Occupation and health research group, HAN University of Applied Sciences, P.O. Box 6960, 6503 GL Nijmegen, The Netherlands.
Scand J Work Environ Health. 2022 Apr 1;48(3):173-189. doi: 10.5271/sjweh.4005. Epub 2021 Dec 8.
Common mental health problems (CMHP) represent a major health issue and burden to employees and employers. Under certain conditions work contributes to wellbeing and participation of employees with CMHP. Promoting work participation is important, however the specific conditions in which work participation occurs is complex and largely unclear. This calls for a novel, realistic approach to unravel the complex relationship between outcomes, context and underlying mechanisms of work participation.
In the present realist review, peer-reviewed studies conducted between 1995 and 2020 were systematically reviewed on the outcome measures stay at work (SAW) and work performance (WP). The database search from seven databases identified 2235 records, of which 61 studies met the selection criteria and methodological rigor.
The synthesis demonstrates how work participation is promoted by the following mechanisms and contextual factors: (i) organizational climate and leadership, (ii) social support, (iii) perceived job characteristics, (iv) coping styles, (v) health symptoms and severity, (vi) personal characteristics, and (vii) features of interventions. An explanatory framework, based on the Capability-for-Work model, presents a new set of capabilities leading to SAW and WP.
This systematic realist review revealed mechanisms and contextual factors that promote both SAW and WP among employees with CMHP. These show how the organizational climate, social support in the work context, job characteristics and certain capabilities enable employees with CMHP to participate at work. Our contributions and practical implications are discussed, providing valuable insights for employers, professionals and researchers in the development of evidence-based interventions.
常见心理健康问题（CMHP）是员工和雇主面临的主要健康问题和负担。在某些条件下，工作有助于改善和促进患有 CMHP 的员工的参与度。促进工作参与度很重要，但工作参与度发生的具体条件很复杂，在很大程度上尚不清楚。这需要一种新颖、现实的方法来阐明工作参与度的结果、背景和潜在机制之间的复杂关系。
在本次真实主义综述中，对 1995 年至 2020 年间进行的同行评审研究进行了系统综述，研究结果的衡量指标为“保持工作”（SAW）和“工作表现”（WP）。从七个数据库进行的数据库搜索共确定了 2235 条记录，其中 61 项研究符合选择标准和方法学严谨性。
综合结果表明，工作参与度是通过以下机制和背景因素来促进的：（i）组织氛围和领导力，（ii）社会支持，（iii）感知到的工作特征，（iv）应对方式，（v）健康症状和严重程度，（vi）个人特征，以及（vii）干预措施的特征。基于工作能力模型的解释框架提出了一组新的能力，这些能力可以促进 SAW 和 WP。
本系统的真实主义综述揭示了促进患有 CMHP 的员工保持工作和提高工作表现的机制和背景因素。这些因素展示了组织氛围、工作环境中的社会支持、工作特征和某些能力如何使患有 CMHP 的员工能够参与工作。我们讨论了研究的贡献和实际意义，为雇主、专业人士和研究人员在制定基于证据的干预措施方面提供了有价值的见解。
