Tengelin Ellinor, Björk Lisa, Corin Linda, Hensing Gunnel, Staland-Nyman Carin, Ståhl Christian, Bertilsson Monica
Department for Health Sciences, Mid-Sweden University, Rehabilitation Science, 831 25, Östersund, Sweden.
Institute of Stress Medicine, Region Västra Götaland, 462 80, Gothenburg, Sweden.
J Occup Rehabil. 2025 Apr 19. doi: 10.1007/s10926-025-10293-4.
Among the diverse tasks of managers, handling employees with common mental disorders (CMDs) is perceived as particularly challenging. Little is known about the organizational resources that managers use in these situations. The aim of this study was to explore the organizational resources that managers use when handling employees with CMDs and how they experience their use.
An interview study inspired by the critical incident technique was designed. Swedish managers (n = 35) were recruited if they were managers in a private company with at least 50 employees and had experience supporting one or more employees with a CMD in the last 2 years. An incident was defined as a situation when a manager needed to support an employee with a CMD.
The analysis revealed managers' use of seven kinds of resources, and how the resource helped or hindered support to employees: (1) routines and structures; (2) frames for action; (3) training and education; (4) expert functions; (5) safety representatives from worker unions; (6) social support from colleagues and management; (7) interaction with employees. Secondary findings were personal and external resources, widening the study's organizational focus.
This study is one of the first to explore managers' real-life experiences of the support available in their organization when managing employees with CMDs. Managers' experiences may help organizations provide structures for the management of individual cases of CMD at work. Resources flexible to the needs of managers in specific situations were experienced as supportive by participants in this study.
在管理者的各项不同任务中，处理患有常见精神障碍（CMD）的员工被认为特别具有挑战性。对于管理者在这些情况下所使用的组织资源，我们知之甚少。本研究的目的是探讨管理者在处理患有CMD的员工时所使用的组织资源，以及他们对这些资源使用的体验。
设计了一项受关键事件技术启发的访谈研究。招募瑞典的管理者（n = 35），条件是他们在一家拥有至少50名员工的私人公司担任管理者，并且在过去两年中有支持一名或多名患有CMD的员工的经验。一个事件被定义为管理者需要支持一名患有CMD的员工的情况。
分析揭示了管理者使用的七种资源，以及这些资源如何帮助或阻碍对员工的支持：（1）常规和结构；（2）行动框架；（3）培训和教育；（4）专家职能；（5）工会安全代表；（6）同事和管理层的社会支持；（7）与员工的互动。次要发现是个人和外部资源，拓宽了研究的组织重点。
本研究是首批探索管理者在管理患有CMD的员工时对其组织中可用支持的实际生活体验的研究之一。管理者的经验可能有助于组织为工作中个别CMD案例的管理提供结构。本研究的参与者认为，根据管理者在特定情况下的需求灵活配置资源具有支持作用。
