilitators and barriers to engagement with digital mental health interventions in an occupational setting might be.
The aim of this research was to get a better understanding of the facilitators and barriers to engaging with digital mental health interventions in the workplace.
Semistructured interviews were held with 18 participants who had access to an occupational digital mental health intervention as part of a randomized controlled trial. The interviews were transcribed, and thematic analysis was used to develop an understanding of the data.
Digital mental health interventions were described by interviewees as convenient, flexible, and anonymous; these attributes were seen as being both facilitators and barriers to engagement in a workplace setting. Convenience and flexibility could increase the opportunities to engage with digital mental health, but in a workplace setting they could also result in difficulty in prioritizing time and ensuring a temporal and spatial separation between work and therapy. The anonymity of the Internet could encourage use, but that benefit may be lost for people who work in open-plan offices. Other facilitators to engagement included interactive and interesting content and design features such as progress trackers and reminders to log in. The main barrier to engagement was the lack of time. The perfect digital mental health intervention was described as a website that combined a short interactive course that was accessed alongside time-unlimited information and advice that was regularly updated and could be dipped in and out of. Participants also wanted access to e-coaching support.
Occupational digital mental health interventions may have an important role in delivering health care support to employees. Although the advantages of digital mental health interventions are clear, they do not always fully translate to interventions delivered in an occupational setting and further work is required to identify ways of minimizing potential barriers to access and engagement.
ClinicalTrials.gov: NCT02729987; https://clinicaltrials.gov/ct2/show/NCT02729987?term=NCT02729987& rank=1 (Archived at WebCite at http://www.webcitation.org/6wZJge9rt).
与工作相关的压力、抑郁和焦虑的患病率很高，导致生产力下降和旷工率上升。有证据表明，这些情况可以在工作场所得到成功治疗，但员工对心理治疗的接受度较低。在工作场所提供的数字心理健康干预措施可能是解决这一不平衡问题的一种方法，然而，尽管有证据表明数字心理健康在治疗工作场所的压力、抑郁和焦虑方面有效，但这些干预措施的采用和参与度仍然令人担忧。此外，关于工作场所是否适合提供这些干预措施，以及在职业环境中参与数字心理健康干预措施的促进因素和障碍是什么，几乎没有相关研究。
本研究的目的是更好地了解在工作场所参与数字心理健康干预措施的促进因素和障碍。
对18名参与随机对照试验且可使用职业数字心理健康干预措施的参与者进行了半结构化访谈。访谈内容被转录，并采用主题分析法来理解这些数据。
受访者将数字心理健康干预措施描述为方便、灵活和匿名；这些特性在工作场所环境中既被视为参与的促进因素，也被视为障碍。便利性和灵活性可以增加参与数字心理健康的机会，但在工作场所环境中，它们也可能导致难以安排时间优先级，并难以确保工作与治疗在时间和空间上的分离。互联网的匿名性可能会鼓励使用，但对于在开放式办公室工作的人来说，这种好处可能会丧失。其他参与的促进因素包括互动性和趣味性的内容以及诸如进度跟踪器和登录提醒等设计功能。参与的主要障碍是缺乏时间。理想的数字心理健康干预措施被描述为一个网站，它结合了一个简短的互动课程，同时提供不限时的、定期更新且可以随时查阅的信息和建议。参与者还希望获得电子辅导支持。
职业数字心理健康干预措施在为员工提供医疗保健支持方面可能发挥重要作用。尽管数字心理健康干预措施的优势显而易见，但它们并不总是能完全转化为在职业环境中提供的干预措施，需要进一步开展工作，以确定如何将潜在的获取和参与障碍降至最低。
ClinicalTrials.gov：NCT02729987；https://clinicaltrials.gov/ct2/show/NCT02729987?term=NCT02729987&rank=1（存档于WebCite：http://www.webcitation.org/6wZJge9rt）
